5 Tips for Sending a Great Professional Direct Message (With Templates)

by Luke Strauss | Oct 7, 2021 | Career advice, Job search

5 Tips for Sending a Great Professional Direct Message (With Templates)

by Luke Strauss 07/10/2021

Over the past couple decades, the way that people communicate with each other has changed drastically. Not only have text messages become more popular than phone calls, but email has lost popularity with the rise of direct messages, or DMs.

Today, direct messages are an essential part of professional networking. Recruiters and other professionals are using platforms like LinkedIn to build relationships, communicate and recruit talent, making it more important than ever to understand how to navigate the direct message networking terrain.

How Are Professional and Social Media DMs Different?

Since the DM format is commonly used both in social media and in professional networking, you may be wondering how DM etiquette differs in each virtual context.

LinkedIn is a particularly unique platform, as it combines professionalism with social media. It’s the only popular networking platform where it’s considered perfectly appropriate to connect with professors and employers as well as friends.That said, it can be a challenge to strike an appropriate balance between professionalism and casual communication.

Direct messages Talentese

Photo by dole777 on Unsplash

How to Send a Proper Direct Message

While you may already feel confident in your ability to send a reply-worthy DM, it’s never a bad idea to refresh yourself by going through a checklist ahead of time. Whether you’re preparing to reach out to a recruiter or a fellow professional in your field, here are some tips to keep in mind.

1. Start by Engaging with Their Content

One of the best ways to put yourself on someone’s radar is to interact with the content they post. While a “Like” or a similar reaction is a kind gesture, consider commenting on their post explaining why you resonated with it or simply to thank them for posting. This is a great way to make yourself stand out before you even reach out.

That said, remember not to engage with everything they post. This may come across as invasive and pushy, so it’s best to only engage with what you genuinely appreciate.

2. Learn More About Your Recipient

Your recipient has an informative profile – take a look! You can learn a lot about someone by skimming over the experiences they’ve shared on their page. This is also an easy way to see if you have anything in common with them, which may be a great conversation starter.

Remember that your recipient will likely be thinking the same thing. If they see a message from you, they may want to investigate who you are. Be sure to keep your profile polished and up-to-date so that you come across positively to them.

3. Personalize Your Message

Expect your message to be one out of a hundred that your recipient has in their inbox – what will you do to stand out? Rather than starting your message with a generic opening, try to personalize it to your recipient.

Consider stroking their ego by bringing up something they’ve written or figuring out something you have in common with them and opening with that. Personalizing is a great way to both capture attention and build a stronger relationship right off the bat.

4. Get Right to the Point

Your recipient doesn’t have all day to meander through a whole inbox of lengthy direct messages. Your message should grab attention and get right to the point as quickly as possible. That way, you will be far more likely to receive a response.

After your recipient responds and invites a longer conversation, it’s okay to make your messages a bit longer. Initially, however, aim for no more than 4-5 sentences.

5. Proofread Your Tone

After your recipient responds and invites a longer conversation, it’s okay to make your messages a bit longer. Initially, however, aim for no more than 4-5 sentences.

Professional Direct Message Templates

Sending the perfect DM is not an easy task, so here are some templates to consider following the next time you’re cold messaging someone.

Template #1

“Hi [NAME],

I read your piece on [XX] and really valued your take on [XX] because [XX].

Since you’re highly experienced in [XX], I wanted to gauge your interest in [XX].

Let me know what you think!”

Template #2

“Hi [NAME],

I noticed from your profile that you were a PolySci major at [SCHOOL]. I was also a PolySci major at [SCHOOL] – always great to meet people with common backgrounds!

I value the work you’re doing in [XX] and wanted to see if you would be interested in [XX].

Looking forward to hearing from you!”

Template #3

“Hi [NAME],

Thanks for sharing that great resource on [XX]. I found it super informative!

I noticed [COMPANY] is hiring new talent, and I’m interested in applying due to my experience in [XX].

Would you be willing to answer some questions I have about the role?

Thank you!”

Template #4

“Hi [NAME],

I noticed that you recently completed a course on [XX] – how was that? I’ve been meaning to learn more about [XX].

As a recent college grad, I’m looking for opportunities to expand my skill set in [AREA] and would love some tips regarding next steps.

Let me know if you’d be willing to hop on a quick call to discuss [XX] next week.

Thanks so much!”

by Luke Strauss 07/10/2021

Luke Strauss is a content creator at Siege Media. He primarily covers topics related to wellness and career development. When he’s not writing he enjoys exploring, making music and spending time with his friends and family.

Luke Strauss

5 Tips for Sending a Great Professional Direct Message (With Templates)

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5 Important HR Considerations in the Time of COVID-19

by Leon Reingold | Jun 5, 2020 | For Employers, Tools & Skills

5 Important HR Considerations in the Time of COVID-19

by Leon Reingold 05/06/2020

The crisis unleashed by the ongoing COVID-19 pandemic has been unprecedented. The physical and mental wellbeing of people is under enormous threat and business organizations across the globe are starting at an uncertain future.

Different organizations are responding to the crisis in different ways as per their financial standing, nature of business operations, and gravity of outbreak in areas where they operate. In most business organizations, HR departments are leading crisis-response efforts. Here in this post, we will discuss the top five HR considerations in the time of COVID-19-

Remote Work

Given the forced business closures and community quarantine instructions and guidance from the government authorities and health organizations, most companies are asking their employees to work from home.

HR policy experts need to define how their companies will handle workplace shift toward remote work. Not many companies are currently prepared or equipped for a long-term shift. In many companies, some functional roles are not even designed to succeed in a remote work environment.

HR departments need to continually evaluate and improvise to identify success and failure factors of their work-from-home policies.

Some organizational design experts believe that the COVID-19 pandemic may permanently change working patterns in the post-corona world; hundreds and thousands of companies forced to embrace remote working by the Coronavirus pandemic may find that their workers aren’t willing to return to the office once the quarantine is lifted.

Employee Communication

HR should provide timely updates regarding various measures adopted by the company in order to minimize the impact of the COVID-19 pandemic on various business functions.

Updates from business leaders, if any, can be shared via email or video messages.

From time to time, HR should also provide verified information and trusted links to external sources of information (e.g. the CDC, WHO, local health agencies, law enforcement agencies, etc.) to all employees to keep them abreast of what is happening and how they can be safe.

Employees, who need to undertake inter-city or inter-state travel during the COVID-19 outbreak, should be provided with guidelines in accordance with the travel advisories issued by the government authorities.

If there is a change in workplace or HR policies related to the outbreak, the same should be communicated to the workforce at the earliest. The HR department also needs to address employee concerns, if any, on workplace policies.

Leave Policy

A company may or may not be required by the law to provide employees with sick benefits. However, in light of the COVID-19 pandemic, employers may need to consider tweaking their leave policies.

For example, employees who are going through 14-day quarantine may be provided with PTO (paid-time-off) leave. Others who are sick or caring for a sick family member may also be covered under an updated leave policy.

People nowadays have plenty of time on their hands to discuss leave policies of different companies on social networking platforms and form an opinion on what is ‘normal’ in terms of a company’s leave coverage. Potential coverage gaps can dent employee satisfaction and have an adverse impact on company reputation.

HR leadership should carefully examine leave policies of their key competitors or market peers to figure out what their leave coverage should look like.

Benefits & Employee Wellbeing

The pandemic will impact employees in more ways than we can possibly imagine right now. Therefore, HR leaders must consider how these changes will affect employees and their needs. Worker wellbeing must be a priority.

Some key considerations are:

Health benefits: A business organization that does not offer a health benefits program, may introduce it as a key benefit to its employees during the COVID-19 pandemic.
Flexible work schedules: Many employees need to support their children at home as schools and daycare centers are closed. Some employees may also need to care for the elderly or sick family members. Such employees can be provided with flexible work schedules.
Virtual healthcare: Employees may be interested in availing of virtual healthcare services during the lockdown. Offering to pay for such services or tying up with an established telehealth company can go a long way towards assuring employees that they are cared for.
Mental health support: It is possible that some employees would require mental health support in the wake of the COVID-19 pandemic, social distancing, and financial turmoil.
Financial counseling: Workers who are financially distressed may require financial counseling.

A company can demonstrate compassion for its employees by extending such benefits to help them through the pandemic.

Many companies have already started offering such benefits to their employees.

For instance, PepsiCo is offering sick pay/short term disability benefits and 100% pay during the 14-day quarantine period to its employees.

Facebook has announced that it’d give a $1000 bonus to each of its employees for incremental expenses due to the COVID-19 pandemic.

Amazon has offered unlimited sick pay to employees who test positive for COVID-19.

There are many ways companies are giving back in different ways during the pandemic. Sourcing rapid COVID-19 detection kits to reduce workers’ exposure to the virus can also be perceived as a positive move by an employer. This is particularly helpful for companies that support essential services and have many of their employees coming to offices on a daily basis.

Talent Acquisition

While most companies have frozen hiring, there are others who are keen to use this opportunity to interview and fill key roles. Such a move can also go a long way in instilling confidence in existing employees.

For instance, India-based Tata Consultancy Services recently announced that the company will honor over 40,000 job offers it made to new graduates this year. The company also made it clear that it will not lay off employees during the COVID-19 pandemic. Amazon recently announced that it’d hire 100,000 warehouse and delivery workers this year.

Organizations that are better positioned versus the sector can create a strategic hiring roadmap for the year 2020 and innovate at a faster pace than their competitors when the world finally moves past this crisis.

by Leon Reingold 05/06/2020

I am writing to introduce myself as Leon Reingold. I am the Editor-in-Chief at Drugtestsinbulk.com, a nationwide supplier of drug and alcohol testing products online.

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Top 8 Recruitment Strategies to Attract Top Talent in 2020

by Sunny Chawla | Mar 26, 2020 | Management and Leadership

Top 8 Recruitment Strategies to Attract Top Talent in 2020

by Sunny Chawla 26/03/2020

The World has actually ended up being a huge ability magnet. Every person intends to hire top ability however just the ones that can determine their requirements, framework the best work description, analyze and also upskill workers, win the war. This challenge with the expanding age as well as requiring time, where everyone is victimizing the high prospective workers, becomes tougher to accomplish. If you wish to hire the very best ability to fuel future company development, you need to place in the distinct components in the dish of bringing in the very best skill for 2020!!

Recruiters typically have a hard time to find as well as employ the optimal job prospect. The right approach to working with the most effective abilities is the requirement of the hour. Companies need every advantage that they can reach stand out in this employing landscape. The ordinary period of young specialists at a single company is continually shrinking. As the need for skills such as expert system, cloud computing, and management remains to grow, it’s more difficult than in the past to attract and also preserve top-rate talent. The marketplace has lots of abilities and wrong action can allow you to lose a suitable prospect. Developing a strong and planned employer branding approach can aid you to attract the attention of these competitors. The specific niche of employing the most effective skills is to make various move and guarantee the hopefuls of long-lasting occupation development in your company even in Best pharmacy recruitment agencies. Recruitment Advertising and marketing has, consequently, ended up being popular over the last years as important for every single business.

Recruitment strategies to attract top talent

Key Elements of Human Character

We typically lose out on examining the mindset, aptitude, passions, as well as the psychological point of view of the possible candidate in the proposal to hire the most effective ability. The conventional practice of every recruiter is to shortlist the prospect on the basis of experience, effective Curriculum Vitae, skill-set, as well as the number of tasks worked upon. Nevertheless, the recruitment methods adopted by companies have actually seen an amazing change. Talent acquisition firms are moving past screening workers based upon solid resumes or affordable skill-sets.

A more comprehensive job vacancy

Job candidates seek quality in the task advertisements in terms of the profile, firm background, pay range, occupation possibilities, etc. A wise employer supplies a clear image of every needed detail in the work notification. You ought to have the ability to plainly interact job demands as well as just how one can benefit from this account.

There are lots of methods to craft a task blog post that will attract attention. State your company’s society pointing out just how the employees have that life-work balance in your business and also the advantages they are entitled to. A brief video clip or a web link to the firm’s career blog site is a great concept to express these plus factors.

Be flexible

Employees try to find firms where work pressure does not affect their individual life. A contemporary company offers a lot to its staff members. The work problems should be well balanced as well as it should not end up being dull to work all the time. Give them something extra like work from house alternatives sometimes, once a week offs, open environment workplace. Lots of companies conduct friendly sporting activities matches to keep the staff members amused. A feeling of restoration, as well as freedom, is really critical else it would end up being a conventional office of 9-5. In other words, get away from the conventional working criteria.

Social media recruiting

The Human Resource team should be energetic enough on social media to attract the best talent. They must search for prospective prospects and also urge them to apply to their firm. Build credibility and also a strong connection through social media recruiting. Find out exactly how to properly advertise your employer brand name on social networks.

There are lots of professionals who can supply your assignment aid in Australia to find out the art of using social media sites as a mainstream device to advertise yourself as a charming recruiter. These professionals specifically recognize just how to advertise brand names on different social media systems and utilize them for uploading work that stands apart. With their guidance, you can also be participants of workgroups as well as pages.

Shorter time to work with

Many abilities are shed due to the fact that recruitment agencies take too long to decide or get in touch with them. At the same time, competitors are waiting to hire your potential prospect. By the time you respond, either the person has nabbed another task or has lost interest in your business due to the hold-up. Worth the moment of others as you value your own. Let the pupils, professionals not wait and contact them instantly as you check with their profile as well as locate them deserving. Speed up your recruitment services to avoid the risks of a postponed employment process!

Develop a talent pool

When it pertains to hiring strategies, structure as well as keeping an ability pool is out everybody’s agenda yet. An actual embarrassment, given that having a talent swimming pool can be an excellent benefit for your recruitment. An ability pool is a data source that holds all the accounts of people thinking about your company; those that haven’t applied yet, but might wish to do so in the future, as well as those who did use before however, didn’t get the work, as an example, since they weren’t best for that specific function yet did fit the firm society.

Produce an employee referral program

Staff member references are a terrific way to discover prospects. As an added bonus offer, they include numerous benefits:

Recommendations are a much better society fit-– Your workers only refer individuals they believe will certainly be an excellent fit, both for the work as well as the business culture. So in a manner, they preselect the prospects.

Referrals are extra involved– Therefore, referrals have a tendency to be a lot more engaged right from the start; they already recognize at the very least a single person in the company who will show them around as well as see to it they feel comfortable.

Recommendations are more probable to stay– Referred staff members are better, functional quicker as well as a lot more efficient than individuals that have actually been employed by means of a various resources.

Producing an employee referral program does not have to be extremely made complex or expensive.

Simply ensure your program includes the list below aspects:

Motivations– This can be cash money rewards (they usually work best), but added vacations or other sorts of rewards also function.

The simpler, the better– Make sure your recommendation program is incredibly understandable and also use.

Feedback– Keep workers who’ve referred someone updated regarding the condition of their reference. That is if you want them to maintain referring prospects …

Recognition– Think about an excellent way to celebrate staff members who’ve successfully referred somebody to give them the recognition they are worthy of. This doesn’t have to be complicated, a reference in your inner firm e-newsletter can be enough.

Get serious concerning your Employer Brand and EVP

Your Company Brand Name (EB) is the face your firm shows the outdoors as a potential employer. It’s the sum of all the various things individuals assume when somebody asks what it would certainly be like to benefit firm X or Y. EB as well as Staff Member Worth Recommendation (EVP) work together. Your EVP is the assurance you make as a company to your workers in return for their commitment. It’s the sum of all the benefits as well as incentives workers obtain from the company they work for.

Now, why is it important to buckle down about your Employer Brand name? For one, since it helps you recruit prospects. A popular brand name means applicants will certainly discover you easier and apply normally. This, subsequently, results in lower recruiting prices. A solid EVP makes your workers proud to benefit your business– as well as more probable to speak favorably concerning you. This can cause even more recommendations (discussed over), a lot more going crazy social media blog posts triggering prospective prospects and simply much more good promotion for your organization as a company generally.

by Sunny Chawla 26/03/2020

Sunny Chawla is a Hiring Director at Alliance Recruitment Agency – the Leading chemical engineer recruitment agency. He specializes in helping with international recruiting, staffing, HR services and Careers advice service for overseas and international businesses. Visit his Facebook, Twitter and LinkedIn pages.

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When (and how) Do Companies Perform Drug Tests for Applicants and Employees

by Leon Reingold | Feb 13, 2020 | Tools & Skills, Tools & Skills

When (and how) Do Companies Perform Drug Tests for Applicants and Employees

by Leon Reingold 13/02/2020

Given the worrying statistics on drug abuse in many countries around the globe, employers are now keen to understand how and when applicant/employee drug testing is conducted. Employees too lack clarity on how various companies drug test their workers. Here in this post, we will shed light on when and how do companies perform drug tests for applicants and employees. Read on!

When Do Companies Perform Drug Tests for Job Applicants?

Commonly referred to as applicant testing or pre-employment drug testing, it is conducted at a time employers hire new employees.

In most jurisdictions in the US and Europe, applicant testing is either ‘authorized’ with certain terms and conditions or not ‘subject to restriction.’ Pre-employment drug testing laws in the US, for instance vary across the states, counties, and municipalities.

Consider the following examples:

In the state of Nevada (US), pre-employment drug testing is authorized for jobs involving public safety.
In the state of Oregon (US), pre-employment drug testing is authorized if there is reasonable suspicion an applicant is under the influence of controlled substances or alcohol.
In the state of Idaho (US), all employers are authorized to conduct drug tests as a condition of employment.
In the state of Delaware (US), drug testing is a legal requirement for certifying school bus drivers.
In Germany (Europe), blanket screening on all applicants is not permitted.
In Italy (Europe), drug testing is mandatory for safety-sensitive job roles but employers do not have any discretionary powers.

Therefore, it is advisable, especially for multi-state employers, to institute a solid drug testing policy that factors in the variations in workplace drug testing laws and regulations.

In most states, employers are required by the law to make a ‘conditional’ offer of employment to a candidate before a drug test is performed. Employers are generally required to give applicants an advance notice about drug screening. Companies cannot discriminate against certain candidates; all applicants applying for the same job should be tested in an identical manner.

Thus, applicant drug testing takes place ‘after’ a candidate has:

Furnished all necessary documentation to prove his or her eligibility for a vacant position
Qualified the written examination (if any) and the interview

When Do Companies Perform Employee Drug Testing?

Can a company drug test you after you are hired? Yes. Even if a candidate has passed the applicant drug test during a recruitment drive and joined the workforce, he or she may still need to participate in an organization-wide employee drug screening exercise.

Many private and public employers in the United States now conduct employee drug testing for various reasons. While some employers are required by the federal and state laws to drug screen their workforce, others do so in order to:

Ensure the safety of employees, customers, and the general public
Preempt the possibility of illegal sale, purchase, and distribution of illicit drugs in the workplace
Enhance employee productivity
Reduce absenteeism
Reduce healthcare costs arising from workplace accidents and illnesses resulting from workplace drug abuse

Depending upon the employee drug testing schedule, a company may perform drug tests on various occasions. Can an employer drug test without advance notice? In most cases, employers need to inform workers in advance about its drug testing policy upon implementation or on hire.

Some of the most common examples when companies perform employee drug testing are:

When companies periodically drug-test their employees: Known as periodic drug testing, it can be conducted monthly, quarterly, half-yearly or yearly. Companies that employ people in safety-sensitive positions generally prefer to drug test their workers on a regular basis. Some workers may relapse or start taking drugs ‘after’ joining a company. Periodic drug testing helps companies identify such employees.
When companies randomly drug–test their employees: Such drug tests are performed on a completely ‘random set’ of employees. With this approach, fewer workers are drug screened. Therefore, it allows companies to keep drug testing costs under control. Most employers hire third-party agencies to generate a random set and to preempt the possibility of targeted discrimination. Random drug testing is generally performed on a pre-determined day.
When companies drug test a worker based on reasonable suspicion: Many companies train their managers and supervisors on how to determine and document reasonable suspicion of a possible violation of alcohol and drug-free workplace policy. Once reasonable suspicion of on-the-job impairment has been established on the basis of physical (related to walking, standing, face, eyes, speech, odor, movement, and appearance) and behavioral (demeanor and actions) indicators, the HR department can authorize a drug test. Companies get a reasonable suspicion drug testing consent form signed by an employee under suspicion. Such drug tests are performed on select employees from time to time.
When companies drug test workers after an accident: Known as incident-based drug screening, it enables employers to ascertain whether an employee involved in a workplace accident was under the influence of alcohol or controlled substances. It helps discourage workplace alcohol and drug abuse as workers who tend to consume alcohol or drugs before coming to work or while on the job, tend to mend their ways once they know they’d be drug tested if they are involved in a workplace accident. Normally, a blood test is performed. Applicable laws for incident-based drug testing vary across the states.

How Do Companies Perform Drug Tests?

The information such as applicant/employee drug testing procedures, drug testing methods, types of drugs tested, consequences that would follow if a worker tests positive, and whether a test positive employee can rebut test findings, request retesting or offer explanation (such as use of prescription drugs) for a positive test results, is included in a company’s alcohol and drug testing policy.

Employers, who understand the essentials of workplace drug testing, come up with effective policies and implementation plans for promoting alcohol and drug-free workplaces.

Most employers hire certified or state-licensed laboratories for conducting applicant/employee drug screening.

While the urine drug testing method is most popular (and economical), some employers may at times prefer other methods based on the testing of a specimen such as mouth-swab, hair follicle, blood, sweat, and breath.

In most states, employers are required by the law to assure privacy for workers in the collection of specimens.

by Leon Reingold 13/02/2020

I am writing to introduce myself as Leon Reingold. I am the Editor-in-Chief at Drugtestsinbulk.com, a nationwide supplier of drug and alcohol testing products online.

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6 Great Things Employers Can Do To Improve Gender Equality

by Frank Feldman | Jan 23, 2020 | For Employers, For Employers, For Employers, For Employers, Management and Leadership, Management and Leadership, Management and Leadership, Management and Leadership, Team culture

6 Great Things Employers Can Do To Improve Gender Equality

by Frank Feldman 23/01/2020

Gender equality is achieved when both men and women have access to the same set of opportunities and resources, are hired, evaluated or promoted based on the same criteria, and aren’t discriminated against due to their gender. While significant progress has been made in improving gender equality in workplaces around the globe, a lot more needs to be done. Employers can lead the way. Here are six great things employers can do to improve gender equality:

1. Have More Women Take Up Leadership Roles

Women hold less than 50% of leadership positions in every industry analyzed by the researchers at the World Economic Forum in the year 2017. The report titled “The Global Gender Gap Report 2017” highlighted that representation of women in leadership roles drops to an abysmal 20% in some sectors such as energy, mining, manufacturing, science, technology, engineering, and mathematics.

If your company does not have many women in senior roles, it is perhaps time to reevaluate your hiring criteria. Find out if the human resources department has intentionally or unintentionally erected some barriers that keep women from applying or qualifying for senior positions advertised by your company.

When more women take up leadership roles in an organization and get involved in the decision-making process, it eventually helps improve gender equality in the workplace. Women workers also feel motivated to join such organizations due to increased opportunities in mentorship and professional growth.

2. Proactive Approach to Prevent Gender Discrimination in the Workplace

Employers need to understand what constitutes workplace gender discrimination and how they can stop it. Often, workplace gender discrimination (including unlawful sexual harassment) goes unreported. Even the United States Equal Employment Opportunities Commission (EEOC) that reportedly received around 90,000 complaints against workplace harassment (including sexual harassment) in the year 2015 noted that the numbers do not reflect the ground reality as the vast majority of victims choose not to file a complaint.

Employers should actively promote the fact that any kind of gender discrimination in the workplace will not be tolerated. Instituting a policy to promote gender equality in the workplace is the first step in this direction. The policy should clearly define:

What constitutes workplace gender discrimination?
How can victims report gender discrimination to supervisors or the HR department in an easy and confidential manner?
How a supervisor or manager should deal with an employee indulging in gender discrimination?
How does the employer or the management deal with an employee found guilty of discriminating against a person due to his or her gender?

Employers should be unambiguous in describing the consequences arising from sexual harassment or gender discrimination in the workplace.

Ignoring or mishandling complaints of gender discrimination by the human resources department, supervisors or managers is a bad idea. This practice not only defeats an employer’s intention to promote gender equality but also sends out the message that a company condones gender discrimination.

3. Train Managers on How to Improve Gender Equality in the Workplace

Both men and women in senior positions in a company should be trained on how to achieve gender equality. For starters, they need to know how employees, including managers and those responsible for recruiting new workers, indulge in subtle or obvious gender discrimination. For instance, a hiring manager may continually prefer female or male candidates over other genders.

Often, a large number of employees are not even aware of gender stereotypes that lead to (unintentional) discriminatory behavior. Managers or supervisors can play a crucial role in improving gender equality if they are trained on how to identify the signs of gender discrimination or workplace sexual harassment and are well aware of the methods on how to tackle such issues. They can further help their subordinates on how to identify and remove their unconscious biases.

Managers or supervisors should know how to:

Always use ‘inclusive’ language or tone when addressing or interacting with workers
Call it out when men or women are selectively excluded
Call-out inappropriate comments, behavior or actions by junior workers or colleagues
Lead by example
Appreciate both men and women for their contributions
Challenge common (gender) stereotypes and biases

Instituting and implanting a policy focused on promoting workplace gender equality cannot deliver results if the people in leadership roles aren’t prepared to educate themselves and their subordinates on the subject.

4. Remove Gender Pay Gap

Employers should make sure that male and female employees who take up an identical set of responsibilities at work are offered the same salary and benefits.

In the United States, a male worker earns 1 dollar against 79 cents earned by a female worker as per a report published by the Senate Joint Economic Committee Democratic Staff. Great progress has been made in improving gender pay parity in the last two decades but a lot remains to be done; according to Women’s Policy Research, 100% gender pay parity cannot be achieved until the year 2059.

One of the best ways employers can remove gender pay-gap is to introduce a culture of transparency. When a bunch of candidates is considered for a vacant position, for instance, hiring managers should have a well-defined salary structure to adhere to, regardless of whether they hire a male or female candidate. Companies that are completely transparent about the fact that they pay equal wages to workers taking up specific roles, send out a strong message that they care about eliminating gender-biases in the workplace.

5. Gender-Neutral Hiring Practices

Often, employers aren’t aware of the reasons why they do not have gender-diversity in their workplaces. Therefore, it is important that employers evaluate their hiring practices and make them gender-neutral. Here are some standard guidelines:

When a company advertises a vacant position, it should be mindful of using gender-neutral language in advertisements and notifications.
The HR staff responsible for reviewing resumes should not be aware of the gender of a candidate.
Each candidate appearing for an interview for a specific position should be asked the same set of questions.
Candidate selection procedures should be standardized in order to eliminate gender-bias.
Hiring managers should not stereotype tasks, responsibilities or roles. Candidates hired for a position should be assigned duties as per their competencies and not based on their gender.

6. Equal Growth Opportunities

Employers should ensure that both men and women are offered the same set of opportunities as far as mentorship, training, promotion, and education are concerned. A quick organization-wide employee data analysis can help employers identify potential gaps in providing equal growth opportunities to all their workers.

Disclaimer: This is not legal information. No attorney-client privileges are substantiated from this article.

by Frank Feldman 23/01/2020

Frank Feldman is PR/Media Manager at Stephen Danz & Associates, one of the largest law firms committed solely to representing employees in their disputes with employers in California.

Talentese can help you build a truly diverse Team, where everybody will fit with your company values, culture and purpose.

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Talentese can help you build a truly diverse Team, where everybody will fit with your company values, culture and purpose.

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2. Proactive Approach to Prevent Gender Discrimination in the Workplace

3. Train Managers on How to Improve Gender Equality in the Workplace

4. Remove Gender Pay Gap

5. Gender-Neutral Hiring Practices

Often, employers aren’t aware of the reasons why they do not have gender-diversity in their workplaces. Therefore, it is important that employers evaluate their hiring practices and make them gender-neutral. Here are some standard guidelines:

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