Viktor Solomin/Stocksy
Many firms struggle to attract a diverse talent pool, particularly women. To stand out, companies often tout flatter organizational structures in their recruitment materials, assuming these unique features will appeal to a more diverse group of prospective employees. However, new research uncovers a surprising finding: highlighting a flatter hierarchy may, instead, diminish women’s representation in the applicant pool. Additional findings suggest that women tend to perceive flatter organizations as more difficult to fit into, burdening them with a heavier workload, and offering fewer career advancement opportunities. This research indicates that companies should carefully consider how they present their organizational structure to job seekers to avoid unintentionally discouraging women from applying.
Diversifying the workplace has become a central objective for many employers, with U.S. firms spending nearly $8 billion annually on diversity efforts. While the many benefits of diverse teams have been widely studied, attracting a diverse talent pool has proven challenging for some companies, and many groups, like women, remain severely underrepresented across industries. The push for gender diversity is especially crucial for startups, who risk accruing “diversity debt” — the issue of correcting a lack of diversity that becomes increasingly difficult as the firm grows.
