Gender equality is somehow still classified as a contemporary issue for its long-time running discussions and clarifications. In the article, Robert Grant states that recruiters are the key to gender solution, and as evident as the point of that statement is, I believe that there is still a need for a thorough understanding in catching its idea. Everyone in a society has the right to live their lives as they see fit, without discrimination, indeed.
The article basically talks about the issues of gender equality in the workplace which carries a significant deal of responsibility, and any chosen recruiters must embrace diversity as a company goal. It also mentioned how monitoring diversity means recruiters can address discrepancies. Recruiters are the first few people to select and match people in their job professions and when there is less equality in their perspective, many people may fall victim to gender inequality. Gender concerns can only be discussed alongside a problem-solving approach if recruiters invest in equality and work in conjunction with clients. As a result, true gender equality can therefore begin to be realized, and recruiters are the key to the solutions.
For years, certain jobs and careers have been expected and classified according to one’s gender. For instance, the manner of women is more likely in higher banks and not as expected in the digital industry. In order to match this level of engagement, I think that there is a need for managers and recruiters to work in moderation in order to understand its implications, which was also stated in the article.
On the other hand, staffs should also be expected to perform with their utmost performance that includes guiding principles but businesses need support systems and investments in on-going development on the value of diversity. The article was also informative for it talked about how Cititec is developing a strength-based leadership within its people in 2013 and what should be done next where in they use this approach in recruiting, so that it wouldn’t be centered in gender and assumptions of skills because of gender. Because of policy implemented by Cititec, there is already a visible increase of 33% within the senior women employed. The Cititec Gender Development Programme would then be launched later in the year by Cititec and specialist equality consultancy, Sateo. Through this, I personally think that equality would be seen and promoted between men and women and would enable development in key leadership skills together based on the strengths finder model.
In order to find solution to problems regarding inequality, equality must be nurtured and explored. There should be no hesitation when it comes to recruiters investing in equality where the skills matter more than the gender. With that being said, true gender equality would come to light and recruiters would then pave the way as the solution for gender equality, afterwards.
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