"Jobs to do" that affect gender outcomes
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When... (Situation)I want to... (Motivation)So I can... (Expected outcome)How is job being done?What is the impact on gender diversity (positive)What is the impact on gender diversity (negative)How could this job be done better?
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EmployeeWhen I want to reduce my commitment to workI want all options to be availableSo I can make the right decision for meBy using the policies and frameworks available, and seeing organisational and line manager support - and working in a way that fits for mePeople are able to have work / family balance

Grow a positive gender diverse culture in the organisation
Some people don't feel that their organisation's policies will support them so they don't ask
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EmployeeWhen I want to reduce my commitment to workI want all options to be availableSo I can make the right decision for meBy setting personal - informal - boundaries, and putting in additional effort to ensure it is not noticedIt shows that reducing commitment can "work"It means that the challenges of reducing commitment are a) dealt with alone b) not supported c) not well understood by the organisation. The challenges thus are not reduced, and women may eventually opt out of the arrangement.
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EmployeeWhen I want to increase my responsibilitiesI want all options to be availableSo I can make the right decision for meBy informally working more hours to deliver additional responsbilitiesMakes people feel that the only way to have a career and a family it to go above and beyond their contracted hours
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EmployeeWhen I want to increase my responsibilitiesI want the addtional responsibilities to feel managableSo I can be successful in all the aspects of my life that are important to meBy seeking roles that have a small rather than a large step upWomen may be behaving in a way that looks less ambitious, and not putting themselves forward for senior roles that they are capable of
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EmployeeWhen I am applying for a role internallyI want to be treated fairly and hired on meritSo I can find the right role for mePeople decide whether or not to apply based on if they think they role can be done with their existing flexible working arrangements

Discuss whether it's possible with the hiring manager before applying
The best people may not apply for roles becuase they don't feel they'll be considered fairly and so it's not worth the effort
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EmployeeWhen I am thinking about having childrenI want to know that my career will not be affectedSo I can continue to feel fulfilled and be successful at workBy postponing the decision to start a family, or deciding not to start a family

People are taking the 'risk' and hoping it won't be affected
Seeing people without children can reinforce the message that work and family cannot be done together
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CandidateWhen I am considering applying to/joining a company I want to know that it is a company whose values are aligned to mineSo I can feel I belong and am able to succeedCandidate makes judgements on the formal and informal signals they are sent by businesses and their representativesThose companies who have a positive approach to gender diversity will become more attractive as employersSignals - e.g. the gender of those interviewing - may put women off from pursuing their application before the company has had a chance to prove itself

Organisations who don't have (or seem to have) a positive approach to diversity become less attractive employers
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CandidateWhen I talk to recruitersI want to make sure they're putting me forward for the best rolesSo I have the greatest chance of getting the right job for meExplain priorities and needs to recruiter

Or don't tell them about things which you think will affect whether they put you forward
Feeling that recruiters don't put me forward for roles if they don't think my flexible working needs can be accommodated
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Line ManagerWhen I hire someone into my teamI want to manage the risk of my team not being able to do their job successfullySo I can meet my goals/targetsBy prioritising hiring team members who are able to commit a full working week over those who would want to work part time.Parents/mums who want to work part time lose out.
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Line ManagerWhen I hire someone into my teamI want the broadest range of people to applyso I can choose the best person for the roleAdding wording to job applications that they're a equal opportunities employer, please apply even if you're not sure etc

Adding company values to their website
Candidates self select out if they're not sure that its worth them going to the effort of applying to be turned down on flexible working grounds
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Line ManagerWhen I hire someone into my teamI want to do it with a minimum effort and maximum speedSo I can get the person in the team and get them workingUsing recruiters to source candidatesThe sourcing of candidates is delegated to individuals and organisations who may not share your values and priorities around inclusion, and who make be a blocker to candidates who do not fit the norm
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Line ManagerWhen I need to fill a roleI want to fill it quickly and cheaply and ideally from internal capabilitySo I can enable the business to deliver and make the organisation more attractiveBy having an informat - mental - list of "high potential" candidatesAn informal - unscrutinised - list may be based on criteria that enshrine unfairness.
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CEOWhen I am building the organisationI want to be able to make/enable quick risk-free people decisionsSo I can move onto the next thingBy using heuristics rather than analysis. E.g. Selecting team or board members from the people they know or from their immediate network, or who resemble men.Male CEOs tend to have men in their networks, and see themselves in male candidates. So they hire fewer women.
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RecruiterWhen I decide how I prioritise my timePrioritise the candidates most likely to be placedPlace candidates and make my moneyPrioritising the candidates who will be an easy sell, and deprioritising those who will notCandidates who are parents - particularly if they are requesting flexible working - may be perceived as a harder sell and will be deprioritised by recruiters.
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HRWhen there are HR disputesI want to be able to demonstrate compliant processes and policiesSo I can avoid payouts and tribunalsBy having highly structured policies based on "best practice"Female employees and candidates know where they stand, and what steps they need to takeDiscretion is taken out of the equation, and without discretion it is difficult for arrangements to me made that fit an individual's needs. Candidates/employees may think "this policy does not fit my circumstances" and self select out.
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HRWhen I need to fill a roleI want to fill it quickly and cheaply and ideally from internal capabilitySo I can enable the business to deliver and make the organisation more attractiveEncourging internal staff to apply for open roles

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HRWhen someone asks me about flexible workingI can understand the implications for the organisation before it becomes a formal policy or precedentRespond to that request in a way that mitigates riskBy fudging policies or failing to fully commit

Establishing a polciy the first time I'm asked about it
Candidates may feel that the organisation is not set up to accomodate what feels like a reasonable request, or doubt the organisation's espoused values around inclusion
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Partner (of Employee/Candidate)When I have my own work demands or pressures.I want to be able to scale back on my domestic responsibilities.So I can give my work the time I feel it needs.By relying on domestic partner to pick up more responsibilities.This is more often than not a male partner asking their female partner to pick up more domestic responsibilities.
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