Nurturing Tomorrow's Leaders: Building a Robust Pipeline for Women: Creating Opportunities through Equity and Training

When it comes to achieving equity in practice, there are three critical pillars that need to be addressed in building a more robust pipeline around women. The first is identifying and addressing systemic and institutional barriers that prevent women from advancing in their careers. The second is providing missing skill sets, whether they are perceived or real, to help women overcome the challenges they face. Finally, creating new pathways for historically underrepresented groups to participate in the workforce is essential.

One opportunity to address these pillars is through the interview process. In addition to training each member of the panel on appropriate interview etiquette, organisations can bring junior members of staff, particularly women, along to the process to develop their skills. By involving them in the creation of job descriptions, the selection of panel members, and the process of evaluating candidates, they gain a better understanding of what goes into a people management role.

Providing these opportunities not only helps women build skills and experience, but it also enables them to develop a network within the organisation, understand the behind-the-scenes process, and contribute to the organisation's growth. By increasing their knowledge and understanding of the organization, they can become better equipped to identify missing opportunities and share their perspectives on how to improve the workplace.

Some may argue that this is an unfair advantage, but in reality, it is simply providing necessary skills and training to help women progress in their careers. Other employees may already have this knowledge, and it is only right to level the playing field for everyone.

In conclusion, creating opportunities through equity and training is crucial in building a more robust pipeline for women. By identifying and addressing systemic barriers, providing missing skill sets, and creating new pathways, organisations can help women gain the skills and experience they need to become leaders and people managers. Bringing junior members of staff, particularly women, into the interview process is just one example of how to provide these opportunities and create a more inclusive workplace.