Steps to Ensure Senior Talent Pools are Filled with More Women

This article discusses the steps organizations can take to ensure their senior talent pools are filled with more women. It highlights the importance of diversity and equal opportunities for both male and female candidates. Research shows that women often face gender discrimination in the workplace, and employers tend to have biases in favor of male candidates. However, multinational companies are actively trying to recruit more women to support overall business profitability and productivity.

Discuss about the different steps of organisations, which take to ensure that their senior talent
pools are filled with more women than at present
A talent pool is basically define a database of candidate profiles interested in working for
organisation. It can be mix of individual people, who are applied before, weren’t right fit at the
time. Different people with having specific expertise and handle any kind of business complexity
through abilities or capabilities. Nowadays, there are different companies focus on the senior
talent pools which are filled with more women than at present (Anlesinya, Dartey-Baah and
Amponsah-Tawiah, 2019). This is because where companies are considerations of fair or equal
chance opportunities for both male, female.
On the basis of research, it has found that women’s view point differs significantly from
those of their male peers and employers. In fact, 1/3 of working women surveyed around the
world, because they though personally experience gender discrimination when applying or
interviewing for job as compared with just 6% of men.
Meanwhile, the perception of employers are biased in favour of male candidates when it
comes to attract on the basis of their talent, skills and knowledge. General views are expressed
by 28% of female, up from 15% in 2011 and by 30% of women’s (Anlesinya, Dartey-Baah and
Amponsah-Tawiah, 2019). In today world’s, it has been rapidly changed the perception of
differences between male and female. Each and every companies are finding the best talent that
support for growth and development of enterprise. it does not matter’s when a male or female. It
all about the way in which analysed the talented people, who can put their efforts in the business
to achieve their desirable goal or objective.
According to the different steps of organisations, it ensure that their senior talent pools
are filled with more women. It raises an important aspect for women’s, employers should fix
some kind of selection criteria which bring their protective biases. In this context, multi-national
companies are actively trying to recruit more women but they become successful and going to
achieve tasks. On the basis of research, the experience and perception of talented women always
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supports for organisations. Therefore, it will be increasingly overall business profitability as well
as productivity in marketplace.
Why is this important for change?
The reason for giving the priorities of women in the workplace and provide the opportunity
of senior talent pool filled by women’s. This kind of change will support for creating a
diversification and provide the equal treatment for both male, female (Caprais, Sabatier and
Rubi, 2020). Companies are judged the candidate not only the basis of gender but they can find
talented candidates that’s all. In most of cases, multi-national companies are basically using data
driven approach which enable us to debunk common myths: that the equal gender representation
at every stage of enterprise. In point of career, women were leaving to their families and give
their best performance in the workplace. in this way, it is very important to do some changes in
working style of enterprise and applied diversify strategy. In order recruit, hire talented women
candidate by employers.
Anlesinya, A., Dartey-Baah, K. and Amponsah-Tawiah, K., 2019. Strategic talent management
scholarship: a review of current foci and future directions. Industrial and Commercial
Training.
Caprais, A., Sabatier, F. and Rubi, S., 2020. Electoral competition and gender quotas: dearth of
female applicants or structural resistance?. International journal of sport policy and
politics. 12(3). pp.349-364.
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