Key recommendations
Key recommendations
69. There are a number of recommendations we make in this Report, but we
are aware that not everything can be done overnight. Therefore, out of all
the key findings, we have chosen to highlight just six here, as a manageable
number which we wish to see the Agencies focus on over the next 12 months.
The Agencies will have to demonstrate to the Committee in 2016 that
they have made progress in these areas.
Targeting specific groups of women to recruit. The Agencies should
explore groups other than graduates. Women or mothers in middle-age
or mid-career, who may have taken some years out to bring up children,
may offer an untapped recruitment pool. The Agencies should use a broad
range of mediums to advertise, including those specifically for women
and mothers such as Mumsnet. The Agencies should examine their entry
criteria. Many middle-aged women will have life experience but not
necessarily the standard qualifications: which is more important?
Career management. There is plenty of evidence that women need
more encouragement to apply for jobs or promotion. So what is the
system doing about it? Agencies should provide more centralised career
management, sponsorship and talent management for women to help
them think more strategically about their careers, to raise their ambitions
and ultimately to help them fulfil their potential.
Informal support networks. Women are just as good at networking
as men, but they tend to regard it as making friends. Women need to be
encouraged to set up their own networks, to involve more women from
across the organisation to come together and share experiences. These
could build on the women’s groups that are already operating, or groups
may be formed for specific purposes.
Don’t limit women to certain jobs. It is such a sad waste of talent to
sideline women who have successfully been filling operational roles. Just
because they have had children, for instance, does not mean that their
future career lies solely in corporate roles, such as HR or Finance. They have
first class skills that the Agencies have helped them to build, so use them.
International connections. In addition to a more formalised approach
to cross-Agency activities on diversity, the Agencies should share their
experiences and best practice with their partner Agencies overseas,
especially with the US. This will be a useful source of ideas and initiatives
from organisations that have similar diversity issues. Agencies should also
consider discussions on diversity with private industry partners.
And finally… tackle the permafrost. No initiative will succeed if
it doesn’t address cultural and behavioural issues which may prevent
progress. If you want change, that is where to start.
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