March 8th marks International Women’s Day, a time to celebrate women’s achievements and reflect on what can be done to embrace equity. This call to action is important for industries across the board, especially the tech sector where just a quarter of jobs are held by women.
This gender imbalance highlights the lack of inclusion and diversity in the field. “Organisations must make a concerted effort to eliminate discrepancies and create a friendly atmosphere for people from diverse backgrounds,” explains Gal Helemski, co-founder and CTO of PlainID. “In several upcoming professions with the greatest pay and fastest job growth, there continues to be disproportionately large gender inequalities. Even though significant progress has been made, particularly in the technology industry, women continue to experience lower pay, fewer promotions, and less access to leadership positions.”
So, what can be done to improve the experiences of women in technology roles, and tackle gender biases in the industry?
It starts from a young age
Part of the problem is that women are not encouraged to pursue STEM subjects or careers. Samantha Thorne, head of people at Node4, explains: “in order to reach the equality we’re striving for, organisations need to engage women in the opportunities within the tech industry from an early age.”
She outlines how organisations can help in this regard, stating, “we actively work with local schools and colleges to give talks and interactive sessions to GCSE and A-Level students and offer several work experience and placements each year, alongside our affiliation with CyberFirst to bring the next generation of talent into the industry.”
Dominique Fougerat, EVP people & culture at Axway, agrees that there is value in encouraging young women: “By going into these educational settings and talking to girls and young women about careers in STEM, we encourage them to consider a technical career that they might not have considered before.”
Inclusion should be built into hiring practices
To see more women in tech, organisations also need to ensure that they are using equitable and unbiased hiring practices.
As Vikki Woodford, head of product operations at Tax Systems, declares, “the best person for the job should be in the job, regardless of gender or other consideration, and at the same time, the company must have the correct balance of skills and experiences to lead a successful company with a winning culture.”
Traditional ideas about what each gender can bring to the table need to be forgotten, as Woodford elaborates, “hard-nosed business decisions aren’t just male traits, and empathetic, diplomatic approaches don’t just come from women.”
Supporting women in the workforce
Part of creating an equitable working environment means supporting all of your employees. Susanne Gurman, VP of revenue marketing at Beyond Identity, explains that “benefits and programs designed to meet and support the needs of women are vital throughout all aspects of the working world to ensure equality is achievable.” She continues, “organisations can also show support by introducing flexible hours, transparent and equal pay, improved maternity and paternity care, and healthcare benefits specific to women.”
This flexibility should be extended to women returning to work Oylum Tagmac, senior director of international partner management at Commvault, points out: “It can be a challenge for women who take a break to have children. These women should be supported to have short pauses in their careers and there should be programs in place to bring them up to speed on their return. Flexible business hours and hybrid work policies should be implemented to provide flexibility for women balancing domestic and work responsibilities.”
Diversifying the progression pipeline is a must
It is important for organisations to offer women role models they can relate to and this means seeing more women in leadership roles.
Tanja Omeragic, director, technical sales cybersecurity at ConnectWise, agrees, highlighting that “tech remains a male dominated industry. These barriers won’t ever disappear, but we can minimise them as more female leaders break the glass ceiling, inspiring others to do the same. Organisations can support this aim by increasing awareness of the possibilities for women in tech, and by encouraging its leaders to mentor other women in the workplace. Having someone invest in your career and growth can make a world of difference.”
It is the responsibility of the company to make sure they are offering the same opportunities for development for both men and women. Alexis Suggett, director, contracts and data protection officer at Cubic, urges: “organisations should be examining their progression pipelines, considering: Are there succession and progression opportunities for women? Do we have a diverse leadership team? We should be scrutinising our job descriptions to ensure they appeal to men and women.”
However, even when women do make it to the top of the career ladder, they can often feel out of place. Claire Hughes, human resources business partner manager at Totalmobile, knows this feeling well. “When I previously took on an executive position, I was all too aware that I was the only woman on the team and although I was never made to feel any different by my colleagues, I couldn’t shake the feeling that I wasn’t as experienced or knowledgeable as the rest.”
She goes on to say, “there are hundreds of incredible women in the technology industry to look up to, but they don’t always get the same recognition as their male counterparts.” Continuing, “imposter syndrome isn’t easy to overcome, but if you’re at the table, you’re there for a reason!”
Some advice woman to woman
Though it can seem impossible for women to make a name for themselves in the workplace, it is important to remember that there are some extremely successful women in tech.
Sofiia Dron, delivery director at Intellias, explains that it’s never too late for women to reshape their career and make a success of themselves in the industry. “I think it’s important that women aren’t afraid to push for change in their careers.” Reflecting on her own career, she adds, “although it was scary switching to something new, the progression was equally interesting and rewarding, and by pushing myself I gained diverse experience and confidence which helped me more easily dare to push for change and recognition.”
Julie Giannini, chief customer officer at Egnyte, also offers some sound advice on how women can help those following in their footsteps: “one of my philosophies toward creating a more diverse and inclusive workforce is paying it forward. Just as a longtime friend and former colleague helped me over the course of my tech career, I’m currently mentoring several young women, including one interested in pursuing a career in STEM. Everyone deserves a seat at the table; this begins at an early age and is fostered through helping others.”
Advance equal opportunities
The technology industry has come a long way in terms of inclusion for women, but there is always more that can be done. As Nicola Kinsella, SVP of global marketing at Fluent Commerce, concludes, “creating a level playing field for all genders is not just a moral imperative but also a business imperative.” She rightly concludes that “embracing equity involves action. So, look for tangible ways to involve your company in the fight to advance equal opportunities for all to celebrate this year’s #InternationalWomensDay.”
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