Shortlisting and interviewing women

The shortage of qualified STEM professionals is one symptom of the fact that well- trained women are not progressing in their careers at the same rate as their male colleagues. Indeed, evidence shows that female graduates are more likely to take lower quality jobs than men. That discrepancy persists throughout women’s careers, not least because traditional recruitment techniques can deter women and fail to reveal their talents.

To achieve a more diverse workforce in STEM, your appointment processes may need to change to accommodate the differing needs of women applicants. To support the recruitment and retention of women, you could:

Ensure that the selection committee is diverse
Scrutinise your shortlisting process
Use consistent language
Select according to explicit criteria
Think about the long term

Ensure that your selection committee is diverse
Diverse hiring panels reduce implicit bias and increase the chance that all candidates will be assessed fairly. Man...



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Posted in Advocacy & Policy.

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