The current ecosystem of doing business has led international small and mid-sized businesses (SMBs) to value the diversity and global perspective, and innovation in business leadership as the new frontier in innovation. Women executives stand to change the game for small international businesses because of the global heritage they carry. There is need to change the international perception of women as underutilized managers.
Reasons Why International SMBs Should Support Gender Diverse Leadership
The C-level executives of the business determine the overall strategy and culture of the business. International SMBs who wish to grow and compete in international markets stand to gain by having female executives with international experience because of the following reasons:
- Ability to serve several markets
- Ability to lead differently
- Ability to withstand and adjust to economic changes
- Ability to overcome and strive through the challenges that they face
- Ability to open up new frontiers and cultivate new markets
Statistically, businesses that champion change through gender-diverse leadership teams outperform the rest in innovation and are more profitable. Diversity should no longer be viewed from the perspective of “a nice to have” but, rather, an advantage competitively.
Achieving the Best Approaches for Diversity Recruitment
In order for SMBs to attract and retain international female executives, they must adopt new hiring approaches. Here are the best practices every business should follow:
- Create Inclusive Job Descriptions
Words are powerful. Don’t use gendered language—use skills, metrics, and growth possibilities. Embracing equality encourages participation, while informing more women of the available opportunities.
- Use Global and Diverse Recruitment Channels
Post available positions on networks and platforms that focus on hiring executive talent from diverse backgrounds. Following best practices for diversity recruitment, engaging with international executive search firms who focus on diversity recruitment guarantees access to qualified women leaders from overseas.
- Implement Structured, Bias-Free Interview Processes
Standardized interview questions, diverse interviewers, and objective criteria for assessing interview candidates help curb unconscious bias and ensure that the process is equitable and uniform.
- Offer Flexible Leadership Packages
For overseas women executive, easily bankable leadership positions are measured against organizational culture, flexibility, and career outlook. Emphasize remote work, global mobility, and family-friendly policies.
- Build a Culture That Reflects Your Commitment
The hiring of diverse candidates must come with leadership who are welcoming and actively support inclusion. Women holding executive positions should be able to participate in and be supported by structured mentorships, ERGs, and support systems.
Case In Point: Expanding with No Borders
A Singapore-based international tech small to medium-sized business (SMB) recently hired a female CFO with North American and European experience. The company managed to grow their operations to three new countries in less than 2 years due to a flexibly sponsored work relocation and targeted diversity relocation policies. Along with improved internal morale and retention across departments, the added 30% revenue grew 30% net revenue.
Final Thoughts: Diversity Drives Success Worldwide
For international SMBs observing the policies of best practices diversity recruitment is more than mere compliance and legal obligations — it’s a masterful act. The brand is perceived as modern and of strong business stature and as a brand with purpose in the eyes of the or investors, customers and partners. Strengthens acquiring, insights and operations, as well as the leadership with the help of the branding as a female-inclusive and executive
This should be great motivation to reconsider the structure of their C-suite around the principles of equity and excellence.
