Introduction to She Can Do It

Professional referrals have long been established as an efficient and effective way of recruiting, however using traditional referral methods reinforces gender imbalance.

‘She Can Do It’ is Lawson Delaney’s professional referral network. She Can Do It enables women across Australia to refer friends and colleagues with confidence and bring relevant opportunities to our network of female professionals.

What we do:

• Lawson Delaney is an authority on building Gender Diverse teams

• Our independently verified data shows Lawson Delaney placed more women than men in 2017 (57%)

• Lawson Delaney run multiple mentoring programs for women

• Lawson Delaney host female networking events including; Mind the Gap, Employer Branding and Gender, Building Flexible Work Places, Women in Wealth, Women in Insurance and Women in Engineering

• Lawson Delaney have successfully run multiple gender specific recruitment campaigns for senior professionals across multiple professions including; Funds Management, Superannuation, Investment Advisory, FMCG, Insolvency, Law, Engineering and other industries

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TO CHANGE WHO YOU HIRE, CHANGE HOW YOU HIRE

Why do we need She Can Do It?

• We know there is a desire to build diverse teams and we know the reality is that high quality female candidates are conspicuous by their absence from shortlists

• We know women don't apply to jobs as often as men. Men apply when they feel they meet 30% of job criteria, women feel they need to meet 90%+ before applying

• In the USA, top quartile performing firms have 50% more women in their leadership teams than average firms

• In Europe, listed firms with "Most Gender Diverse Management" share price performance was 1.7x higher than average

• Women are 2.6x less likely to refer people to job opportunities than men

• The two main reasons women don't refer people are TRUST and OPPORTUNITY. She Can Do It is designed to give opportunity to make authentic referrals

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Trust and Authenticity

According to Australian Government 2016 Gender Report: 70% of companies have a gender strategy but ONLY 16% of companies have made “significant progress”

The 'She Can Do It' Referral Process

Men and women react differently during the recruitment process. 'She Can Do It' plays to women's strengths.

Time and OpportunityMen are 2.6x more likely to refer people to job opportunities than women. One of the reasons is opportunity - men socialise vacancies to their network in male-dominated environments such as the pub and sporting clubs. She Can Do It provides a platform designed to enable women to socialise job opportunities at any time.

Women want a deeper understanding of a role and organisation before making an application. It is therefore crucial that we thoroughly understand roles before sharing them with our network. This extends to understanding the working environment and culture that potential employees will find should they join the company.

This includes recognising the approach to flexibility, professional development and career advancement and enables us to be positive and authentic about the organisations and opportunities we represent to our network.

Our Network We socialise relevant opportunities to our extensive network of over 20,000 candidates, both active and passive. The She Can Do It network has breadth across multiple industries across Australia and includes multiple gender specific professional networks.

As our data shows women feel they need to meet 90%+ of requirements before applying, another important part of our positioning of opportunities is asking Core Competency questions to any candidate who has been referred to a role.

Assuring Suitability & ConfidenceWe find by asking Core Competency questions rather than using the standard application process, it allows women time to consider the opportunity and the skills and experience required for the role in a more in-depth format. In turn this gives women more confidence that the opportunity is appropriate when referring friends or colleagues and also boosts our female candidate numbers as they do not measure themselves against requirements in the same way as with a traditional job advert.

A secondary benefit of the Core Competency questions is that they help support recruitment decision-making by equipping our clients with evidence that supports the candidate selection decision.

Inviting Women to Our Network

Lawson Delaney will both invite professionals to join the network and refer female colleagues or friends.

Example of the notification candidates receive when they are referred to join the network:

Example of the notification candidates receive when they are referred to an opportunity:

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• We have an gender diversity strategy but arenot happy with itContact us for how to improve it.

• We do not have a gender diversity strategy orthe HR capability to develop oneContact us to define your strategy and genderdiversity goals.

• We have a gender diversity strategy of whichwe are proud ofTell us more, we'd love to promote your firm.

Which of the following applies to you?

Contact Us:Lawson DelaneyLevel 27, 333 Collins Street Melbourne VIC 3000

p: 03 9946 7312e: david@lawsondelaney.com.au w: www.lawsondelaney.com.au

Use She Can Do It to broaden your candidate pools and create a diverse, high performing company.