First of all, it is necessary to put this as company policy. Even within boards, rules regarding equality are not mandatory and vary in every country. In order for women to participate in management, they must first be recruited as employees. Quota practices in recruitment can ensure this.
In all recruitment processes, from the announcement phase to the selection phase, more structured and clear processes are required, unlike the initiative of recruiters.
a. If recruitment is done from within the organisation, the job posting should be arranged in a way that encourages the applications of female candidates. Unlike networks where women have less chance when recruiting from outside, it is necessary to advertise through channels that will reach female candidates.
Best Practice example:
For example, Türk Tuborg AŞ has established a “female candidate recommendation system” in recruitment in order to increase the number of women in employment. In this system, existing employees recommend a female candidate for open positions, and as a result of this candidate being recruited and working for a year, a bonus is provided to the employee who recommends that female candidate.
b. The language and descriptions used in job postings should be written in a way that does not prevent female candidates from applying.
Techniques such as blind initial screening or structured interviews, which reduce the initiative of recruiters so that they do not have conscious or unconscious prejudices against women during job interviews, should be used more