2. Salary satisfaction (89 percent of respondents)
While the gender pay gap in technology is narrower than in other fields, it's still a major problem. "This is an obvious one -- women want to be paid fairly for the work they do. While there certainly are more strides to be made regarding equal pay in this country and elsewhere, women at the very least want to be compensated competitively for the amount of effort they put in, the experience they bring, and the scope of their responsibilities.
Beyond making sure your salaries are competitive in the market in general, companies should conduct an annual salary review to ensure that men and women who have the same level of responsibility and experience are paid in parallel. And wherever discrepancies are found, you should work with your CFO or Financial Planner to make the necessary adjustments," Ward says.
3. Outstanding co-workers (89 percent of respondents)
"Our research shows that women seek co-workers who are respectful, professional, unbiased and generally easy to work with. Clearly, interactions with colleagues and the social environments cultivated by companies have a huge impact on how women feel about their employers, with women citing specifically that strong male-dominated 'old boys' and 'bro' cultures were off-putting, and that instead, they sought a culture that took gender out of the equation," Ward says. By implementing a structured interview process in your company, you can be sure to hire for the qualities, personalities, and culture fit that fuel an environment that women are attracted to -- and thrive in.
4. Equal opportunities for men and women (85 percent of respondents)
There's no hidden message here; it's exactly how it sounds -- if men have access to an opportunity, women should as well. Opportunities should be based solely on merit. "You have to provide equal access to promotions, leadership roles, salary increases and incentive programs," Ward says.
5. Flexible work hours (81 percent of respondents)
Women strongly seek employers who are flexible with working hours, allowing them to set their own schedules and successfully attend to both the demands of life and work, according to the survey. Employers seeking more female talent should thus become amenable to the idea that it's about your employees' ability to do their jobs and do them well -- and not as much about when and where they do it, Ward says.
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