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4 Ways Employers Can Grow Their Pipeline of

Female Workers

Women in Business

Time for us to lookdown the ladder

Women and workplace equality -- we have beentalking about this issues for decades and still havenot witnessed a truly equal setting. Too manybusinesses are focused on the "top" -- who isrunning the firm and who has a seat at theboardroom table. We can't forget the middlemanagers, who ultimately are the future of the C-suite.

Employers should consider these steps forbuilding a better pipeline of women...

Be thoughtful and conscious in the recruiting process.

Recruitment and retention are things that employers and hiring managers do deliberately,so intentionally make female candidates a focus for both hiring and

professional development opportunities.

Step #1

NowHiring

Step #2

A firm's culture is the fabric of their board. It will take the powerof those in leadership to finally make a change in gender equality.

As the leader, ensure your board is clear that your culture includes this parity.

Be clear on yourcompany's

culture

Step#3

What do your managers need? Those in the middle ranks can be passed over when itcomes to assistance ­­they are no longer subordinate staff,

so they don't need feedback or guidance, right?

Wrong. This group is the future and likely the real workforce pushing your companyforward. Be interested and invested in their needs.

of needsBe Supportive

Look into the negative

Something must be preventing genderequality, so focus on what that is.

Looking into the negative is the only wayto get the positive -- this may be themindset we are missing.

Step #4

National Leader of the CBIZ Women'sAdvantage, a program that directs thedevelopment of women professionals through focused leadership, mentoring andnetworking programs.Executive Vice President and GeneralCounsel at CBIZ Employee Services25+ years of legal, licensing and complianceexperience in the insurance industry.Contributing author to the CBIZ HumanCapitalizing Blog www.blog.cbiz.comFollow me on Twitter @NancyMellard

Nancy Mellard

www.cbiz.com