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Women in tech: why we need parity – not just progress
8 minute read | Amanda Whicher | Article | People and culture Recruiting Emerging skillsets | Information technology sector
The demand for tech talent is showing no signs of slowing down. Growing business needs and emerging technologies are driving the requirement for skilled professionals who can fulfil an organisation’s digital vision. But in the wake of rapid innovation and shifting business priorities, are women being left behind?
Women in tech remain widely underrepresented, and while some progress has been made over the past few years, parity remains elusive. A combination of societal, financial and educational barriers are removing access to entry and deterring women from tech careers – a loss that impacts us all.
At one stage, it seemed as though the tide could be turning for women’s representation in tech. The pandemic catalysed a shift in workplace routines, and in some instances, increased flexibility provided women more opportunities to develop their careers. But despite the continued discourse surrounding gender diversity, female representation in tech remains low.
Women make up only 29% of the UK’s STEM professionals, and promotion opportunities remain uneven across industries. Citing the “broken rung” in the corporate ladder, recent research from McKinsey found that just 81 women were promoted to manager level for every 100 men promoted into a similar position.
Contributing factors are wide ranging: societal and educational influences, lack of representation, absence of mentorship opportunities, and evidence of gender bias in hiring decisions, to name a few. But funding has emerged as a growing obstacle too, with reports of tech companies dialling back on DE&I as business priorities shift.
This trend is placing tech-orientated charities, often an important vehicle for more equitable workplaces, under increasing pressure. UK-based Tech Talent Charter – designed to encourage more diversity generally in the sector – shut down in June, blaming tech companies for “quietly quitting” DE&I commitments.
Gender equity isn’t just a moral obligation – it’s a necessity that drives innovation and positively impacts an organisation’s bottom line. Diverse teams could make better decisions 87% of the time, while new businesses led by women could be more likely than others to succeed.
What’s more, companies that cultivate diverse workforces are more likely to develop tech products and services that better reflect their equally diverse customer-bases – fostering superior user experiences and delivering improved business outcomes.
This goes beyond the business case though; female representation is needed to develop bias-free products that benefit society at large and create the greatest social value possible. This is especially true in AI development, where homogenous teams are more likely to see human bias creep into AI systems and be amplified at scale, potentially discriminating not only against women, but other marginalised groups as well.
Creating a more diverse tech landscape is a shared concern, but what steps can organisations take today to break down barriers and increase opportunities for women in tech?
Inclusive cultures start from the hiring stage. Address gender bias across your recruitment processes and ensure job vacancies avoid masculine-coded language that may deter female candidates. Anonymised selection processes may be worth considering too, which almost two-thirds (63%) of women working in tech believe would give them more confidence that they’ll be fairly considered, according to our latest DE&I data.
Moreover, prioritising potential over experience could be an effective way of engaging the next generation of female tech professionals. As well as opening up opportunities for more female candidates, a willingness to take on those with valuable transferable skills, such as communication or emotional intelligence, could be a wise investment as AI sees greater adoption. Adaptable traits such as these could be just as important as technical skills when creating and leveraging AI models, and are more resilient to change in a rapidly evolving industry.
However, breaking through to undiscovered talent pools can be a challenge. That’s why we’re providing a scalable and flexible academy model in the form of our Skills and Learning offering, providing organisations with direct access to diverse talent that matches their business needs.
Our latest DE&I data revealed that 50% of women perceive gender to be a factor limiting their career progression prospects. It’s imperative then that organisations can foster an environment where female tech professionals have the confidence and backing to challenge preconceptions and be the authors of their own success. Allyship is crucial in this effort, and might include promoting meaningful diversity initiatives or educating your staff on the damaging impact of micro-aggressions.
However, these efforts will feel hollow without female role models that women in tech can look up to.
Showcasing successful female tech professionals is an important way of engaging both existing staff and aspiring female tech candidates. Be sure to highlight the achievements and accolades of women in tech, providing female voices a platform wherever possible – whether that be through employee resource groups, spotlight articles or hosting events.
It’s crucial that women are offered the development and progression opportunities that empower them to reach senior roles, which will in turn reciprocate inclusive cultures across your organisation and create more female role models.
Although more organisations are calling their staff back into the office, flexible working arrangements are known to improve employee satisfaction and retention efforts – and could be a boon for busy working mothers balancing their tech careers with family life. Hybrid working becomes critically important to females due to the caring and childcare responsibilities that they tend to bear more frequently than male counterparts.
Going beyond hybrid working, organisations should consider implementing parent-friendly policies and more bespoke working arrangements when looking to support women’s tech careers.
Technology has an indomitable influence over our society, shaping the way we live and work. It’s vital then that the tech of tomorrow is being ushered in by diverse teams, allowing the creation of higher quality products and solutions that benefit society more fairly. And organisations – from tech startups to corporate giants – all play a collective role in ensuring that women are given the chance to co-design a digital future where we can all prosper.
Access our latest DE&I report for the insights and strategies needed to inform inclusive workplaces and recruitment strategies.
Plus, discover how you can unlock non-traditional and gender-diverse talent for the workforce of the future with Hays Skills and Learning.
Amanda Whicher, UK&I Technology Director, Hays
Amanda Whicher is the UK&I Technology Director at Hays. With over 17 years of experience in the recruitment sector, Amanda has a wealth of insights when it comes to the challenges employers face accessing and retaining talent. She has a particular interest in encouraging more women into tech, to expand their career opportunities and create more diverse and inclusive tech teams.
Amanda is passionate about matching the top technology experts to organisations, through life-long partnerships and workplace solutions, to support both clients and candidates to meet their ambitions and thrive in the ever-changing world of tech.
