Champion good practice to promote career progression
Provide a range of support mechanisms that will facilitate the retention and progression of your female employees.
It is important to consider a range of support initiatives to address the barriers that women in particular face when considering career progression. Providing a range of mentors, implementing flexible working arrangements, and challenging bias and stereotyping are examples that are proven to be effective.
We provide mentors including high level sponsors.
Mentors are great but what can be even more influential is having a high level sponsor who takes a proactive interest in your career and is an advocate for you on your career journey.
- Make sure that female talent is offered a sponsor to the same extent as your male talent. Monitor and promote opportunities.
- Encourage and support senior male executives to take a young woman under their wing. They may initially be nervous of this but this can be hugely beneficial for your early career stage female employees.
- Support reverse mentoring relationships which can also evolve from close sponsorship as these can be mutually beneficial.
We offer flexible working opportunities to all our employees.
Creating a flexible working environment which allows good work life balance is important for the future of your business as your younger employees especially have high expectations of their quality of life. This will be true for both your male and female employees.
- Run a Flexible Future focus group to gather ideas and opinions on how flexible working arrangements such as flexi-time, part time, job share and compressed hours could be applied in your business.
- Identify barriers that might currently prevent flexible working and determine strategies to remove them. WISE can facilitate such a session – find out more details here.
We minimise bias and stereotyping in all areas of our employment practices.
Ensure that you have prepared the ground and that all employees, from the top down, understand the business case for your organisations commitment to women in STEM.
The groundwork started at recruitment and supporting the apprentice through their apprenticeship needs to be extended into the wider workforce.
- Equip line managers with the knowledge and tools to ensure they are not behaving in a biased or inappropriate way.
- Ensure managers are aware of the negative impact of more subtle behaviours such as being patronising or protective, paternal behaviours which are unhelpful for career progression.