4 Ways to Ensure Your Marketing Department is Women-Friendly

Here’s how to attract the most qualified female candidates to your marketing team.

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Companies across industries are increasingly asking what they can do to make their departments more women-friendly—and marketing hasn’t escaped this important topic. From the way you structure schedules to how you recruit, it’s important to make the right decisions to help employees of all genders thrive. Here are four easy ways to ensure that your marketing department is female-friendly.

Do you have women leaders? Take a closer look at the VPs, directors, and managers within your department. Are senior women in leadership? One area many organizations overlook is the importance of senior leadership from both genders. Having women on the leadership team helps you capture many benefits, one of which is the signal that women can grow and thrive there. Look at your visible culture of women’s leadership within the department, and take steps to ensure that influential women marketers have a spotlight in your organization.

Are your recruiting processes women-friendly? Studies have shown that many recruiting processes are rife with bias. Consider introducing a fair approach to recruiting. Some organizations use blind recruiting, which relies on software to eliminate identifying markers such as names and school names from applications. A simpler approach may be to ensure that both men and women are part of the evaluation committee and interview process. Being aware early on can help set the stage for a diverse and thriving pipeline.

Do you embrace flexible scheduling? Many women have demands on their time outside the workplace. While this is true for men, as well, caretaking and other responsibilities are often more influential on women’s career choices. Embracing flexible scheduling can make your organization more attractive to talent with other obligations. Telecommuting, adjusted schedules, and job sharing are all solutions that attract talent that needs more flexible work arrangements.

Do you make gender equality a priority? Another area to assess as an organization is whether gender equality is a key value. Do you state it as part of your culture and mission? Are you committed to equal pay? Do you offer adequate parental leave and other benefits that matter to women? Explore how your company in general—your marketing department in particular—addresses these issues. Your stance on gender equality can send powerful signals to both candidates and current employees.

A diverse team can help your marketing department thrive—by bringing a range of different perspectives, strengths, and experiences to the table. Ensure that women can thrive within your organization to build a winning marketing team.