While women are interested in a career in finance, there are a few things that hold them back from actually starting their career in this sector. We did our research and talked to students, starters, recruiters and companies to get to the bottom of this.
We notices three ‘lacks’: the lack of network of women in finance (the term ‘old boys network’* exists for a reason), the lack of insights in the industry, companies, career opportunities, and the lack of guidance to choose the right career path for you (for example: where to apply, how to negotiate on your salary, and maybe recognizable: how to handle a team full of men?).
*The ‘Old-boys Network’: “The way in which men who have been to the same university help each other to find good jobs.”
In order to make a difference, we have to do it differently. To attract more female talent, companies should stop solely focusing on recruitment marketing and start focusing on making the sector and their company visible, attractive and inviting. Ever heard of employer branding?
”In today’s competition for top talent, your visibility and reputation as an employer is a key factor in whether a candidate will apply and will take your job – or leave it” (Linkedin, 2020)1.
Your employer brand is the message that you push to the marketplace. Having a strong employer brand will increase your visibility and reputation, which will result in increasing interest in the sector and your company, a broader female talent pipeline, a boost in female applicants, and eventually, a boost in retention.
So, it comes down to four reasons to invest in your brand:
- Increasing interest in the sector and your company
- A broader female talent pipeline
- A boost in female applicants
- A boost in retention
Committed to increasing female presence at your company? Reach out to email@example.com
1. LinkedIn. (2020). 5 Steps to Crafting a Highly Social Talent Brand.