Driving Gender Diversity in Tech
Across the public and non-profit sectors, gender diversity in tech roles remains a pressing issue, especially when considered next to the industry’s huge potential for innovation and growth. Whilst there are a number of efforts made to foster inclusivity within organisations, women continued to be underrepresented in technology, particularly in leadership roles. For example, recent findings from TechNation reveal that only 26% of those working in the tech sector identify as female.
In order to understand how organisations can promote better gender diversity in tech roles, a number of sources are now looking at where the gap may actually begin; in 2023, PwC conducted a study which highlighted that only 3% of females view a career in tech as their first choice, whilst a staggering 78% of students struggle to name a well-known female figure in the field.
According to PwC’s analysis, this gender gap begins at school through choices presented to students at GCSEs and A Levels, and only widens as these young people grow into adults. The study also reported that, at this early stage, over a quarter of female students are put off by the idea of entering the tech space, as they believe it to be heavily male-dominated.
Furthermore, half of the female population surveyed highlighted that feeling like the work they do has a positive impact on wider society is a strong determining factor in their career choices. As such, public and non-profit organisations have an opportunity to tap into the positive sentiment of the sector in order to promote gender diversity across the space.
Diversity fosters innovation and drives success; companies with gender-diverse workforces are 15% more likely to outperform their peers. Moreover, diverse teams offer a broader range of perspectives and are better equipped to tackle complex challenges, highlighting that gender diversity is as much of a strategic advantage as it is a moral imperative for organisations.
Considering the importance of the topic, many organisations are now exploring how they can actively support gender diversity in tech. The key here lies in creating inclusive environments where women feel valued and empowered.
So, organisations should consider using gender-inclusive language in job descriptions, offering flexible working arrangements, such as shared parental leave, and ensuring equal pay for equal work. Mentorship programmes can also help mitigate gender discrimination and provide women with the support they need to thrive in tech roles. According to BuiltIn, women are 22% more likely than men to report experiencing imposter syndrome in tech and STEM workplaces, so ensuring that females feel empowered, represented and supported is key in closing the gender gap.
Furthermore, BuiltIn states that companies who have implemented mandatory unconscious bias training for the hiring process had a female new hire rate of 34.5%, compared to 28.8% for companies with voluntary training, highlighting the importance of initiatives such as inclusivity and unconscious bias training. Ultimately, organisations that prioritise diversity and inclusion will actively drive innovation and growth for their operations by attracting a wide range of diverse talent.
At Global Resourcing, we are committed to advancing gender diversity in the tech sector. Through our consultancy services, we partner with organisations to develop tailored strategies for promoting diversity and inclusion. From creating inclusive workplace policies to providing mentorship and support, we empower companies to build diverse teams and drive positive change. Our goal is to foster a culture where everyone, regardless of gender, has the opportunity to succeed and thrive.
Get in touch with us to learn more about our consultancy and talent solutions for promoting gender diversity in tech.