The Talent Acquisition field is no stranger to the common challenge of the Gender Pay Gap that most organizations are trying to resolve. And although we are in the 21st Century this still remains to be a challenge which will take some time to fix. Nevertheless, there are still a few things organizations can do to prevent such disparities.
And we @SourcingAdda are able to be of some assistance thanks to one of our Mumbai group member’s Dinesh who suggested we discuss on, How to reduce Gender pay gap effectively? and what we uncovered is shared in the chat below:
Great insights were shared surrounding the common challenge of the gender pay gap in the Talent Acquisition profession. It’s a common fact that every aspect has both positive and negative aspects and that every challenge has a solution to avoid such scenarios. To name a few ensure that there is a balance in the male and female employee ratio, maintain transparency in the pay gap and hire leaders in a managing team that is neutral to both female & male employees in each project. When hiring preference should be given to internal fitment and industry pay standards to bridge the pay gap.
We’re certain that the inputs shared have been helpful in tackling the gender pay gap and if implemented appropriately it will be effective in resolving the pay gap most organizations have been trying to fix. If you’ve found the insights shared useful than you’d like to learn more about Combining Social Media Marketing Recruitment in a Recruiting Strategy. More importantly, we’re sure you’d like to know how you can contribute then here’s what you can do in 2 simple steps, namely
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