Ensuring optimal gender representation in recruitment and selection: the case of CERN

This study examines gender diversity in recruitment and selection, exploring ways to improve female presence in science. First, the concepts of equal opportunities and managing diversity are presented. Next, the business case for diversity is discussed, emphasising the business and ethical benefits for organisations. Then, gender diversity issues regarding the underrepresentation of women in science are examined, focusing on gender stereotyping and the "leaky pipeline". Previous studies emphasise the importance of HRM activities such as recruitment and selection to promote gender diversity. However, there are still barriers when recruiting and selecting women in science. To examine and explore the research topic, a case-study approach is adopted. Methods included document analysis, interviews with key informants and cohort analysis. The limitations of the methodology are discussed and recommendations for future work are proposed. By examining the example of CERN, an intergovernmental research organisation, conclusions are drawn about optimal gender representation in the professional category of scientific and engineering work. By exploring factors affecting its recruitment and selection practices, it is argued that the reliance on external markets, with low female candidate pools, limits its sourcing efforts. Internal and external actions are proposed, not only in recruitment and selection, but through diversity campaigns and collaboration with CERN's Member States to attract more female applicants, raise awareness about gender diversity and educate future generations of female scientists.