Four ways of bringing more women into tech corner
The discussion about gender equity in the workplace is nothing new. It’s been ongoing for decades, but we’ve made a good deal of progress overall. However, we still have a lot of problems encouraging diversity in tech.
Varied perspectives make for a more dynamic, in-touch and ultimately sustainable organisation, meaning that it’s not just a moral judgement — it’s also smart business. The shortage of female recruits in tech, though, makes diverse organisations much harder to build. This leaves a lot of tech businesses asking the question: “How can we attract more diverse recruits?” Fortunately, addressing imbalances in tech isn’t as difficult as many might assume.
Opportunities for advancement are a powerful incentive in recruiting top talent, and the best way to recruit female candidates revolves around this very simple concept. Step one is to underscore that the same opportunities exist for male and female recruits by encouraging women in leadership positions. Drawing on diverse perspectives in leadership will pay off quickly as you can expect more
HOLD THE DOOR FOR OTHERS
Data from 2015 found that less than 30 percent of the labor force at the largest tech companies were women, and women occupied just 15.6 percent of explicitly tech-related positions. It’s not easy for women to find their way in this industry. When they do, though, it’s helpful if they can provide support for others still at the beginning of their career.
Of course, helping bring women on board is just part of the equation. Business leaders can also make a positive difference by equipping women in tech with the tools to find success.
The best way to get others to promote your contributions is to start promoting yourself. Women need to take on the roles of selfadvocates, but that’s much easier with the benefit of guidance from a more experienced figure.
Unsurprisingly, though, these relationships tend to be divided along gender lines.
DEVELOP PASSION EARLY
The themes of mentorship and advocacy carry over into the next generation as well. Based on my experiences, there are three main reasons young women tend not to consider tech as a career path:
The passion for tech isn’t instilled in girls early on. Girls aren’t aware of the opportunities available in the field.
They don’t possess the same confidence as boys when it comes to tech.
Correcting for these is essential if we’re ever going to address the gender imbalance in the industry, and we’re going to have to start with young people to pull it off.
DIVERSITY Problems abound in tech for women and girls.