reacHIRE’s Post

If you were to close your eyes and describe a security officer, would the officer be male? With only around 11% of frontline security officers in the UK being women, it’s likely that most people would think of a male. Perception is key, and unfortunately, many people still perceive security to be a poorly paid, dangerous career that provides limited career development. G4S believes that this is not the case and the industry needs to address the perception issue. It is so important to have the right people for the job and for security to reflect the demographics of the societies we work in. We have an ongoing drive to improve and increase the percentage of women who not only are joining the industry but who are also getting promoted and pursuing careers. #G4S #WomenInSecurity

5 tips for balancing privacy and inclusion in job applications: 💎 Transparency: Clearly state in job postings and applications what personal information is necessary and how it will be used. This builds trust with candidates. 💎 Give Candidates Options: Allow candidates options for disclosing personal information. For example, allow them to self-identify gender, race, disability status, etc. if they choose. 💎 Monitor Diversity and Inclusion Efforts: Consider aggregated, de-identified data to track diversity metrics, while protecting individual privacy. 💎 Securely Store Personal Information: Only allow essential personnel to access sensitive information on a need-to-know basis. 💎 Consider Offering bias and Diversity Training for Hiring Teams. This can assist those involved in hiring to understand unconscious bias and inclusion best practices. #DiversityJobs #DiverseJobApplications #InclusiveRecruitment #LGBtTalent #LGBTAwareness #PrivacyandInclusion

Evelina Gyulkhandanyan's story shows how investing in women can foster #EconomicMobility and transform the lives not only of our graduates, but also of their families. At Generation, we #InvestInWomen and accelerate their path to employment. Find out more about Evelina's journey from human rights to an exciting career in cybersecurity. Read here: ➡️ https://lnkd.in/g_FPDKha

What if I told you I've recruited 54% men to work with us in a security company? 🔒 In a male-dominated industry, this number might not seem surprising. 🔄 But here's the twist: the 54% I've recruited here are actually women. 🎯 At our company, we prioritize one thing above all: TALENT. Gender doesn't dictate our hiring decisions - qualifications and capabilities do. 🌟 Despite some challenges and stereotypes, we've managed to bring in more women than men, proving that: - 💡 Skill and expertise are not confined to a particular gender. - 🌍 Diversity drives innovation and performance. - 🤝 Creating an inclusive workplace benefits everyone. 🔥 Breaking barriers in a male-dominant world isn't just about meeting quotas; it's about choosing the right people for the right roles. And our results speak for themselves. To join the MAX-Security Solutions Ltd. team, visit our website and/or submit your CV via email: career@max-security.com #womeninsecurity #security #werehiring #jobsearch #genderequality

🔒 Calling Women in Cybersecurity in Denver! 🔒 Are you early in your career or eager to break into the tech industry but could use some guidance? As a technical recruiter partnering with Fortune 500 companies, I understand the importance of representation and support for women in cybersecurity. 💪 Our clients are increasingly prioritizing diversity and inclusion initiatives, making now an exciting time for women to enter and thrive in this field. Whether you're curious about job opportunities, seeking advice on navigating the industry, or simply want to stay updated on the current job market trends, I'm here to help! Send me a message, and let's collaborate. Together, we can explore your options, address any questions or concerns you may have, and pave the way for your successful journey in cybersecurity. 💼💻 #WomenInCybersecurity #TechIndustry #CareerGuidance #DiversityandInclusion #JobMarketInsights #opportunities #IT #WomenInTech #WomenInSTEM

Increasingly, companies have policies that ensure hiring panels include women and non white interviewers. Yes. Policies: Because it isn't naturally occurring. And why the policy? Because younger generations care. They notice. For companies, it matters because the talent they want to hire notices. But in reality, the talent pool notices because it matters. #LedaWrites about how the generation that gets vilified for being snowflakes has more principles and backbone than many before it. The kids, after all, are alright. https://lnkd.in/ei5WV7GT Barb MacLean Irene Sandler Joel Blake OBE Louise Smith Gary Prince Nadia Edwards-Dashti Simon Schofield Dharmesh Mistry Dave Wallace Rik Coeckelbergs Andrew Vorster Paul Hindle Lisa Maynard-Atem Jas Shah 💯 Jim Marous Anne Leslie CISM CCSP Deborah Overdeput Jennifer Smith David Bell Deanna Fernandez Yuliya Muir 🟡 Sergei Miller-Pomphrey Bruce McTague Stessa Cohen Dörte Dye Jamie Roeling Gareth Anderson Jack Hollocks Chris Hopwood Jasper Martens Clare Pearson Kevin Johnson #recruitment #DEI #DiversityAndInclusion #bankingtransformation #fintech #finserv

"Diverse workforces (and I mean diverse in every conceivable way) are more resilient and perform better against every conceivable metric. And yet we are still having the conversation. Only the conversation seems to be moving in the wrong direction." the conversation is going the wrong way because (a) those in power, disproportionately white males, hold on to power with ragged claws (and an oft misguided mindset that they have the position based on merit; not tenure) and (b) there is a false dichotomy between merit and diverse; it is not an either or as it is often positioned. on that let me say the argument i have been making since the 1990's. for example, if the world is made up of 50% female and 50% male, and there is no data that suggests men are any smarter, any more skilled, any more talented, any more able to attain whatever merit you suggest, if you seek to maximize potential and productivity (optimize merit), you are NOT reaching your business's highest productivity/potential if you only have white men in positions where decisions are made. therefore, while i think it is moral malpractice to not be diverse, it is business malpractice to not be diverse.

106 women joined me on Thursday last week. 106 women from the European Women4Cyber Foundation cohort. Women from Ukraine, Greece, France and Germany. Women who are keen to join this industry. Women who are still facing barriers, including some really dreadful interview experiences. 👉🏼 If you are a cybersecurity/technology nonprofit OR university whose aim is to support and elevate ANY underrepresented group in this industry - let us know if our sessions would be helpful on: 📌 How to construct an impactful CV 📌 How to find a job 📌 How to prepare for the big interview 📌 How to follow up and keep going What's in it for us? 💜 We love talking about these topics! 💡 We get to understand the current concerns of potential candidates 📈 And what an incredible pool of untapped talent - the future leaders of this industry. #innovationinhiring #diversity #futureofcybersecurity #techrecruitment #nonprofits ------------------------------------- 👋🏼 Have we met? 📨 Contact me to discuss your company’s growth, your hiring needs or your next career move. 🎙️ EdTech innovator? Why not join me as my guest on Season Three of 'Talent First' - The Podcast? ➡ michelle@edmondson.group 🌐 https://lnkd.in/dWzbi6wC

Wow. When I read this, I realized that I too have been one of the complacent few who just accepted the circumstances without questioning them. I worked in a company where the leadership team comprised 45 men and me (under-titled and underrepresented). At the yearly strategy meeting, the gift for attendees was a tie! Sure, I received a very nice luggage tag, but where was the inclusiveness in that choice? The previous year’s gift was a jacket. I ordered a medium, not realizing it was a men’s medium. The sleeves are a little long, but I still use it! But you get the picture – a men’s jacket. Men. Lots of men. Mostly white, some from India, and maybe one token African American. This dynamic definitely affected my ability to feel heard, accepted, and part of the team. I never understood my insecurities, my so-called "imposter syndrome" (a term created to make women feel better about their situation https://lnkd.in/ekk9y8R5) until I took a hard look at all I had endured. The taxis ordered for me after client dinners so the gentlemen could go to a club (you know the kind). The innuendos made in various conversations. I even recall a leadership offsite where there was discussion about who got to sleep with whom, and several tried to claim me when I had absolutely NO interest. How can you feel secure in your opinions when you are dealing with this? The lack of understanding of what it’s like to be in the minority makes it worse. There’s no one to make you feel comfortable. I do see it changing. Slowly. I only hope that by being a voice, a leader in the tech industry, I have somehow made an impact on that change. I see my daughter Belinda Overdeput benefiting from the drive for diversity. I hope we continue to move beyond just adding women or diversity. I hope that the diverse get a voice, achieve acceptance, and feel the impact of their contributions.

Discover 4 essential tips for embracing second-chance hiring and empowering individuals to thrive professionally. #SecondChance #Hiring #Opportunity #Inclusion https://lnkd.in/ePJhwbTd Neil Katz, SPHR, RBLP-T