To have more women in sales organisations, a shift in leadership mindset is necessary
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To have more women in sales organisations, a shift in leadership mindset is necessary

In recent years, there has been a growing recognition of the importance of women in sales prospecting. Studies have shown that companies with a higher percentage of women in sales teams tend to have better overall sales performance and revenue growth. However, according to a study by Hubspot, women make up only 39% of sales teams.

This gender gap is not only unjust but also has significant implications for sales organizations. Research suggests that companies with more women in sales tend to outperform their competitors. For example, McKinsey & Company found that companies with more gender diversity in their executive teams were 21% more likely to experience above-average profitability.

Despite these clear benefits, many organizations are still struggling to attract and retain women in sales roles. This is partly because of the persistent gender stereotypes that suggest that sales are a “man’s world.” Many people assume that women are not as aggressive or assertive as men, and therefore not as suited to boost sales pipelines.

Research suggests that these stereotypes are unfounded. Women often have unique strengths that make them excellent salespeople. Instead, studies show that women tend to be better listeners, more empathetic, and better at building relationships than men.

Given the benefits of gender diversity in sales, it’s time for organizations to take action by bringing a shift in the mindset of sales leaders. Sales leaders must recognize the value that women bring to sales organizations and actively work towards recruiting and retaining female salespeople.

How do we achieve this in the modern corporate world?

One way to do this is by rethinking the way sales jobs are marketed and presented to the public. Instead of emphasizing traditional skills like aggression and competitiveness, organizations should highlight the skills that women tend to excel in, such as sales prospecting, client relationship-building, and empathy.

Another important step is to create a more supportive and inclusive workplace culture. This means providing opportunities for women to advance within organizations, offering flexible work arrangements, and ensuring that women have access to the same training and development opportunities as their male colleagues.

Ultimately, organizations that prioritize gender diversity will be better positioned to succeed in today’s rapidly changing business environment. This way, organizations will be able to tap into a wider range of talent, perspectives, and ideas, driving innovation and growth.

Here are ten suggestions for sales leaders to set things in motion and increase gender diversity in sales businesses:

  1. Conduct a diversity audit: Start by conducting an audit of your organization to identify any area where gender diversity is lacking. This will help you understand the current state of your organization and identify opportunities for improvement.
  1. Set specific goals: Once you have a clear understanding of the current state of your organization, set specific goals for increasing gender diversity in sales. This will help you focus your efforts and measure progress.
  1. Expand your recruiting efforts: Look beyond your traditional recruiting channels to attract a more diverse pool of candidates. Consider partnering with organizations that focus on promoting gender diversity in sales, attending career fairs targeted at women, or offering referral bonuses to employees who refer women candidates.
  1. Offer mentorship programs: Provide opportunities for female salespeople to connect with experienced mentors within your organization. This will help women build their skills and advance their careers.
  1. Provide training on unconscious bias: Offer training on unconscious bias to help sales leaders recognize and address any implicit biases that may be preventing women from advancing in sales roles.
  1. Offer flexible work arrangements: Consider offering flexible work arrangements, such as telecommuting or flexible hours, to help support work-life balance for all employees, including women.
  1. Create a supportive workplace culture: Foster a workplace culture that supports diversity and inclusion. This includes promoting open communication, offering regular feedback, and providing opportunities for career advancement.
  1. Celebrate diversity: Recognize and celebrate the unique strengths that women bring to enhance the sales pipeline. This can help create a more positive and inclusive workplace culture.
  1. Evaluate your compensation structure: Evaluating your compensation structure is a critical step in ensuring gender equality in the workplace. Compensation structures include the pay and benefits that employees receive, and they should be designed to reward employees fairly based on their skills, experience, and job responsibilities.
  1. Monitor progress and adjust as needed: Finally, monitor progress regularly and adjust your strategies as needed to continue making progress toward your goals. This will help you stay on track and ensure that you are making meaningful progress toward increasing gender diversity in sales.

Why do sales leaders have a rigid mindset while hiring?

Sales leaders often have a preconceived notion of what a successful salesperson looks like. They may be looking for a specific set of skills, experience, or personality traits. While these characteristics are undoubtedly essential, having a rigid mindset can limit the potential of the sales team and the organization.

One of the reasons for this rigid mindset is the fear of failure. Sales leaders may feel the pressure to deliver results quickly and are often measured based on their team’s success. As a result, they may be hesitant to take a chance on someone who doesn’t fit the mold of a “typical” salesperson.

Another reason for this mindset is the lack of diversity in the sales industry. Historically, the sales industry has been dominated by men. As a result, sales leaders may be more likely to hire candidates who look and act like them, perpetuating a lack of diversity in the industry.

To overcome this challenge, sales leaders must be willing to challenge their preconceived notions and be open to hiring candidates who may not fit the traditional mold of a salesperson. They should focus on the candidate’s potential, rather than their experience or background. Additionally, organizations can work to create a more diverse and inclusive culture, which can attract a broader range of candidates.

In conclusion, increasing gender diversity in organizations is essential for promoting a more inclusive and innovative workplace culture. While there is no quick fix to achieving gender parity in sales, there are many steps that organizations and leaders can take to increase diversity and create a supportive workplace culture.

By taking these steps, organizations can get better business outcomes, including increased profitability, higher employee engagement, and improved customer satisfaction.

Looking forward, there is a reason for optimism about the future of gender diversity in sales. Many organizations are recognizing the importance of diversity and are taking steps to increase gender diversity in their organizations. Additionally, there is a growing movement of women in sales who are actively advocating for greater representation and inclusion in the industry.

As organizations continue to prioritize diversity and take meaningful steps to create a more inclusive workplace culture, we can hope to see continued progress toward gender parity in sales. By working together, we can build a more equitable and diverse future for the sales industry and beyond.

Meenakshi Girish is a professional Content Writer who has diverse experience in the world of content. She specializes in digital marketing and her versatile writing style encompasses both social media and blogs. She curates a plethora of content ranging from blogs, articles, product descriptions, case studies, press releases, and more. A voracious reader, Meenakshi can always be found immersed in a book or obsessing over Harry Potter.
Chandrani Datta works as a Manager-Content Research and Development with almost a decade’s experience in writing and editing of content. A former journalist turned content manager, Chandrani has written and edited for different brands cutting across industries. The hunger for learning, meaningful work and novel experiences keeps her on her toes. An avid traveller, Chandrani’s interests lie in photography, reading and watching movies.

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