6 Ways to Recruit More Women In the Tech Sector
According to research presented by Cnet, the numbers of women in the tech sector is dangerously low –as little as 29.1% and it’s dropping rapidly, which means that it really needs to be considered and changed. With so few women within this industry, there is no female influence on the sector that needs it most. Women make up at least half of your customer base, so by not employing them you are missing out on some very important points that could really take your business to another level.
But what strategy for recruitment for women should you employ to try and change this?
Here are some ideas to get you started:
‘Normalize’ it as a career for women
This process needs to start at a young age, because as early as school, girls are gravitated towards other activities. It may be an idea to begin after school clubs aimed at getting females interested in more technical based careers. If this isn’t possible, you may wish to consider higher education facilities to grab the best graduates for your company.
Prioritize working with women
It might sound a little obvious, but if you design your entire recruitment strategy towards women in the tech sector, it will be more likely to attract their attention. Advertise where they will see it, and create clever advertising campaigns targeted at potential female employees.
Why not try:
- Sponsoring events where women can network
- Inviting female speakers to events to give talks
- Workplace initiatives targeted at female employees
Consider your workplace environment
If you have always worked in a male dominated environment, and that’s what you’re used to, it might be difficult to see how intimidating it can be for women. If this is the case then you’ll need to be more considerate.
Why not think about:
- Flexible working hours to suit childcare needs
- Work from home options
- Childcare facilities onsite
Leave where necessary for childcare
You may also need to think about a whole new training system for the employees you have, to create the best working environment for everyone.
Create a great communication system
Ensure that there is a strong system in place to ensure that there is support for your female employees. Of course this important for all your staff, but it’s especially necessary for the underrepresented community.
Don’t just focus on just younger women in the tech sector
It’s tempting to only consider young women because you know they have a lot of working years within them, but it’s also important to consider women coming back to work after having a baby, or those considering a career change too.
Be sure to retain your female employees
Once you have women working for you, ensure that they want to remain at your company by keeping them happy. Conduct regular feedback meetings to see if there are any areas in which you can improve with training or new equipement, and ensure that you have a strict anti bullying policy.
Pokemon as Part of an Employee Development Programme
Pokemon Go… it’s officially everywhere! As the number one app all over the world, it really is a craze that has consumed everyone. But how much is it affecting your office environment? With 69% of people admitting to Forbes that they play it at work – some of them for more than an hour a day can it be used as part of an employee development programme?
Here are some great examples of how you can intergrate it into an employee development programme. When it comes to smaller, start up businesses, you have more flexibility to do things in the way that you want, meaning you can turn this craze into a positive for you.
The Boss Who Insists Upon It
The boss at TNW is insisting that employees play the game for 30 minutes a day after lunch… for health reasons. Considering the game is getting people out and about walking more, there is definitely a truth to this. Plus it’s a great way to tackle people playing it during working hours – if they have designated time, they won’t be using it during the rest of their shift.
Pokémon as Part of Your Employee Development Programme
Find ways to incorporate this into your current training and team building exercises to make it more fun. You can build bonds and make your workplace environment much more easy going by ensuring that everyone gets involved. If Pokemon Go is the key to that, then so be it!
Using Lures To Market Your Business
A ‘lure’ can be placed near a business, at a designated ‘Pokestop’, which generates a greater number of Pokemon, drawing people to your premises. You can even add to this by putting on special offers just for players, or by offering charging stations.
Bond With Your Staff
One of the best ways you can build a greater communication system and an employee development programme is by playing the game yourself and talking to your staff about it. Having something in common with help blur boundaries and hierarchies a little, making senior managers much more approachable.
Bond With Your Customers
Get your staff to talk to players about the game, and encourage people to tag your business in photographs when they catch something. The more people that come looking for Pokemon, the more people will learn about you. This is a great way of building your brand as a business and employer.
This is a craze that may not last forever, so it’s best to use it to your advantage while everyone is mad for it, rather than wasting all your time arguing against it. You cannot track what your staff are doing all the time, so there may be times where they are playing it rather than working. if this is built into an employee development programme with challenges and clear outcomes built in, it can make it a win -win for staff and the business.
5 Tips For Conducting An Individual Redundancy Consultation Meeting
In today’s economic climate, there may come a time when you need to reduce your workforce to cut some of your costs. While this may be a very difficult time for both you and your employees, if you handle it in the right way, it can be a little less painful. In order to start the process, you will need to arrange a redundancy consultation meeting with those potentially affected by the change.
So how do you go about this?
One of the best things that you can do, is to hold an individual redundancy consultation with each employee in turn, to explain exactly what’s going on and why. Here are 5 tips to ensure that you get this right:
Check out your redundancy policy
Your employee has a right to know why it is that they have been chosen to be made redundant, and that needs to comply with what you have in your company handbook. Generally redundancy selection will come under the following categories:
- The employer is ceasing business, or at least the part of the business for which the employee works for.
- The business is taken over, or is starting to fail creating a need for cutbacks.
- The job is no longer necessary to move the body forward.
Get some ACAS advice
What does the law require? ACAS is a company of experts on workplace laws, and they are there to help you with anything that you require. They can provide assistance on any areas that you aren’t one hundred percent certain about, and they will also provide mediation if things go wrong – to try and prevent an employment tribunal.
Plan your redundancy consultation meeting
Redundancy consultation meetings work much better if you plan out everything that you need to say in advance. You will need to explain exactly why you have made your decision, and what you intend to do to make the transition as smooth as possible. Leave some time for your employee to ask questions and voice concerns, and try your best to work out how you intend to answer these issues in the best way possible.
Then plan for more…
How long should you conduct the individual redundancy consultation meeting for? How many meetings should you have? The answer to these questions varies depending on the individual involved. You may need to hold multiple meetings until the redundancy is finalised, to ensure that everyone involved understands everything and is happy about that.
Consider the redundancy pay
The most important factor to really think about is the pay off that your employees will receive. The current law states that this must be:
- Under 22 years old – half a week’s pay for each year worked.
- Aged 22 – 41 – one week’s pay for each year worked.
- Over 42 years old – one and a half week’s pay for each year worked.
A week’s pay is capped at £450, and the maximum number of years worked that can be taken into account is 20.
So as you can see, as long as you address all of your employees concerns in the most empathetic way possible, then you will be doing it right, and when in doubt get some advice! There are plenty of resources out there for you.