Comments on: Is it too risky to employ young women?

By: Ethnicsupplies

Ethnicsupplies — Tue, 02 Feb 2010 13:06:58 +0000

I think being flexible with staff reassures them that they are valued as human beings, this meaning that things don’t always go as planned and therefore a little understanding on the boss’ part goes along away

By: Editor

Editor — Tue, 02 Feb 2010 00:00:09 +0000

I think succeeding in the city is another blog entirely and will Gordon Brown face charges for abusing people in his employ? Does having a high powered job give you more rights… gosh I feel a rant coming on – is it my turn yet?

By: Employing young women - Small Business Training

Employing young women - Small Business Training — Mon, 01 Feb 2010 21:03:14 +0000

[...] to give credit to a post I saw earlier today that started off this particular stream of thought: Is it too risky to employ young women? and suggest a mosey over there would be worthwhile – you’ll see input from different [...]

By: Jane

Jane — Mon, 01 Feb 2010 20:42:36 +0000

It’s an interesting one – is there a difference in the city? There are many high profile women who seem to have succeeded in the city, but also a number of high profile sex discrimination cases going on.

There have been many studies carried out on the long hours culture, where it has been discovered that productivity and results nose dive after a given number of hours worked (by men or women). The long hours culture has long been a barrier to many women (and some men) but can no longer be justified in a world where people are judged on results and output, not by number of hours sat at the desk.

By: Jane

Jane — Mon, 01 Feb 2010 20:35:49 +0000

Yes, the child-bearing years can be anything from 16 to 50 these days! By which time many employers will think she’s tool old anyway (age being another huge area of discrimination).

And people leave jobs for all sorts of reasons other than the birth of a child. Recruiting the best people and treating them well once appointed would be appear to be the best strategy for both employers and employees alike.

By: Editor

Editor — Mon, 01 Feb 2010 19:39:28 +0000

I big to differ, I worked in the city in a strategic well paid role. I worked for a fab company that enabled me to work how I liked so long as I did my job. And I did both my job and delivered superb results.

Nicola Horlick worked in the city with 6 kids. To imply that the city is no place for a woman with a family is the women being silly in this instance.

It takes time and effort and you will be well rewarded. If they say they dont want to take the time or make the effort, then fair enough but to blame a town for being fast moving and not conducive to family life? They should get real!

By: Katherine Davison

Katherine Davison — Mon, 01 Feb 2010 19:01:37 +0000

I think you are right that small businesses ok hiring young women, mothers etc. I have trained quite a few young women in the city who’s plan it was was to find a husband with a good city job, quit and have children. They would get a job closer to home. Most were in jobs that paid well and had long hours.

They knew that they could not work in the city and have a family.

I have met so many young women with that attitude that you have to wonder if large companies are the ones with the problem and smaller businesses outside the city will get loyal employees who just want a job that is the hours stated (or flexible) and close to home so they can spend more time with their families.

By: Babs

Babs — Mon, 01 Feb 2010 18:59:46 +0000

Great blog, Jane

And as someone who didn’t have children until she was past 35, the whole “child-bearing” age thing makes me chuckle – that’s well over 20 years these days! And while such thinking may be good news for older applicants (potentially), we just cannot afford to not tap into the available workforce.

A woman may choose to not have children, or perhaps cannot, or may even, perish the thought, choose to continue working with her partner taking the lead child-caring role – not the usual circumstances, of course, but we don’t know what people will choose when/if the time comes.

We don’t know what is going to happen – illness, disability, death even – but it seems that as far as this issue is concerned if we create a workplace and role that a woman will want to return to is likely to result in the best workforce going.

By: Jane

Jane — Mon, 01 Feb 2010 18:32:11 +0000

That’s a disappointing find, but not especially surprising. Yes, the way to go is promoting the business benefits of an inclusive recruitment policy, and education in general. Legislation is necessary, but the carrot is usually more effective than the stick alone.

By: Ian

Ian — Mon, 01 Feb 2010 18:17:20 +0000

From the BBC West Bristol experiment some 18months ago, we know that between 50% and 70% of agencies will take both racist and sexist briefs. REC promised a clean-up, but nothing achieved so far as anyone will comment in public. Hence, while the recruitment and HR industry seems to knowingly condone such behaviour, it is left to trading standards and the human rights lawyers to prosecute.

Again, I come back to education. Every government advert harks on about fines, but none extol the virtues of open recruitment policy. If of the illegal briefs we received I told these potential new customers of the fines, then we wouldn’t get any business. Educate them, and they are happy to work with us