Bridging the gap for women in the tech

It may look like the Tech & IT sectors are close to achieving gender equality, but we could not forgo the regular instances that women at work have to witness every day. Let’s not forget that six women programmed the very first Electrical Numerical Integrator and Computer (ENIAC), but sadly they didn’t get credit for their contribution. So, does the problem reside in the lack of skill sets? Definitely not.

Women still encounter instances—inequalities in STEM degrees, huge pay gaps, and lack of recognition in the workplace—that act as a testament to the prevailing gender gaps in the 21 st century. And while the problems pertaining to the issues women face in IT don’t just hinder their self-esteem and morale, most women also tend to put down their papers in their initial years, leading to high attrition rates.

Coming over to the gender ratio in Tech & IT, a 2020 study highlights that women only account for 28.8% of the entire Tech workforce. While this rate has increased when compared to the last few years, the slow-paced growth will take decades to attain a significant representation at work. In my opinion, the implementation of diversity and inclusion in the workplace is not just a social imperative, but an absolute necessity to attain improved collaboration and unique work culture.

The attrition rate of women: Employment gaps

Gender disparity in Tech & IT is still a distressing truth. According to the 2021 Women in Tech Report by TrustRadius, 72% of women in tech have experienced bro culture, which is actually pervasive in nature. The mere presence of this culture directs toward gender bias. But the point is that only 41% of the men agree with the presence of bro culture, leaving a whopping 59% who don’t see its existence. Clearly, the difference in opinion to recognize the exclusion, social discomfort, and insecurity is still there. Moreover, the report also showcases that 39% of the women agree that gender bias is the key barrier to women in tech getting promotions.

The imbalance doesn’t just affect the representation at work. It also points toward the fact that the fewer women at the table, the fewer chances of them being heard, followed by demotivation and the resulting resignation. Studies show that women in STEM careers leave an organization within the initial years as compared to those who are not associated with STEM-related jobs. Gender insensitivity, lack of initiative by the organization to educate and promote equality, and barriers to opportunity and growth are some other factors that force women to leave initially.

Leadership gaps and major issues

Despite getting continuous media attention, the growth of women reaching leadership positions, specifically in Tech is much slower compared to the average of other industries. According to World Economic Forum’s Global Gender Gap Report 2022, some industries have levels close to gender parity in leadership, including Non-Governmental and Membership Organizations, Education, and Personal Services and Well-being having 47%, 46%, and 45% respectively, whereas Technology still lags behind with only 24% women in leadership roles. Moreover, Only 41% of US startups have at least one woman in the C-suite and just 37% have at least one woman on the board of directors, a 2020 Women in US Technology Leadership Report by SVB reveals. It doesn’t just entail a parity gap, but it also represents that we are still years away from trusting women to lead the Tech and IT industry.

How to retain women in Tech for a sustainable future

Women usually feel invisible amid times of recognition and appreciation. Additionally, organizations should establish a fair recognition policy, which is free from any bias and recognizes the contribution. To bring unnoticed hard work in front, leaders should focus on providing valuable mentorship rather than paying lip service while opening the paths to growth and success. And, personally, I feel the best way to achieve equality at work is if management takes the responsibility to evaluate and monitor diversity levels in workplaces.

Companies should also focus on creating women-oriented Employee Resource Groups. The aim of an ERG is to construct an inclusive culture where employees relating to different genders, ethnicities, classes, etc., feel comfortable. These groups not only give a sense of belongingness but also give guidance when an employee feels underrepresented at work.

Furthermore, to achieve diversity in the workplace, recruiters and HR managers should provide sensitivity training from the beginning of an employee’s journey.

Another way businesses can focus on removing gender inequalities at work is by introducing a 360-degree feedback form where everyone gets the chance to share their feedback for leadership. This can be quite an eye-opening practice for the upper management as it will help them identify where they’re actually going wrong.

There’s no dearth of steps we can take for women in the Tech & IT sector. First and foremost, we must be willing to hear their stories and craft each rung of the ladder in a just and equitable way. Lest we forget, failing to create parity between two major groups in society only goes on to show how far behind we are from creating an all-embracing culture of inclusivity that leaves no room for marginalization. Needless to say, the time to start is now.

Shruti Sayana

Director, HR