I have dedicated a decade to driving meaningful transformations within organisations and seen what does and does not work across different industries.
Today, I particularly see one area that demands our immediate attention: fostering an inclusive environment for women in the tech industry.
So what is the one thing the industry needs to do to make it happen? Change.
By implementing specific changes internally, organisations can make substantial strides toward retaining and supporting women in tech.
Below are five pivotal changes that will help make it happen.
1. Revamp job descriptions
Traditional job descriptions often inadvertently deter qualified candidates. Research shows women tend to apply only when they meet 100% of the criteria, while men apply when they meet about 60%. Certain words such as “high pressure” and “drive” also unintentionally turn female applicants off. To counteract this, we should craft inclusive job descriptions that emphasise core skills and competencies rather than an exhaustive laundry list of qualifications, and be cognisant of using overly masculine terms. This adjustment alone can significantly broaden the pool of potential candidates.
For example, Adobe successfully revamped their job descriptions by using gender-neutral language and emphasising core skills. This led to a 33% increase in applications from women. Conversely, some organisations still cling to outdated language and extensive qualification lists, perpetuating the gender gap.
2. Prioritise flexible work arrangements
In a post-pandemic world, remote work has become a viable and desirable option for many. A study conducted by McKinsey in 2020 found 73% of employees prefer some form of remote work. Implementing flexible work arrangements can not only attract more women to tech roles but also retain them, as it addresses the work-life balance challenges that disproportionately affect women.
Salesforce has been at the forefront of prioritising flexible work arrangements. They have implemented a “Work from Anywhere” policy, allowing employees to choose where they work. This flexibility not only supports work-life balance but also opens doors for women who have additional caregiving responsibilities. On the flip side, companies that resist remote work options risk losing out on a diverse talent pool.
Creating a flexible policy is one thing, and certainly a step in the right direction. But it is meaningless if leaders don’t role model and normalise flexible working. This means being leaving early to do the school pick up, attend an awards ceremony, or watch a netball game. Unapologetically.
3. Foster mentorship and sponsorship programs
Research consistently demonstrates the positive impact of mentorship and sponsorship on career advancement. According to a study by Catalyst, women with mentors are 56 per cent more likely to have a seat at the decision-making table. Organisations should establish structured mentorship and
sponsorship programs, ensuring that women have access to guidance, support, and opportunities for career progression.
Many organisations expect internal mentors to somehow free up time in their already packed schedules for this. If it’s important, and an organisation is truly committed to improving D&I, then mentoring, like any other program, needs real commitment, real budget and real resources.
Intel has excelled in establishing robust mentorship and sponsorship programs. Their Women at Intel Network provides opportunities for mentorship, skill-building, and networking, contributing to a 25% increase in the retention of women over five years. In contrast, those without structured mentorship programs often struggle to retain and promote women, leading to stagnation in their career growth.
4. Address unconscious bias in hiring and promotion
Unconscious bias remains a significant barrier to gender diversity in tech.
A study published in the Harvard Business Review revealed that identical resumes with male and female names were evaluated differently, with the male candidates being perceived as more competent and hireable. Companies must implement bias-aware hiring and promotion practices, such as blind recruitment processes and diverse interview panels, to level the playing field.
Google has taken significant steps to address unconscious bias in their hiring process. They implemented a blind recruiting process, where candidates’ names and identifying information are removed from applications. This simple but effective change led to a 50 per cent increase in hiring women. Companies that fail to address unconscious bias risk perpetuating existing inequalities.
5. Invest in continuous learning and development
The tech industry is dynamic and ever-evolving. To empower women to thrive in this environment, organisations must provide robust opportunities for continuous learning and development. According to a report by the World Economic Forum, by 2025, over half of all employees will require significant reskilling. Offering accessible training and upskilling programs can equip women with the skills needed to excel in their roles.
Microsoft’s commitment to continuous learning is evident through initiatives like the Microsoft Leap program. It offers immersive learning experiences to individuals from non-traditional tech backgrounds, helping them transition into tech roles. This type of investment in upskilling and reskilling ensures that employees, including women, have the tools to adapt to a rapidly changing industry. Companies that neglect professional development opportunities hinder their employees’ growth potential.
The key to retaining and supporting women in tech is change. That is, changing internally to support women already employed but also to appear attractive to potential outside candidates.
By implementing these five crucial shifts, organisations can create an environment where women not only enter the industry but stay to advance their careers. It’s time for a transformation that will benefit not only women but the tech industry as a whole.