How to Fill Your Skill Gaps Now

October 28, 2016 4:23 pm
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posted within General, Workforce Development

Fill Your Company Skill Gaps

Are you struggling to fill open positions in your company?  According to data from the 2014 U.S. Bureau of Labor Statistics, women make up about 47 percent of the total labor force, but only 27 percent of the manufacturing workforce.1  Could women be the key to filling the gap?

In 2015, the “Women in Manufacturing Study was commissioned by the Manufacturing Institute, APICS, and Deloitte to understand why manufacturing isn’t attracting, retaining, and advancing its fair share of talented women.” 1  The findings show that perceptions are a part of the issue.

It is also important to point out research shows that the organizations who have diverse leadership groups are more profitable. In fact, a study by Catalyst, a leading nonprofit organization dedicated to expanding opportunities for women and business, found that “Fortune 500 companies with high percentages of women officers had a 35 percent higher return on equity and a 34 percent higher total return than companies with fewer women executives.”2

 

3 Keys to Filling Skill Gaps with Women:

  1. Offer Work / Life Balance

    Create a culture where employees are able to work and still take care of family needs. One way to do this is to cross train employees to ensure company needs can be met when an employee needs a flexible work schedule for the day.  Flexible work arrangements is the number one concern of women in the work force.  By creating the ability to offer a flexible environment, you will be able to attract the best and the brightest to your company.  You will also foster deep relationships between the women who support one another when the need arises.

  2. Offer Mentorships

    Set your employees up for success.  Offer a program where new employees are paired up with more senior employees when they first come on board.  Having a mentor who will advocate for the new employee will further their development and foster relationships.  The new employee will have a friend to help them achieve personal success and the senior employee will enhance their leadership skills.

  3. Offer Challenging Opportunities

    Women are typically hired only for skills that they have used in a previous job while men are often hired for what they are capable of doing. Why is this?  Hire a woman who does not have the previous experience for the specific job that you need but that has shown the drive to learn and will work hard to be successful.  Then, utilize on the job training to get your new employee up to speed.

 

 

 

https://www2.deloitte.com/content/dam/Deloitte/us/Documents/manufacturing/us-mfg-women-in-manufacturing-2015-study.pdf 1

http://www.catalyst.org/media/catalyst-study-reveals-financial-performance-higher-companies-more-women-top 2