Gender diversity in the workplace has been
a strong area of contention for some time. While other industries have seen
women taking great leaps, in the tech industry the issue is still far from
resolved. In light of the growing tech skills shortage, Cindy Jaudon, Regional
President, Americas, IFS, highlights the next necessary steps to
increase women's roles in the technology sector, from government education
initiatives to workplace training and more flexible job roles, there is so much
more that can be done.
Despite efforts to promote women in the
technology industry, the serious lack of female representation continues.
Currently, women only account for a quarter of those employed in the tech
industry. The underrepresentation
of women is especially present in technology development, here the percentage of female U.S. computer scientists has actually
decreased from 37% in 1995 to just 24% today. And with data from AnitaB.org showing that it could take up to 12 years
before women see equal representation in tech, the need for action is clear.
Moreover, there is now an even greater
urgency to address the long-standing issue of gender diversity. Due to the
rising desire for more tech-driven business systems, the increasing demand for
IT specialists will soon outstrip supply. In the U.S. alone demand for
computing job roles has increased by 338% since
1990 compared with a 34% increase for total jobs. Women are
needed more than ever in the technology sector to make up for the growing labor
and skills shortage.
Finding solutions: Everybody has something
to add
To address these issues, there is a need
for a universal workforce strategy. Society, including governments and businesses,
must play their part. Each participant is uniquely positioned to enact change in
the different areas that impact women in the tech industry, from education to
recruitment practices. There is more to be done across all areas.
Government action in education: Building
from the bottom-up...
The root of the problem begins with
education. Research shows that those working in STEM occupations are twice as
likely to have a bachelor's degree or higher-with almost 75% of those having attained a STEM related degree,
meaning that education has a direct impact on entry into STEM professions. Take for instance
the study of computer science, where only 19% of those majoring in the U.S. are women. From the perpetuation of stereotypes
about the subjects that female students study right through to a lack of
positive encouragement from teachers to help these students pursue STEM
subjects, there are many factors affecting girls' career paths to STEM that can
be addressed through government action.
Governments can support schools to encourage girls to develop an
interest and enthusiasm in technology through the education and resources they
provide from a young age. Schools should introduce technology education to
children at a younger age to develop their interests free from societal bias.
Governments should also encourage schools to do more to break down the negative
stereotypes that currently characterize technology subjects as more relevant to
males.
...and solutions
for the short-term
While education is fundamental to encourage
younger girls in tech related subjects to pursue careers in STEM, the effects
of these initiatives take time to come to fruition, however, the skills
shortage in tech is present now. Here governments should also enact short-term
solutions in the form of incentives for tech firms to retrain women with the
necessary skillsets from other industries into technology roles.
Hire, Retain, and Promote: How businesses
can champion female employees
While governments have broad powers,
individual businesses can have just as much influence to facilitate change,
especially as they are positioned to directly impact individual lives and
experiences. Tech firms must also do their part to tackle workplace factors
that negatively impact women in the tech industry, from attracting new talent
to retaining and promoting experienced female expertise.
For too long, a lack of transparency and
flexibility in job roles has discouraged many women from applying and has made
it difficult for them to stay in the industry in the long run. This is seen in
half of women employed in the tech industry leaving by the age of 35.
Therefore, businesses need to ensure that
the parameters of job roles are fully communicated so that women have a
complete understanding of working conditions, including maternity policies and the
company's approach to hybrid working. Businesses should also move away from rigid 40-hour, five-day work weeks and consider roles for
those working part-time or a condensed working week so as not to drive away
skilled female professionals. Too many talented women today are lost to the
technology industry if they decide to start a family.
Management to support and promote female
visibility
A lack of visible female role models is
another significant disincentive for women entering the technology industry, as
a study by Accenture and Girls who Code found
that the lack of mentors and female role models in the field are the two
primary obstacles for women in STEM. Across the sector, too few women make
their way into managerial positions, with women accounting for only 18% of industry CIOs and CTOs.
Furthering the absence of female industry leaders in a vicious cycle of
under representation.
Businesses should provide adequate
diversity training for managers in goal setting, performance management, and
annual reviews to ensure gender diversity is considered throughout and to
cultivate inclusive working environments that support the talents of all
employees. This is instrumental in offering more equal opportunities for promotions.
Additional support for women in their career progression will encourage more
female senior management and create more visible female role models to
encourage other women and girls to follow in their footsteps.
Women need
to do their part too - mentoring the next generation
But let it not be forgotten, women in the
sector also have a key role to play in the promotion of female technology
professionals. Mentoring, whether formal or informal, is a vital part of
encouraging and supporting women in the pursuit of tech careers or in their
career progression. Mentoring is valuable regardless of gender, but the unique
experience and wisdom of female industry leaders is invaluable for women
working in a male-dominated field.
It's a team effort from governments,
educational institutions, businesses, and society at large
The
end goal of gender diversity is difficult to achieve and cannot be attained
through a single method or actor. Different components within society must come
together to address the various factors that obstruct women in the technology
industry. It is a continuous process and there is always more than can be done,
so we mustn't give up.
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ABOUT THE
AUTHOR
Cindy Jaudon, Regional President, Americas, IFS
As regional president for the Americas, and a member
of the IFS Senior Leadership Team, Cindy Jaudon is responsible for growing the
IFS footprint in the world's largest and most demanding markets.
During her tenure, Cindy has been instrumental in four
key IFS acquisitions: WorkWave, a leading provider for the Field Service and
Last Mile Delivery in the SMB market; Mxi, a leading provider of maintenance
management software for the global aviation industry; Metrix LLC, a best of
breed service management supplier and LatinIFS, an IFS reseller in South
America. She has also led the IFS Americas team to steady organic growth and
achieved unprecedented satisfaction and retention levels in the North American
customer base.
Prior to assuming the role of president and CEO, Cindy
was the global industry director for IFS's Industrial Manufacturing and
Aerospace and Defense solutions, where she helped IFS assume a dominant
position in both sectors. Cindy has more than 25 years of consulting, sales and
management experience in the enterprise software market.
In recent years, IFS's North America business has been
recognized as a Top 50 Best Companies to Watch by The Silicon Review with Cindy
at the helm. Cindy has also been named a two-category finalist in the Stevie®
Awards for Women in Business: Female Executive of the Year - Business Products
- Less Than 2,500 Employees and Woman of the Year - Technology.
LinkedIn: https://www.linkedin.com/in/cindy-jaudon-042667/