For me it is important to have the diversity strategy in place that works both ways.I have studied some time ago the diversity topic in United Nations recruitment strategy so I am fond of this topic and I am very happy to see the initiative and the diversity focus. However, based on my experience, I see this will work if:
- There is a real interest to make jobs adaptable to women applicants
- The need of a resume is essential, but several information can be taken out, such as: gender, picture, age, nationality, civil status, kids (I currently do this in my resume)
- The need to raise women quota in management positions must not be a purpose in itself but rather a consequence of a program to grow women into leadership positions and tackle some women’s lack of confidence in their own skills and capabilities.
I believe this project must be about not having more women on board but about more feminine traits present in the decision-making processes. Let’s shift the view from gender (male, female) to characteristics (masculine, feminine) and this will provide us with the best mix of views and arguments for a fair, inclusive, sustainable, risk managed decision making process.