If only 25% of applicants to a company are female is it reasonable that only 25% of the employees at the company are too? 

We're looking at why our representation of female employees is so low and I need to decide whether to address the number of female applicants we get or the number we actually take on.

You have to look at both factors. 

In the first instance, is there anything precluding female candidates from applying i.e. does the Company operate in an area that could be perceived as 'masculine' / are you only advertising in industry specific/specialist publications / is there an underlying prejudice in the Company towards female candidates (whether this is concious or unconcious / direct or indirect)?

Secondly, you will need to look at your processes i.e. how to target your recruitment /  who selects candidates for interview / who interviews them / have these people been trained to carry out recruitment and selection / are they aware there is a problem / are they the problem (whether this is concious or unconcious / direct or indirect)?

You then need consider what you can do to redress the Company's / industry sector's image in order to be a more attractive employer for females / to encourage more applicants.  Your recruitment could also be targetted more widely.  Those involved with recruitment and  selection should also be aware / trained, so they can take steps to avoid any unconcious or direct bias towards female candidates. 

Hi Mark

I have worked in equality and diversity sector for some considerable time and I think you need to be very very careful how you go about addressing under-representation or you could be leaving yourself open to discrimination. I think the starting point for you has to develop clear picture of where the organisation is with regards to where different groups are within the organisation.You would then need to develop policies/practices that support your aims. If you need further assistance/info please contact me on 07951984571  

Regards

Majeed

I agree with the above post - if you are not being discriminatory in your applications process and are demonstrably employing the best people for the job then you shouldn't be forced into artificially recruiting any interest group because the statistics 'don't look good on paper'.  For wider and more complicated issues, women self-select out of many occupations and this isn't your problem to solve.

Hi Mark,

I have a client who has had a similar issue and didn't realise that their office being located in a particularly "rough" are by comparison to their competitors was in large part to blame.

It's only one factor but it is worthy of consideration.

Mark, Exec Recruiter