Member Perspective: Devon Winter

Guest Commentator: Devon Winter, President, F. W. Winter Inc. & Co. @FWWinterIncCo1

As middle market companies continue to look for innovative ways to recruit and retain talent, especially during the pandemic, how will hiring, supporting, and advancing women help address this issue and positively impact organizations?

As middle market companies continue to look for innovative ways to recruit and retain talent, especially during the pandemic, the hiring, supporting, and advancing of women will help address the current hiring issues and positively impact organizations. It is important to have a diverse number of people, voices, perspectives, and backgrounds within an organization from the shop floor to the C-Suite. Women bring a different type of perspective and work attitude based on their own unique experiences. According to data from Women in Manufacturing (WiM), as of 2020, women comprised 47% of the U.S. labor force. It only benefits a company to have a diverse palette of participation within its organization to impact positive growth and ensure a resilient spirit in times of uncertainty.

From a middle market manufacturing company perspective, women only account for 29% of the manufacturing workforce, yet women earn more than half of all associates, bachelor’s, and masters’ degrees. Women in the labor force are an under-tapped resource for talent. It is apparent more than ever that companies are struggling to hire and retain talent regardless of gender. This comes back to the evolving trend (that’s here to stay) where the labor force is looking to be seen, heard, and compensated for the value they bring to the advancement of an organization. Thus, middle market companies, if they are serious about growth, need to be looking for ways to be supporting their labor force. This can be done through paid family planning leave, flexible work schedules, resources for childcare, and further education, as a few examples. All of these are costly, but time is one of the most valuable resources we have, and giving time back to an organization’s labor force in innovative and effective ways will lead to better retention, collaboration, and growth for an organization.

Companies need to maintain an open dialogue with their employees to ensure that there is a steady stream of communication. This will hopefully mitigate unplanned exits from organizations due to unsatisfied employees. I think in running any organization there is always the fear of employees leaving, but employees typically don’t leave when their needs are being met or at the very least there is open communication about what a company can realistically provide in terms of compensation and work atmosphere. I think companies greatly undervalue or shy away from tough discussions with employees. In the middle market space, where companies are still small enough to maintain this open communication with their employees, this is a sure way to recruit and retain talent.

Upcoming Event

[Virtual] Women in a Post-Pandemic Workplace: Expanding Opportunities & Support for Women Leaders
Wednesday, November 10, 2021 | 12:00 p.m. – 1:00 p.m. | Held via Zoom

Hear from a panel of leading experts as we expand on the Chamber’s Women In Crisis conversation held earlier this year, explore the findings of McKinsey’s 2021 report, and shed new light on how regional employers small and large are supporting the advancement of women’s careers today and what more can, and should, be done in the year ahead.