The contemporary sociopolitical context and debate over workplace diversity are becoming increasingly politicized, with a steady shift between supporting and restraining DE&I programs. While many firms around the world have committed to supporting DE&I as a form of affirmative action at the federal level, many have failed to execute it, particularly for women.

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As HR professionals, you have the ability to make female employees feel welcome, included, and supported when they join your organization.
To achieve gender inclusion in the workplace, it is necessary to detect unconscious bias bottlenecks and enhance the hiring process as well as other post-hiring factors.

In today's exclusive HRTech Cube piece, we'll look at a few different strategies to lay a solid foundation for women to excel in business while also empowering long-term DE&I.

How to Better Empower Women in the Workplace

To address this leaking pipeline, HR professionals must develop new approaches to recruit more women in all business career categories. Before we get into the details, it is critical to eliminate the "quota" mindset and focus on specific goals for female retention in the workplace. This entails routinely communicating with the management team and assessing progress levels.

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