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We wrapped up Women’s History Month with our “Women Founders in Talent Acquisition” webinar! The event brought together a panel of industry experts to discuss the current state of women in the workplace, strategies for improving DEI, advice for aspiring women leaders and more! 

The webinar was moderated by Katie Fortunato, President and Co-Founder of RecruitmentMarketing.com, and the incredible panel featured:

• Mona Tawakali, Chief Strategy Officer at Recruitics
• Summer Delaney, CEO and Founder of CollabWORK
• Milena Berry, CEO and Co-Founder of PowerToFly

Throughout the discussion, our panelists shared their insights, experiences and actionable strategies for creating more inclusive and equitable workplaces. Their valuable advice and unique perspectives left attendees with the inspiration to drive positive change within their organizations. 

Keep reading to discover the key highlights and takeaways from this thought-provoking webinar!

State of Women in the Workplace

Katie Fortunato kicked off the webinar by presenting key findings the “2024 Women’s Workplace Experience Report” from TheMuse and RecruitmentMarketing.com. The survey revealed that a significant proportion of women face gender bias and inappropriate questions during job interviews. 

Additionally, while the majority of job seekers prioritize companies with equal representation of women in leadership roles, more than half of respondents indicated that their current organizations lack equal female representation in managerial and executive positions. 

Here are other key findings from the survey:

• 42% of women encountered gender bias or inappropriate questions during job interviews
• 41% felt discriminated against during interviews due to gender
• 38% hesitated to apply for a job based on perceived gender bias
• Women in the U.S. Southeast reported bias at nearly twice the rate of other regions
• 79% of job seekers seek companies with equal representation of women in leadership
• 55% felt there was insufficient female representation in leadership at their organizations

These results highlight the ongoing challenges and disparities women face in the workplace, particularly in terms of hiring practices and leadership opportunities.

View the full “2024 Women’s Workplace Experience Report” results here.

Strategies for Improving DEI

Fortunato then turned to the panelists to discuss various strategies for improving diversity, equity and inclusion (DEI) within organizations. They emphasized the importance of taking an authentic approach that aligns with the company culture. 

“When we’re talking to clients about how to attract more women into leadership roles in the company, we start with an inside-out approach. We can’t amplify unless we know what’s really authentic to the culture and what that company is all about,” Mona Tawakali explained. 

This involves highlighting women and the benefits that support them, as well as using user-generated content to attract diverse talent and create an inclusive employer brand.

Five Key Pillars for Building a DEI Strategy:

Tawakali mentioned these five pillars:

1. Employer branding: Representing diversity authentically across all channels
2. Recruiting and hiring practices: Identifying and removing barriers for diverse talent
3. Inclusion and equity practices: Ensuring diversity is supported and valued daily
4. Retention and leadership development: Providing growth opportunities for diverse talent
5. Establishing goals and measuring progress: Setting targets and adjusting strategies as needed

Milena Berry stressed the importance of tracking representation metrics not just overall, but by department, level and various diversity dimensions. Organizations should create a multi-year plan with specific goals for improving representation and monitoring progress throughout the hiring funnel. 

“It starts with employee branding and reaching out to those audiences,” said Berry. “So I think you’re kind of measuring what’s your top of funnel brand exposure, then you’re going into how many of these are becoming leads, how many of them being transferred into applicants, and then—at the end—what does the workforce look like.”

Value of Investing in ERGs

The panelists also discussed the value of investing in Employee Resource Groups (ERGs) and external professional communities for diverse talent. Summer Delaney highlighted the importance of providing resources and compensation for ERG leaders, as their work often goes unrecognized. 

If companies cannot support internal ERGs, they can sponsor employees to join external communities for professional development and networking. “A lot of times, those groups do such great work, but it tends to feel like another job on top of their full time responsibilities. People tend not to be getting compensated for that work,” Delaney said.

Overall, the panelists emphasized the need for a comprehensive, data-driven approach to DEI that encompasses employer branding, hiring practices, inclusion efforts, leadership development and community investment. By setting clear goals, tracking progress and engaging employees at all levels, organizations can create more authentic and sustainable DEI strategies.

Advice for Aspiring Women Leaders

The panelists also shared valuable advice for aspiring women leaders, emphasizing the importance of building a strong support network. Delaney stressed that “your network is your net worth” and recommended surrounding yourself with mentors, allies and communities that can offer guidance, advocacy and support throughout your career journey. 

“Aside from that, I was really lucky that I joined a lot of outside communities. A community I often talk about is called the Media Mavens,” Delaney said. “It’s 20,000 women and non-binary identifying folks in the production world. And I, in real life, know maybe a dozen of these women, but I trust pretty much everyone in that group.”

Transparency and Vulnerability

Berry highlighted the value of being transparent about challenges and asking for help when needed. She encouraged aspiring leaders to embrace vulnerability and humility, trusting in the journey even when faced with setbacks. 

She stressed how essential it is to acknowledge what you don’t know and seek guidance from others who have been in similar situations.

Investing in your network is crucial, even if you can’t always attend events in person. The panelists emphasized the importance of engaging with online communities, sharing thought leadership and connecting with like-minded individuals virtually. 

Delaney also noted that social media platforms and online communities provide opportunities to build relationships, showcase your expertise and learn from others in your field.

Women Support Women

Tawakali emphasized the significance of paying it forward by mentoring other women and supporting their growth. “We all stood on the shoulders of those that preceded us and paying it forward as a big part of what drives more women up to leadership positions.” 

By actively contributing to the development of the next generation of female leaders, women can help create a stronger pipeline of diverse talent and foster a more inclusive business landscape.

In conclusion, the “Women Founders in Talent Acquisition” webinar provided a platform for industry leaders to share their experiences, insights and strategies for advancing women in the workplace. By setting clear goals, tracking progress and engaging employees at all levels, organizations can create more authentic and sustainable DEI strategies that empower women to thrive in leadership roles. 

As we move forward, it is crucial for companies to prioritize diversity, equity and inclusion, not only to attract and retain top talent but also to foster a more innovative and successful business landscape. Through mentorship, networking and a commitment to positive change, we can work together to build a future where women have equal opportunities to lead and succeed in the talent acquisition industry and beyond.

For more tools to help your recruitment marketing efforts, visit our marketplace now. Happy hiring!

Rodney Hess

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Rodney Hess is a marketing mad man, but more Doc Brown than Don Draper. Rodney is the Content Marketing Director for RecruitmentMarketing.com and has been working in online marketing and advertising for over 15 years. He's been featured in publications like Forbes and Mashable. If you catch him tapping a pencil or bouncing his leg, it's because his brain never turns off. He's just dreaming up his latest AI scheme.