Companies face increased pressure from many stakeholders to demonstrate gender diversity at all levels of the organization. Competition for the best female talent has never been stiffer. And a solid investment in gender diversity is required for an employer brand to be perceived highly.

Today’s employer branding experts must consider is how their brand is perceived specifically by female jobseekers, and think about a female-specific strategy for their communications.

In this session, we’ll cover:

  1. The Right Ingredients: What elements, policies and programs matter to women? Maternity leave policy, flex-time, promotions, internal support groups, women in leadership, community programs. How can you influence internal policy and practice to make sure your company has the right foundation.

  2. Telling the Story: What is the right message to communicate to women about your workplace? How do you create content that is attractive, authentic and viral?

  3. Through What Channels: Where do women gather data? What content do they seek and through what vehicles? How to use social media and UGC sites to your advantage?

  4. Measuring Success: How can you tell if you’re on the right track? How will you measure your brand’s value and reputation as it relates to female jobseekers?

  5. Action Plan: How should your organization build a strategy and structure to guide it toward a stronger employer brand for women? We’ll break down specific steps about resources, initiatives and more.