Advancing gender equity
WHILE many in the technology sector would argue they’ve made strides in championing women’s advancement, with many women making significant contributions and leading innovative ventures, the numbers paint a different picture.
Women make up just 31 percent of employment in technology in Australia. It’s clear that the journey to full representation and equal opportunity remains ongoing. While numbers often dominate discussions around gender disparity, they shouldn’t obscure the broader objective: fostering a diverse and inclusive environment where talents can excel regardless of their gender.
The vast talent pool across Asia-Pacific (APAC) offers immense opportunities to integrate and retain more women into technology and engineering roles at all levels. Actively promoting these opportunities amplifies the industry’s commitment to diversity while contributing to innovation and resilience.
After all, true diversity isn’t just about bridging the gender divide.
Instead, diversity welcomes a symphony of perspectives stemming from varied experiences, and respecting, valuing, and nurturing these differences is paramount.
Flexible remote first approach organizations, and industries more broadly, must overcome a key barrier to female representation in the workforce: the challenge of juggling professional responsibilities with familial roles.
The demands of caregiving often fall on women and can hinder career advancement, with more than half (56 percent) reporting that caring for children was the main barrier to work or working more hours, compared to 0.2 percent for men.
By adopting a flexible remote first approach, companies can give all employees, regardless of gender, the flexibility they need to manage both their professional tasks and family commitments, while providing a more balanced opportunity for men and women to contribute to housework in more equal measure.
Importantly, a blend of work-from-home and in-office work policies can be a game-changer, as, when coupled with supportive measures like flexible working hours, extended parental leave and facilitated reintegration post-leave, such policies can significantly enhance women’s participation and growth in the workforce.
Historically, geographical constraints often curtailed opportunities, especially for women who, due to societal or familial pressures, found it challenging to relocate or commute long distances. Remote work dismantles these geographical barriers, ensuring that talent is recognized and nurtured, regardless of location.
Remote work, by its very nature, lets women transcend physical boundaries. It ensures that leadership, for example, is no longer confined to boardrooms or defined by geographical constraints. This means that women who might previously have been restricted by location or ability to travel can now lead teams spread across the globe. This virtual leadership lets women harness their skills, knowledge, and expertise to influence and drive change, no matter where they are situated.
A study by Opinium revealed that one in five (19 percent) mothers of young children have contemplated leaving the workforce temporarily or permanently due to the challenges of balancing childcare and their career, whereas for fathers, this figure was one in ten. This indicates a significant gender disparity in the impact of return-to-office (RTO) policies. Companies should not rush into implementing such policies if they aim to attract and retain female talent within their workforce.
Navigating boundaries, stigma
With the advent of more flexible and remote work environments, it’s crucial to recognize that women, too, must assert boundaries, considering the dual responsibilities of work and family that they often shoulder. Maintaining a healthy work-life balance, particularly for women, demands careful attention.
Simultaneously, it’s essential to acknowledge that both women and men may face stigma in certain contexts for prioritizing family needs through flexible remote work arrangements. This stigma can be particularly pronounced for men who seek flexibility to care for their families, encountering discrimination in some instances.
It’s imperative for us to acknowledge and address these shifting attitudes, fostering a more equitable and inclusive environment for all genders.
Digital tools for gender inclusivity
To create an inclusive remote working environment for gender equity, it’s also essential to ensure that teams have access to the necessary resources and tools they need to succeed in such an environment. For example, providing training in digital tools, cybersecurity practices, and virtual collaboration platforms can empower women and men to thrive in this new normal.
Additionally, training in effective virtual communication, conflict resolution, and team management can equip leaders to oversee remote teams proficiently.
Leadership in a virtual world requires a different set of skills, and organizations must be proactive in providing the necessary tools and training.
The evolution of the modern workplace has been profound, with flexible remote work emerging as one of the most significant changes. This shift holds the potential to revolutionize gender dynamics in professional settings, offering an environment where equity is not just aspirational but achievable.
The future of work is undeniably digital, and companies that are forward-thinking will recognize the role of remote work and the potential of this shift to redefine gender norms in leadership. By actively promoting gender equity, providing necessary resources, and addressing unique challenges, businesses can ensure a more balanced and inclusive working landscape.
Sojung Lee is the president for Asia-Pacific at TeamViewer, a remote access and remote control computer software solution that provides support for the maintenance of computers and other devices and collaborate online.