Gender disparity continues to thrive across the technology industry. Despite the increasing number of opportunities in the tech sector, women remain underrepresented, and the number of girls pursuing IT or STEM careers is growing very slowly. According to research by Mastercard, in India, 93% of girls between the age of 12 to 14 years consider STEM-related careers at an early age but this number falls as they get into college and further, after they join the workforce.[1] Not only is the proportion of women in India’s workforce low, but it’s also declining. Over nearly two decades, India’s female labour participation rate looks like a steady downward curve: From 32% in 2005 to 19% in 2021 – the most recent year for which statistics are available.[2] This puts India below the global average, where despite the industry’s increasing investment in so-called diversity efforts, the number of women in technical roles remains at only 26 per cent.[3] Furthermore, many tech companies continue to offer women 10-15% less pay for the same role; an economic disadvantage which is likely to compound for the rest of their careers.
For success to be achieved, it is necessary to have decision-makers who represent the diversity of society. There have been numerous initiatives aimed at getting more women and other underrepresented groups into tech – chief among them closing the pay gap. However, these efforts alone are not enough to expedite transformation. The real solution to getting more women into IT careers is a multi-pronged action plan that addresses root causes.
Here are five key action points to attract and retain more women in IT careers:
- Reinforce diversity and inclusion initiatives with formal policies
Creating a culture of diversity and inclusion is essential to attracting and retaining women and other minorities in IT careers. This can be done by taking steps that promote diversity in recruitment and by implementing programs to create a more inclusive workplace. But to build an overall inclusive culture, diversity must be structurally reinforced in company expectations, policies, and benefits. The best way to ensure policies are inclusive is to ensure the people responsible for them, like the talent management & recruitment teams, reflect the company’s diverse makeup and values.[4]
- Address biases and stereotyping
The technology space is rife with biases and stereotypes about women that erase their early contributions to the field. This deep-rooted gender disparity creates obstacles for women even from the very start of their career journey. For instance, biased or stereotypical lines of questioning in interviews can associate traits like decisiveness with success when in fact these are just traits commonly associated with men. Educating employees on microaggressions and subconscious bias can go a long way to improve equitable opportunities and contribute to overall employee satisfaction.
- Offer flexibility and support
Many women, especially in the developing world, face challenges in balancing work and family responsibilities[5] which is not surprising given that women are considered responsible for three times as many hours of unpaid childcare when compared to men. There are many ways in which companies can support women such as providing family-friendly benefits like paid parental leave and childcare to both men and women to encourage equal parenting, while lactation rooms can also help support new mothers returning to the workplace. Offering flexible work arrangements, such as remote work and job sharing, can make IT careers more accessible to all working parents.
- Foster mentorship and networking
Mentorship and networking programs can immensely help underrepresented groups in tech develop new and hone their existing skills, while also providing opportunities for more visibility. An ageing but oft-quoted 2016 LinkedIn survey indicates that 85% of all jobs are filled via networking and a 2022 experiment from MIT shows that even weak ties in a person’s professional network can be valuable in landing the next career opportunity. By facilitating mentor relationships and connections in the industry, companies support women and minorities to build confidence, set meaningful career goals, and expand their network surface area for future opportunities.[6]
- Create on-the-job opportunities to deepen and demonstrates skills
To be an IT leader requires technical expertise and an understanding of the entire business.[7] But past the early and mid-career stages, real growth also requires endorsements from other stakeholders outside strict organizational boundaries. Supporting female employees as they seek out strategic projects or new roles in other branches of an organization is an excellent way to deepen their skillset and demonstrate their capabilities outside their team.
Increasing the proportion of women in the IT industry requires a multi-faceted approach that addresses the root causes of gender disparity. It will truly take each and every factor – from addressing systemic pay disparity to fostering mentorship and networking opportunities – to create a more inclusive and diverse field that benefits everyone, and drives accelerated innovation and growth.
[1] Parental Encouragement Driving Force For Girls In India To Choose Careers In STEM: Mastercard Research
[2] It’s a mystery: Women in India drop out of the workforce even as the economy grows
[3] Women in Tech Statistics Show the Industry Has a Long Way to Go
[4] Diversity and Inclusion in Tech | How to Improve Your Organization (electric.ai)
[5] Women still bear heavier load than men in balancing work, family | Pew Research Center
[6] Women in the Workplace: The Benefits of Mentorship – Careers in Government
[7] 10 Ways Women Can Land Successful Career in Technology | Analytics Insight
(This article is written by Nicole Helmer, Global Head of Development Learning, SAP Learning, and the views expressed in this article are his own)
