My experience hiring women for our company has been 1.) they often don't want the job, 2.) when they get the job, they often balk at how demanding it is, then 3.) if they do stick around, regardless how much training we give them we end up having to let them go. This is not all female hires; we have women in customer service roles, for example, who outperformed our male hires; the females kept the job, the males did not. But for more technical roles, they have consistently either balked at the workload or underperformed and been quickly fired (we fire male workers who underperform just as quickly).
I would love to hire female employees who are every bit as driven, thorough, methodical, and accountable as our best male employees (the ones we don't fire), who are also cheaper. But they do not seem to exist.
The rare female prospective hires who are available and seem good are often priced so high I assume their rates are the result of Fortune 500 companies competing over them to have an effective female on the team. Good for them, but until effective females become cheaper than effective males it doesn't make sense for us to hire them from a value perspective (we don't need the social signaling points).
I would love to hire female employees who are every bit as driven, thorough, methodical, and accountable as our best male employees (the ones we don't fire), who are also cheaper. But they do not seem to exist.
The rare female prospective hires who are available and seem good are often priced so high I assume their rates are the result of Fortune 500 companies competing over them to have an effective female on the team. Good for them, but until effective females become cheaper than effective males it doesn't make sense for us to hire them from a value perspective (we don't need the social signaling points).