Recruitment Consultancies Now Have to Go the Extra Mile for Women

On the occasion of Equal Pay Day on March 7 and International Women’s Day on March 8, Arne Adrian, Managing Director of PAWLIK Recruiters and Chairman of the Personnel Consulting Division of the BDU, advises recruitment consultants on what they can do to achieve greater gender equality in the workplace.

When it comes to gender equality in the workplace, what grade would you give Germany in international comparison?

I would give the German economy a “3.” The good intentions are there, and gender equality in terms of female board representation, appropriate pay and more opportunities for women is slowly making its way onto decision-makers’ agendas. However, the implementation is lagging behind expectations. The gender pay gap in Germany was last reported at 18 percent, and for comparable roles and qualifications, it still stands at two to seven percent. Compared to other countries such as the United States, we are lagging behind. In the U.S., the issue of diversity, which is not just about gender equality, is approached in a more structured way and has been institutionalized.

What do the USA do better?

For example, U.S. companies are not allowed to prohibit their employees from talking about their salaries, which creates transparency. In addition, previous earnings are not asked about in job interviews. There are extensive legal regulations. The companies have also created a framework in which gender-based discrimination in the selection process, for example, is excluded as far as possible. Many companies now have Chief Diversity Officers responsible for ensuring compliance with these rules and cultural change. Consultants now sometimes have to commit to presenting a certain number of women, people of a different skin color, etc. Consulting firms have to commit to certain rules and sign charters in order to be allowed to search for NGOs or federal companies, for example.

How do you see the trend in Germany?

The situation has noticeably improved for top management positions. Currently, 30.5 percent of DAX 40 board members are female. But we need to think further ahead. The consequences of career breaks due to parental leave and lower starting salaries continue to affect many women throughout their lives. The parental leave break causes a stagnant career development and thus also a gap in income, in direct comparison to men. Recruitment consultants also have a duty here. If we want to place more women in well-paying positions, we need to go the extra mile now.


What does it mean to go the extra mile in recruiting women?

In certain professions, there is a lower number of female candidates in the selection process. In such cases, alternative strategies need to be considered, such as exploring similar industries or sectors to find potential candidates. It’s necessary to determine where compromises can be made regarding specific experience requirements. Essentially, it means turning over every stone twice and don’t stop searching until you can be sure that you have really considered all the options for attracting female candidates.

Should women be given preference over more qualified men?

In the case of two completely equal candidates, one might choose the woman. Beyond that, the answer is a clear no. That would not be gender equitable and feeds the prejudice that women only get their jobs because of the quota. What is much more important is a shift in mindset regarding the consistency of careers. When women have children during their careers, it interrupts their career path and professional development. We need to closely examine what experience is genuinely lacking and how it can be made up for. This often happens particularly quickly with the soft skills acquired during parental leave.

Share:

PAWLIK News

Stay up-to-date and benefit from insider knowledge and tips on our XING and LinkedIn channels.

Want to find out more?

Make an appointment with our experts now!

PAWLIK Growth Loop

Four Service Areas for All-Round Positive Growth

We’re there, at your side in four key areas: Our experts are there to offer guidance, facilitate cultural transformations, identify the right talent, and assist employees in lifelong learning and their continuing improvement.

News

Joachim Pawlik Interview
Why does our society seem so powerless at the moment – and what can we all do about it? Is it the many crises? Are...
Navigate uncertainty with positivity
Strategies for positive communication – Communication isn't just about information; it's the glue that holds teams together. It's about creating connection, building trust, and inspiring...
The power of Proactive recruitment in 2024
A game-changing strategy – In the dynamic landscape of recruitment, employers are no longer content to sit back and wait for talent to come to...
Unleashing proactivity: the 5 P’s for a proactive mindset 
A critical self-reflection about actions in the workplace – Are we reactive, responding to events as they unfold, or are we proactive, taking charge and...
Proactive in Turbulent Times
The topic "proactive" is more relevant than ever, as the latest survey by the PINKTUM Institute at https://pinktum-institute.com/ shows. According to the survey, one in...
How a Digital Process Supports Empathetic Leadership
Empathy is always in high demand in a corporate context, especially when organizational changes are on the horizon. In these sensitive phases that affect everyone,...
How Empathy Becomes Part of a Modern Corporate Culture
The transformation in the world of work is leading to a shift in thinking within companies. A global survey¹ conducted among 500 CEOs, including 50...
How Empathic Leadership Succeeds
Empathy, the ability to perceive and understand the thoughts and feelings of others, is becoming a key competence for managers due to the dramatic changes...
Systemic Coaching – A Central Practical Competence
As an established form of individual counseling that supports people in reflecting on and shaping their work and life contexts, Systemic Coaching opens up opportunities...
Empathy and Efficiency: A Contradiction or the Perfect Combination?
In today's business world, two buzzwords often seem to contradict each other: Empathy and Efficiency. Even the US-based business magazine "Fortune" ("Efficiency Is In. Is...
Current PAWLIK Study: Majority of Employees Dissatisfied With Employee Bonding
A recent study by PAWLIK Consultants in cooperation with the rheingold Institut shows that the majority of companies in Germany are not doing enough or...
"People Want to Be Part of Success and Failure – Otherwise You Lose Them."
At the 21st Pawlik Congress on November 14-15 in Hamburg, Dr. Joachim Gauck, David Coulthard, Jürgen Klinsmann and other speakers spoke to 250 guests about...
High-Class Guests in Hamburg
High-class guests in Hamburg: Joachim Pawlik welcomes former German Federal President Dr. Joachim Gauck, soccer world champion Jürgen Klinsmann (virtual), rock legend Bruce Dickinson, fighter...
PAWLIK Launches New Digital Method for Simplified Personnel Diagnostics
In cooperation with psychology professor David Scheffer, the PAWLIK Group has developed the psychometric method "Screenfact". In just five minutes, it provides HR managers and...
21st PAWLIK CONGRESS "Cohesion – Tomorrow’s Bonding Forces"
We are happy to welcome you back to our PAWLIK Congress at the Gastwerk in Hamburg on November 15, 2022, we welcome you again. Our...
Almost 60 Percent of Employees Primarily Strive for Power
Almost 60 percent of employees primarily aspire to power. "Leaders need to deal with this more consciously."
The New Empathy – Key Competence of Modern Leadership – Video
At the Handelsblatt Media Group's first "Work in Progress" on June 1 and 2, 2022 in Düsseldorf, Joachim Pawlik gave a keynote speech on empathic...
5 Tips on How to Make the Earn-Out Model Work When Selling SMEs
"If the company's value hinges on industry expertise and customer access, acquirers are looking for more future security" Many SMEs are in danger of not...
Yvonne Kahl is Director CSR of the PAWLIK Group
The PAWLIK Group's former Head of Human Resources, Yvonne Kahl, now heads the newly created Corporate Social Responsibility department, relying on personal commitment from the...
"Our employees are the engine of our CSR."
Yvonne Kahl is responsible for the newly created Corporate Social Responsibility department at the PAWLIK Group. She explains in an interview how she makes CSR...

Contact form

PAWLIK News

Stay up-to-date and benefit from insider knowledge and tips on our XING and LinkedIn channels.