Investing in Women: A Strategic Imperative

Recruitment is a powerful lever for change. When organizations actively seek out and hire talented women, they not only contribute to economic growth but also foster innovation and creativity. Here’s why investing in women through recruitment matters:

  1. Diverse Perspectives: Women bring unique viewpoints, experiences, and problem-solving skills to the table. A diverse workforce drives innovation and helps companies adapt to an ever-changing business landscape.
  2. Economic Impact: Empowering women economically benefits entire communities. When women participate fully in the workforce, economies thrive, and prosper.
  3. Leadership Representation: Effective recruitment practices ensure that women have equal opportunities to rise to leadership positions. Gender-balanced leadership teams make better decisions. Increase profits and drive organizational success.
  4. Closing the Gender Gap: By actively recruiting and promoting women, organizations contribute to closing the gender gap in pay, representation, and career advancement.

As we celebrate International Women’s Day, this Friday March 8th, let’s recognize that recruitment isn’t just about filling positions; it’s about shaping the future. Together, we can build a more equitable and inclusive world.  Every hire is an opportunity to make a difference.

Realtime Recruitment focuses on a holistic approach to recruitment, inclusive of continuous learning and growth.  This approach supports a workplace where women are valued, supported, and empowered to reach their full potential.

Josh Bersin’s 4R Model allows us a framework to execute this holistic approach via the four integrated elements Recruit, reskill, retain, and redesign. Each plays a crucial role in advancing gender equity in women’s leadership within businesses. Let’s explore how they align:

1. Recruit


Attracting diverse talent, including women, to join the organization.

Gender Equity Alignment:

  • Actively recruit women for leadership roles.
  • Implement gender-inclusive hiring practices.
  • Ensure diverse interview panels to reduce bias.
  • Promote gender diversity in job descriptions.

2. Reskill


Enhancing employees’ skills to adapt to changing roles and technologies.

Gender Equity Alignment:

  • Request a Realtime Recruitment L&D Assessment Recommendation Report to identify pre/on/reboarding programs and leadership pathways specifically for women.
  • Focus on STEM skills, as women are underrepresented in these fields. Attend a Realtime Recruitment “Women in Tech” roundtable session or other virtual or in person cohort groups (e.g. Women in Learning, Women in Tech, and Women in Business).
  • Bridge the skills gap to create equal opportunities for career advancement.

3. Retain


Keeping talented employees within the organization.

Gender Equity Alignment:

  • Address barriers faced by women (e.g., lack of role models and presence in the board room, work-life balance).
  • Provide mentorship and sponsorship programs.
  • Create an inclusive workplace culture where women feel valued and supported.

4. Redesign


Transforming organizational structures and processes.

Gender Equity Alignment:

  • Redesign leadership pathways to be more accessible for women.
  • Promote flexible work arrangements.
  • Challenge traditional gender norms and biases.
  • Foster an environment where women can thrive.

In summary, these strategies collectively contribute to gender equity by ensuring women have equal opportunities, skills, and support to succeed in leadership positions. By aligning recruiting, reskilling, retaining, and redesigning efforts, businesses can create a more inclusive and diverse workforce that benefits everyone.

Want a Learning and Development Assessment at your organization, information on strategies to create a more equitable workforce or to simply ask a few questions?

Reach out to Sharon Claffey Kaliouby, our Chief Talent Officer, today!

Email: [email protected]


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