.svg)
While the tech industry has made noteworthy strides over the last few years, gender disparity is still prevalent. Data by the U.S. Bureau of Labor Statistics shows that women constitute only 28% of IT roles despite making up 47% of the workforce.
Additionally, according to McKinsey, the gender disparity in tech leadership roles remains vast, with women facing an 18% less likelihood of being promoted compared to men.
Despite these statistics, there is a growing recognition of the need to empower women in technology. Here are seven strategies for companies to support the tech for women agenda.
Companies must proactively address biases during the recruitment and promotion of tech talent. A 2022 McKinsey report established that only 52 women out of 100 men are promoted to manager.
These numbers are even lower in the tech roles, with women holding only 30% of software and 17% of hardware roles at the SVP level.
Company execs must develop guidelines for interviewers to reduce gender biases during recruitment. These steps can include anonymous resume reviews, structured interview formats, and diversity training for vetting teams.
Another critical step a company can take in empowering women in technology is to give women equal opportunities to attain leadership roles.
When women occupy influential roles in organizations, they show young women contemplating careers in tech that the industry is open to everyone, irrespective of their gender.
According to a Pew Research Center report, male-dominated workplaces cause 79% of women to feel the urge to prove themselves. But, by implementing mentorship and training programs, women in the workplace will receive practical support and credit for their efforts.
However, tech for women mentorship programs shouldn’t just provide skill development. They should also address women’s challenges and obstacles in the tech industry.
Striking a balance between work and personal life is vital for the well-being of all tech industry employees, including women. Leaders shouldn’t only offer lip service to it but proactively implement guidelines to support it.
Women in tech find it more complicated than men to establish a healthy work-life balance because they have to juggle more responsibilities outside work.
A study by Deloitte established that women are more likely to leave their jobs if their hours are inflexible. 14% cited a lack of flexibility, while 12% mentioned an unfavorable work-life as the main cause of why they quit.
HR decision-makers should think about providing benefits that are customized for women in tech.
These benefits could include equal pay with men in the same roles, comprehensive maternity leave policies, and lifestyle spending allowances.
These efforts can showcase your company’s dedication to fairness, support of women’s mental health and well-being, and the empowerment of women to balance family and career obligations.
In 2018, Iceland became the first country in the world to enforce equal pay. Can this be replicated in other countries? Frankly, there’s no reason not to.
Women need encouragement to participate in community and networking events. This can be accomplished by exposing them to fellow women in tech-related organizations and societies.
Companies can allocate specific budgets and hours for these activities. By participating in relevant networking groups, women in IT can share experiences, expand their networks, and access valuable mentorship.
Social events can inadvertently exclude women if not planned carefully. Tech managers should offer a variety of team-building activities that appeal to diverse interests and backgrounds. Doing so will promote a culture of inclusivity.
Company leaders have an essential role to play in empowering women in technology. These efforts don’t just bridge the gender gap but also create a future where everyone can thrive and realize their potential.
While the tech industry has made noteworthy strides over the last few years, gender disparity is still prevalent. Data by the U.S. Bureau of Labor Statistics shows that women constitute only 28% of IT roles despite making up 47% of the workforce.
Additionally, according to McKinsey, the gender disparity in tech leadership roles remains vast, with women facing an 18% less likelihood of being promoted compared to men.
Despite these statistics, there is a growing recognition of the need to empower women in technology. Here are seven strategies for companies to support the tech for women agenda.
Companies must proactively address biases during the recruitment and promotion of tech talent. A 2022 McKinsey report established that only 52 women out of 100 men are promoted to manager.
These numbers are even lower in the tech roles, with women holding only 30% of software and 17% of hardware roles at the SVP level.
Company execs must develop guidelines for interviewers to reduce gender biases during recruitment. These steps can include anonymous resume reviews, structured interview formats, and diversity training for vetting teams.
Another critical step a company can take in empowering women in technology is to give women equal opportunities to attain leadership roles.
When women occupy influential roles in organizations, they show young women contemplating careers in tech that the industry is open to everyone, irrespective of their gender.
According to a Pew Research Center report, male-dominated workplaces cause 79% of women to feel the urge to prove themselves. But, by implementing mentorship and training programs, women in the workplace will receive practical support and credit for their efforts.
However, tech for women mentorship programs shouldn’t just provide skill development. They should also address women’s challenges and obstacles in the tech industry.
Striking a balance between work and personal life is vital for the well-being of all tech industry employees, including women. Leaders shouldn’t only offer lip service to it but proactively implement guidelines to support it.
Women in tech find it more complicated than men to establish a healthy work-life balance because they have to juggle more responsibilities outside work.
A study by Deloitte established that women are more likely to leave their jobs if their hours are inflexible. 14% cited a lack of flexibility, while 12% mentioned an unfavorable work-life as the main cause of why they quit.
HR decision-makers should think about providing benefits that are customized for women in tech.
These benefits could include equal pay with men in the same roles, comprehensive maternity leave policies, and lifestyle spending allowances.
These efforts can showcase your company’s dedication to fairness, support of women’s mental health and well-being, and the empowerment of women to balance family and career obligations.
In 2018, Iceland became the first country in the world to enforce equal pay. Can this be replicated in other countries? Frankly, there’s no reason not to.
Women need encouragement to participate in community and networking events. This can be accomplished by exposing them to fellow women in tech-related organizations and societies.
Companies can allocate specific budgets and hours for these activities. By participating in relevant networking groups, women in IT can share experiences, expand their networks, and access valuable mentorship.
Social events can inadvertently exclude women if not planned carefully. Tech managers should offer a variety of team-building activities that appeal to diverse interests and backgrounds. Doing so will promote a culture of inclusivity.
Company leaders have an essential role to play in empowering women in technology. These efforts don’t just bridge the gender gap but also create a future where everyone can thrive and realize their potential.
