Inequality still lingers in the workplace between women and men in terms of recruitment, hiring, promotion and salary. There’s a long-standing conversation concerning the wage gap, but are you aware of the confidence gap? Recent studies show that men generally overestimate their abilities and performance, while women underestimate both. When female candidates review a job listing, most won’t apply unless they meet all of the job criteria. Men will typically apply if they meet 60% of the requirements. This is the “confidence gap,” and women are effectively screening themselves out of the candidate pool without applying. Attracting and retaining the right employees begins with the company’s job listing process.

Inclusive job postings Keep wording neutral and craft individual job postings with special care. Focus job descriptions on the expectations of the role and remove non-inclusive verbiage like “rock star” or “ninja.” One report by Linkedin showed that as many as 44% of women would be less likely to apply for a position included the word “aggressive” in the job description.

Salary transparencySalary and benefit information is important to both genders but is 10% more important to female applicants on average. When an employer is upfront about salary ranges and transparent about payment practices, it’s a signal that they are committed to fair pay.

Flexible schedules for work-life balanceThe term “flexible schedule” works its way into a lot of job listings, but many employers fall short of understanding what “flexible” means. Flexibility needs to go beyond letting someone work from 10 to 6 instead of 9 to 5. True flexibility allows employees to adjust their schedules, without penalty, for whatever life throws at them. It focuses on performance, not hours at the desk. This system leads to employees who feel more valued and satisfied with their jobs.

Improve maternity and parental leave Mothers of young children have the lowest labor force participation rates of any sector. Offering generous maternity and paternity leave policies is one of the most effective ways a company can demonstrate a commitment to women and working families. Improving maternity leave benefits can increase the likelihood that women return to and stay with a company after maternity leave. Furthermore, because most states don’t require paternity leave by law, implementing it shows willingness to go above and beyond to promote equality and inclusion.

Implement a zero tolerance policy for sexism and harassmentAttracting women requires creating a workplace in which both women and men are treated equally. Today, most companies have documented discrimination and sexual harassment policies. But creating a culture that truly embraces equality means more than airing a few videos about discrimination and harassment. Take a close look at company practices and be sure to excise sexism in all forms from the workplace. This means educating employees about unconscious biases as well as benevolent sexism.

Place women in leadership positionsIt’s a well-documented fact that diverse leadership teams tend to be more successful. Companies serious about growing their business and recruiting talented women need to ensure that their leadership team includes strong female members. Women at the entry and mid-level need to see career paths within a company. If men dominate the corner offices, women are less likely to believe climbing the corporate ladder is a worthwhile effort.

Companies can make small changes that drive progress to equality in the workplace.