The discussion about gender equity in the workplace is nothing new. It’s been ongoing for decades, but we’ve made a good deal of progress overall. However, we still have a lot of problems encouraging diversity in tech.
Varied perspectives make for a more dynamic, in-touch and ultimately sustainable organization, meaning that it’s not just a moral judgement — it’s also smart business. The shortage of female recruits in tech, though, makes diverse organizations much harder to build.
This leaves a lot of tech businesses asking the question: “How can we attract more diverse recruits?” Fortunately, addressing imbalances in tech isn’t as difficult as many might assume.
Encourage diverse leadership.
Opportunities for advancement are a powerful incentive in recruiting top talent, and the best way to recruit female candidates revolves around this very simple concept. Step one is to underscore that the same opportunities exist for male and female recruits by encouraging women in leadership positions. Drawing on diverse perspectives in leadership will pay off quickly as you can expect more:
- Customer engagement and a better understanding of individual consumers
- Creative and innovative thought
- Sustainable growth
- Positive impressions of the company that will help recruit talent
If candidates see your company as an active promoter of women in tech with a culture that makes advocacy a priority, they will be more interested in working with you.
Hold the door for others.
Data from 2015 found that less than 30 percent of the labor force at the largest tech companies were women, and women occupied just 15.6 percent of explicitly tech-related positions. It’s not easy for women to find their way in this industry. When they do, though, it’s helpful if they can provide support for others still at the beginning of their career.
I’m passionate about advocating for women in tech positions because I know that it makes a difference. Women are much more likely to start at entry-level roles than their male counterparts, and they tend to make less. I’m a firm believer in the idea that people should be paid and positioned according to the value that they represent to a company, but that’s not always the case in tech.
We can change the situation by supporting and pushing for assurances of pay equity to make for a more welcoming and enticing culture in tech. Women who’ve fought through the barriers to entry have indispensable insight into the matter of gender equity in tech, and no one out there is better positioned to have an impact on it.