Firms across the globe continue to struggle to recruit and retain women in technology positions. In the U.S., for example, women make up 57 percent of the workforce, but hold just 26 percent of available technology positions. Though 46 percent of all E.U. workers are women, a mere 17 percent of its tech workforce is female. And in Southeast Asia, where women are 42% of the workforce, women hold only 32 percent of tech positions.
There’s been plenty of ink spilled about the reasons: disparities in STEM education (especially in the West), corporate cultures that foster sexism, and gender stereotyping, to name a few. But the demand for I.T. talent, which was already surging before 2020, exploded due to the coronavirus. In the U.S. alone, the demand for tech jobs is projected to grow more than 10 percent over the next decade. And tech job growth is already outstripping firms’ ability to fulfill positions. At the start of 2020, many Southeast Asian countries grappled with tech sector job vacancies of 5 percent or higher.
Beyond the need for skilled tech workers, firms are simply better served by equal gender representation. Not only are equitable working environments more productive, but such representation can help firms avoid developing gender-biased products. Moreover, having a diverse workforce can help attract talent, especially talented female workers.
If your firm is committed to adding more women to its ranks, here are five strategies to implement now.
Address Existing Gender Issues
Across the world, women in tech are promoted less frequently and paid less on average than their male counterparts. Many have also faced other forms of gender-bias, as well as harassment and even assault, in the workplace. And given the rise of employee review websites and social media, prospective candidates can quickly learn whether your firm has a history of gender-based discrimination.
To attract talented female candidates, you’ll need to build new programs and establish new policies. But you don’t want to build them on a shaky foundation. So start by determining how the women in your workplace view your workplace, then address the issues they raise. Do so through surveys, small group meetings, and one-on-ones with your female employees. Schedule an appointment with your H.R. department to review any existing gender-bias complaints, as well as data on pay equity, promotions, and other key areas. And solicit regular employee feedback to be able to address burgeoning issues.
Develop External Pipelines
Leverage local colleges and graduate schools offering STEM degrees to find talented women to bring on as interns or as part-time workers while they complete their studies. If you’re offering remote working options, expand your reach by looking at colleges across borders and even overseas. Doing so can help you identify future top-performing female tech workers and weed out poor performers before hiring anyone full-time.
Also, work with nonprofits offering STEM-based supplemental instruction to girls and young women to identify prospects. Many of these programs provide networking opportunities for recruiters and hiring managers to meet with young women in high school and college.
Promote Gender Equity Internally and Externally
You’ll also want to ensure that your efforts both to attract and retain more women are visible. Make sure you’re paying employees holding the same positions equally, then share this fact publicly. In fact, consider making all salaries transparent. Your female employees won’t wonder whether they’re being underpaid, and female job-seekers will be able to see there’s no gender pay gap at your firm.
Many women in tech report that there’s no clear way to earn a promotion where they work. Develop a transparent promotion process that will help you retain women and help funnel more women into leadership roles. Build rotational programs that allow promising women and men opportunities to learn all aspects of the business and mold top performers into senior leadership prospects. And when you move women into leadership roles, publicize those promotions.
And build gender-diverse teams internally, which can help mitigate existing gender issues, impede the growth of new ones, and help your firm be more productive. Let candidates have a glimpse of those teams during the interview process to make a position at your firm more attractive.
Implement Family-Friendly Policies
Surveys and research data in the U.K., U.S., and other countries find family-friendly policies vital not only to retaining women in the tech industry but also in recruitment. Firms in countries lacking paid parental leave should incorporate it into their benefits packages. Childcare and dependent care subsidies, and flexible working arrangements for new moms, are other popular options. However, before you establish these programs, talk to the women in your workplace about their needs first. There may be a need for something else entirely.
Address Biases in Hiring Practices
Research shows evidence that women may avoid applying for jobs with descriptions that employ substantial amounts of masculine language, as they fear not fitting into the work environment. Some talent acquisition software programs will help you identify gendered language so that you can remove it. These programs also allow you to view candidate applications without names so that you can judge their backgrounds on the merits of their experience and avoid unconscious gender bias.
Other steps to take include standardizing your interview questions and using on-site skills testing to assess candidates. Also, make sure you have female employees on your hiring committees to help minimize gender-biased hiring decisions. A mix of women and men on an interview committee may signal to prospective female candidates that your firm is a good fit.
Your path towards a more gender-diverse workforce starts with assessing and addressing any organizational gender biases and discrimination your female employees face. You also must build robust external pipelines, grow advancement opportunities for female employees, implement family-friendly policies, and avoid gender-biased hiring practices. Following these strategies will help you attract more talented female employees and ensure you have a more gender-diverse workforce over time.
If you are looking to recruit top candidates to join your company, The Network and partners are here to help you find the best match from all around the globe. Get in touch with us for more information.
