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5 Ways to Encourage and Keep Women in Tech

October 26, 2022

by Analysts

5 Ways to Encourage and Keep Women in Tech

A lack of representation in the tech industry remains an unfortunate truth for women in 2022. Although there has been some progress, women are still largely missing from the tech space at every level. Currently, there are many job openings in the tech sector but not enough skilled labor to fill the seats. Could women help close that gap? We dig into why women are underrepresented in tech and discuss areas where companies can make meaningful change.

THE FACTS

The tech industry is undoubtedly dominated by men, placing it at a disadvantage. Women currently comprise only 31% of the IT workforce. While studies have proven that a diverse team can significantly increase an organization’s profit and innovation efforts, in the corporate world, men continue to receive more promotions and leadership roles than their female counterparts. A recent survey revealed that 34% of men received a promotion as opposed to 9% of women earning a promotion within the same period.

The pay gap also remains an issue, even when skill level and experience are equivalent for both sexes, and discourages women from applying to tech roles. Furthermore, a widespread culture of exclusivity within the industry alienates women hoping to break into the field. Despite these worrisome trends, if business leaders work proactively to address concerns head-on, we can expect women to not only join tech but to stick around for the long term.

HIRING PRACTICES

Best practices throughout the hiring process start with the job description. Studies conclude that women can feel excluded at the onset of their job search by the descriptions alone. Companies may unknowingly use discriminatory language in their job posts or have too many "preferred" skills, discouraging women from applying. Keeping a job description concise, without outlandish business jargon, and keeping requirements tight and applicable can help encourage women to apply to tech positions.

FOSTERING INCLUSIVITY

Of course, inclusivity must go beyond the job description. Fostering a culture that values inclusion over exclusion can break barriers of bias. An inclusive culture accepts and even celebrates diversity in the workforce. Instilling policies and best practices that recognize diversity and proactively work to achieve a diverse workforce can help incentivize women to join a company and increase retention. Adjustments to build a more inclusive workforce include flexible work hours, a hybrid work schedule, and sponsorship programs that focus on cultivating diverse leaders within the organization.

FLEXIBILITY IN WORK

As the predominant caretaker for children, women have left the workforce, sometimes permanently, to take on this tremendous responsibility. To keep women in tech, companies should provide flexibility in work location and hours. Allowing hybrid work, remote work, or flexible start and end times has been proven to keep women at work effectively. We recently conducted a survey asking participants why they believe women are less prone to consider tech a career. The results indicate that a lack of work-life balance is why women don't join the industry, amongst other reasons. Due to the pandemic, business leaders have seen the benefits of remote/hybrid work first-hand and many noted how it positively affected productivity and retention, making flexibility a win/win for all involved.

SPONSORSHIP

The saying, "I'll believe it when I see it," rings true for women in tech. Women need to visualize a place for themselves in the tech industry by seeing other women flourishing in their tech careers. To boost women into higher positions, companies should consider sponsorship programs that guide women in leadership. Placing more women at these positions will pave the way for others to follow. Women in leadership can also assist by encouraging other women to join the team.

SHRINKING THE PAY GAP

The wage gap has long been an issue that discourages women from joining the tech industry or one that may make them leave altogether. The pay gap can range from 5%-29%, based on various factors, but one aspect holds true—men make more money than their female counterparts with the same skills and education. To foster transparency and a more equitable playing field, many states have recently passed legislation requiring companies to disclose their pay scales. While the effectiveness of these new laws is still to be determined, businesses must actively work to shrink the pay gap, keep women in the workforce, and create a more equitable culture.

PARTNERS WHO CAN HELP

Analysts has long been a champion of a diverse workforce and strives to promote and foster an equitable and inclusive culture. Contact one of our many talented account managers today to learn more about our services and solutions.