Employers have taken positive steps to improve workforce diversity and inclusion. However, some sectors are still struggling to recruit and retain women in tech roles.
Of the businesses surveyed for our 2023 Diversity in Tech report, 40% accept that they lack gender diversity. This is particularly concerning given the range of rewarding tech careers on offer.
From roles at 'Big Tech' firms to fast growing FinTechs to insurance giants, women are losing out by not being represented equally. Meanwhile, businesses are missing out on the skills and experiences women bring, along with the positive benefits diversity has on attracting future talent.
Tech employers must put greater focus on attracting women and investing in their development to enable them to thrive. In this blog, we’ve shared some practical tips to help your organisation improve gender diversity.
> 1) Create a culture of recognition and reward
A career in the tech industry can be lucrative, offering well-paid opportunities from entry-level through to C-suite. However, not all opportunities are created equal, and sadly, the gender pay gap in tech is higher than the national average.
To enable women to see tech as a great opportunity for them, you need to provide fair and competitive salaries. This, along with offering other perks, such as a generous annual leave package, can attract women to apply for and accept roles.
Once they’re in their roles, offer training opportunities and encourage women to develop their skills and support career progression. Women are just as interested in leadership positions, but sadly more prone to suffer from imposter syndrome.
Seeing other women succeed in senior roles and leadership positions enables colleagues to see that there is an opportunity for women to take on greater responsibility and higher pay at the organisation.
> 2) Focus on inclusivity throughout the employee experience
Creating an inclusive, empowering workforce culture benefits everyone. In fact, research has suggested that having more women in the workplace makes it a better place to work for all.
What’s more, bringing women into the workforce can support financial gain for your organisation. Previous research has indicated that companies with greater gender diversity are likely to outperform less diverse companies when it comes to profitability.
This starts with recruitment. Be sure to implement transparent hiring strategies, such as publishing neutral job descriptions, conducting blind CV reviews, and providing anti-bias training for interviewers. Check out our previous article on the do’s and don’ts of an inclusive hiring process.
Beyond onboarding, encourage women to engage in employee forums and women only ERGs where they can voice their opinions in the knowledge they will be listened to and respected. This can take the format of one-to-one or group meetings that offer women the outlet to amplify their voices.
> 3) Offer and advocate for flexible working
Since the pandemic, flexible, hybrid, and remote working patterns have rightly been introduced in more and more organisations. By nature, tech roles lend themselves to remote working and can provide appealingly flexible opportunities.
With women more likely to have caring responsibilities, this positive movement can be particularly beneficial, offering the flexibility for women to remain in the workforce while balancing other commitments. This working model is a huge step towards supporting women in tech.
However, flexible working is about more than just letting parents pick their children up from school. It can enable employees to work at times and in ways where they can be more focused and productive, such as early in the morning. Again, this can also benefit your entire workforce, reducing the risk of employee burnout.
Part of the challenge is that some job advertisements position flexible working as a ‘perk’ to draw candidates in. Don’t just create an appealing policy; put it into practice.
For example, seeing senior colleagues make use of flexible working opportunities can help women understand that the organisation does not think poorly of those who take advantage of it, creating a comfortable work environment.
In summary, leaders must create a more positive future for women in the tech workforce. Dedicating time and attention to recruiting and retaining women in tech roles benefits you, your staff, and wider society. By taking a few smart steps now, you can make a meaningful difference for your future workforce.
