Every industry and work niche focuses on the women empowerment sector. It applies to all professions in the mainstream categories. The Human Resources (HR) department is no exception. Women in HR are open to discussion on a larger scale because of their huge numbers and impact points.

Is HR a woman’s job? Not necessarily. But the vital importance of women in HR is huge. This post helps you determine the role that women personnel play in the HR sector and how it affects them in return concerning the division. Have a look at the evolution, status, and forecasts for women in HR.

Embracing The Role of Women in HR

Women and their professional contributions to the HR sector have been in existence since the beginning of documented HR history. At first, hesitations were present that prevented women from fully embracing the division owing to the general taboo in women’s employment. But that was not supposed to be the case for the longer period.

Over the decades, women HRs have grown proficiently in numbers and activities. It did grow to a stage where the majority of the HR division is occupied by women. It is an entirely different subject to discuss the advantages and disadvantages of such extraordinary numbers. What matters more is the value addition that the HR resources share with the organizations. If someone has a question about why most HR employees are female, you can convince them with a valid reason.

In the earlier stages, HR statistics were about balancing the gender numbers and overcoming issues related to equality achievement. Nowadays, the focus is on building an essential HR service system that delivers the best value in core HR functions and organizational operations.

Relevant Stats on Women in HR

Listed below are certain stats related to the HR division to help you better understand the role of women in the segment. 

  • Whether you are a Chief Human Resource Officer (CHRO) or a trainee in the division, your job role will extend to special tasks like advising, confidante sharing, strategy formulation, coaching, counseling, etc. Nearly half of the HR division percentage numbers focus on these tasks, with the numbers increasing at high rates.
  • General recruitment and hiring functions have given way to specialized talent acquisition activities. It owes to mixed-up scenarios arising from employee engagement and performance management.
  • Have you ever wondered what percent of HR professionals are female? An estimated 70% of the HR personnel are women. It is one of the few sectors where women outnumber men by sheer quantity.
  • The post-pandemic era has changed how the HR division is viewed and utilized. Women HRs are also subject to this change. In the bigger picture, these changes reflect an upgrade to a more vibrant, dynamic HR model.
  • Women HR should focus more on creating sustainable practices in the organization. These industry-level diversity and inclusion measures are significant for raising the bar of your total operations reach.
  • HR sector is also subject to professional issues that may arise within an organization. These may be burnout problems, compensation troubles, or the investment potential confusion about the business model. The numbers on these factors could vary according to the work levels of the organization.
  • Pay rate issues are a reality. Even with higher employment percentages, women HRs are struggling to bridge the gap between their male counterparts in terms of final compensation or basic wages.
  • Earlier phases indicated the onboarding of women HR professionals to just balance the gender gap in the profile. Currently, strategic decisions are in place to develop a sense of clarity in the HR management process with the support of actionable insights.
  • HR bureaus and departments are presently focused on resource management without any biases or prejudices. No classification related to race, gender, age, location, or other stats is causing a divide in the HR resource’s progress in a work environment.

Future Scope and Potential of Women in HR

The future potential of HR is closely linked to the scope of general organizational requirements. Initial steps to explore this potential started before the pandemic times itself. In the era of the new normal, horizons have expanded to greater levels. As for the women in HR profiles, the possibilities are endless.

A few pointers are listed below to help you better understand the future scope of women in HR.

  • Awareness of the HR tasks will improve. It will give rise to a handful of conscious decisions that will strategically change the HR operations’ execution.
  • Right now, the business models of various organizations have a huge impact on their HR processes. It will change to an even better version where HR operations will drive the general business model.
  • Going forward, a woman’s experience in HR activities will matter more than the achievements of her and the organization. It means that performance measurements will be strictly based on how a resource manages its tasks. It will frequently change, requiring you to opt for a gradual check-up.
  • As is the case with technology now, more lucrative innovations will happen in the HR solutions segment. It will aid in more integrations, especially for technology solutions focused on enabling women in HR.
  • Work-life balance is now more about work-life fit. Better hybrid and remote options will help the HR system adapt to accommodate women at their maximum potential.
  • The beneficial rewards system for resources will continue to exist. More women-focused recognition schemes will occur to enable the female personnel associated with the HR domain.
  • New interactive solutions will be added to develop women in HR. These items would be streamlined, open to interpretation among the business ideals, and would be seamless to implement.
  • HR jobs for female resources will be on the rise. Rather than just numbers, it will spread to quality distribution in the HR functions.
  • The talk about equal opportunities will gain more relevance and priority. There is even an option for launching initiatives to build a system where a diverse pipeline of opportunities is available.

Artify 360 and Inclusion of Women

The general statement to consider in an ambiance involving digitized solutions is the possibility of growth in the future. With the inclusion of digital software, the inclusion of women in the workforce should deliver effectively to create a custom platform. This platform should work as a portal or online tool to optimize the organizational processes.

The same theory applies to HR practices and women in the division working for the upliftment. Different platforms and products are available in the market to promote such HR activities. Artify 360 HR payroll software is one such platform. A one-stop solution to manage all your HR needs, you can utilize the SaaS product to develop an exclusive custom portal highlighting the requirements and demands of the women HR personnel.

The service solutions can vary from a simple task like setting up women’s day email to employees from HR and extend to core HR-women empowerment integration. Get your dose of Artify 360 HR Software systems by reaching out to the in-house team. You can also open an exclusive channel to learn and do more about the cloud HR software specific to your women team members.