06 Gender

Question 1

Gender Equity - What are the 7 implications from Ammerman?

Answer 1

1. Attracting Candidates
2. Hiring Employees
3. Integrating Employees
4. Developing Employees
5. Assessing Performance
6. Managing Compensation and Promotion
7. Retaining Good Performers

Question 2

Attracting Candidates

Problem - Questions to ask - What to do

1.
2.

Answer 2

You lack women candidates relative to your expectations or industry norms

Are aspects of your recruiting method turning women away who are qualified?

• Seek candidates outside manmagers individual networks that might be homogenous
• assess the language used to describe jobs and your company

Question 3

Hiring Employees

Problem - Quesions to ask - What to do

1.
2.
3.
4.

Answer 3

Women candidates dont make it to the offer stage at the same rate that men do

Are certain aspects of your hiring process eliminating women whose qualifications and potential actually meet or even exceed those of male candidates?

• Educate managers about gender bias and how it might influence hiring decisions
• anonymize resumes
• diversify interview panels
• select finalists and evaluate them against defined criteria, rather than hiring on a rolling basis

Question 4

Integrating employees

Problem - Questions - What to do

1.
2.

Answer 4

women seem to be marginalized by their teams and departments

Are new hires forming the relationships that enable them to contribute optimally and thrive personally?

• create opportunities for employees to work toward shared goals with people who are different to them
• discourage exclusionary social activities
• make sure women are not treated as outliers/ extraneous team members

Question 5

Developing employees

Problem - Questions - What to do

1.
2.
3.

Answer 5

women are not building their skills and experience as fast as male peers are

Does everyone have access to training, coaching and other components of development irrespective of gender?

• assess how developmental opportunities are awarded
• implement onjective criteria for allocating them
• increase womens access to sponsors and mentors

Question 6

Assessing performance

Problem - Questions - What to do

1.
2.

Answer 6

womens performance rating are lower or lower than expected given hiring assumptions

Does gender bias affect your evaluation process and decisions?

• educate managers about gender bias and how it might influence the feedback and performance ratings they give employees
• assess the criteria used to rate performance and eliminate ambiguous, vague and malleable standarts

Question 7

Managing compensation and promotion

Problem - Questions - What to do

1.
2.

Answer 7

Women receive lower compensation than male peers or are promoted at lower rates

Does gender bias influence your processes for determining compensation and making promoting decisions?

• establish clear, transparent parameters for salary offers and increases
• regularly review the outcomes of promotion and compensation processes by gender

Question 8

Retaining good performers

Problem - Questions - What to do

1.
2.
3.

Answer 8

women are leaving your company at higher rates than men or sooner expected

Do women believe they can advance at your company, and are they rewarded for strong performance?

• combat the stigma attached to flexible work arrangement by focusing on measureable aspects of perfromance
• dont turn a blind eye to harassers
• regularly track attribution and retention by gender