According to a LinkedIn study:
Women end up applying to 20% fewer jobs than men.
When looking at profiles on LinkedIn, recruiters are 13% less likely to look at woman’s profile if it shows up on a search – yet both are as qualified.
In contrast, if a woman does apply for a job, she is 16% more likely than a man to get hired, and 18% more likely when applying for more senior roles.
However, women only apply to a role if they feel that they are extremely qualified. This indicates that women are not pursuing stretch opportunities as a result.
Women are less likely to ask for a referral.
Diversity gap in energy
According to a report published by the IRENA, the renewable energy industry currently employs about 32% women, compared to 22% in the global oil and gas industry.
However, within this industry more women work in administrative jobs (45%) than in STEM related roles (32%).
It is important to recognize that women can generate a vital dynamic force to spark change in the energy sector, this can happen through access to training and skills development programs as well as more active recruitment.
We need to attract more female talent into the sector and increase the pipeline of female leaders.
Especially by having more faces of relatable women at the top that can prove to be role models.
Why are women less likely to consider a career or career change?
Women tend to have more responsibilities than men in the sense that family priorities can come in between their career.
Motherhood is a 24/7 job which means that a woman may not be able to aspire for a career as it can be difficult to balance the two roles.
Women don’t like risk and they do not switch jobs as often due to the fear of the loss of financial stability. This means that women generally cannot afford to develop their skills staying at one company for a long period of time.
Additionally, some women tend to have a lower self-esteem than their male peers with the same qualifications.
To combat this issue we firmly assert our belief in headhunting.
Solutions - how to get more women in energy positions
The greatest benefit from working from home could be for women, as with men recognizing the value of working from home, women could more freely choose flexible working arrangements without any stigma attached to it.
Set company and personal objectives with regards to diversity & inclusion. There is a business benefit of having D&I.
Education around unconscious bias. Working with a third party (e.g headhunter) opens the conversation that is sometimes overlooked within an organisation.
Encourage corporates to consider hiring women that come from different industries. Almost everyone has transferrable skills, especially in group functions e.g. IT, Finance, Legal, HR, Marketing.
Women energy networks should join forces globally. They are stronger together. With technology we could create a global movement of women in energy.
If you enjoyed this week's blog, then you may also want to read some of our other posts including talent is skin deep, overcoming resistance to diversification and women in senior energy positions.
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