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The lack of talent in technology industries –
specifically, female talent—is not necessarily a
new issue but it is, unfortunately, one that is still
prevalent and still requires addressing even in
2015. For women looking to either enter the
profession or progress their career, the gender
divide is particularly harrowing for those expecting
a more diverse and representative workforce.
An article published by the Huffington Post only
last month states that there are around 6.5 million
people working in the tech industry in the US
alone; and yet only 15% of these employees
are female. While this statistic increases when
looking at only the most influential US technology
companies—Google, Facebook,Twitter, Microsoft,
Apple, Amazon and Intel—still less than a third
There are around 6.5 million
people working in the tech
industry in the US alone; yet
only 15% of these employees
are female
Huffington Post
(29%) of the workforce is female. In Europe, less
than 7% of tech positions are filled by women.
In the UK, the statistics for women employed in
tech roles seem to be getting worse, with only
27% of the global digital workforce consisting of
women—down from a third in 2002 according
to the UK Commission for Employment and Skills.
Levels aren’t expected to rise to 30% until the
year 2022.
The gender gap differs
depending on the sector and
industry in question within tech
services
The gender gap differs depending on the sector
and industry in question within tech services. As
statistics from LinkedIn show, women hold 20.9%
of leadership roles within the tech industry overall.
When this is broken down into specific tech
industries,however,the figure shrinks.In computer
software roles they hold only 20.2% of leadership
roles; in computer hardware roles this drops to
18% and in computer and network security roles
this dips to 16.5%. E-learning was the area of
tech in which women were best represented, but
even in this sector leadership positions held were
just over a third (34.2%), despite women holding
47.5% of roles overall.
But it’s not just the proportion of women
employed in tech roles that is drawing criticism—
the gender pay divide is still alive and well in the
21st Century, with women averaging a salary 11%
lower than their male counterparts.
The gender pay divide is still
prevalent, with women averaging
a salary 11% lower than their
male counterparts
While the tech industry is currently booming
and is arguably a safe financial bet for candidates
looking for stable opportunities with scope for
progression, women are simply not benefitting.
THE STATE OF WOMEN IN TECHNOLOGY
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What are the solutions?
There are a number of initiatives currently
underway to try and entice more women to
enter the tech industry. Not only are education
programmes encouraging more women in the
classroom to pursue tech careers, more is also
being done to welcome them into the industry,
with female-centric schools and classes becoming
more popular and gaining real traction. Coding
schools in particular are enabling young women
with typically no previous experience to gain
an understanding of basic programming skills;
similarly, educational institutions are actively
trying to rebalance the gender divide by hosting
women-focused events and setting up internships
for underrepresented groups.
The championing of female role models within the
industry is also picking up, as is the challenging of
negative female stereotypes. Notable women in
the industry such as Sheryl Sandberg, the COO of
Facebook, Marissa Mayer, the CEO of Yahoo!, and
Susan Wojcicki, the CEO ofYouTube are all active
in drawing attention to the need for more women
in tech and the role both businesses and women
themselves can play to change the situation.
The onus lies on businesses,
women and men to close the
gender gap
In order to bring balance to each of these sectors
and the wider tech industry, the onus lies on both
the businesses, the women seeking change and
even men within the tech industry. Businesses
need to understand that it’s not necessarily a lack
of female tech that is stopping them from hitting
diversity quotas (although some experts have
stated that there is a pipeline problem, this should
be addressed in the next few years as the current
female tech students enter the workforce);
there are a number of steps businesses can take
themselves to even the score.
1. Accurate Job Descriptions
Firstly,it is important to understand how to attract
female talent seeking employment opportunities.
Ensuring that job descriptions are accurate and
representative of the role is important, as women
tend to place a lot of significance on business
transparency. One factor that often holds women
back from entering the tech industry or aiming for
senior level tech roles is a belief that they do not
have the skills required; if a job description and
language used is accurate and detailed about what
is expected, with less of a focus on specific skills
and more of a steer toward the flexibility within a
role, then more women will be likely to apply.
2. Understanding of
Opportunities Available
Internal recruiters also need to have open
conversations with female talent about what
doors their skills and experience can open for
them, as often a lack of understanding means
candidates have little idea of what opportunities
are within their reach.
3. Referrals!
Alongside this, stats from Glassdoor have shown
that 48% of female software engineers are likely to
apply for a job at a company recommended by a
friend—word of mouth and honesty are important
factors in attracting potential candidates.
4. Flexible Working Hours
Similarly, flexible working hours are absolutely
key in drawing in more applications from female
talent. The beauty of the tech industry is that
often employees need not be in the office five
days a week as advancements in technology
make working from home or remotely a viable
option. Businesses need to be more active in
promoting this kind of workplace culture, but
they also need to highlight that this isn’t only a
female requirement; male employees can also
benefit from flexible working and this should also
be addressed to stop workplace discrimination.
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Potential candidates need not
be afraid to ask for what they
want
And this reflects back on the women themselves.
Potential candidates need to not be afraid to ask
for what they want – whether that be flexible
working or a promotion – and should have
confidence in their abilities. More encouragement
is needed from recruiters to put female talent
forward for roles, from businesses in supporting
existing female employees and from other women
in the industry in sponsoring young talent.
Only with a confidence-driven, ‘go-for-it’ attitude
from both companies and the women themselves
will the gender divide begin to close. The men
that dominate the tech industry need to push
for equality as much as the women; as Sheryl
Sandberg famously stated: “No industry or
country can reach its full potential until women
reach their full potential.This is especially true of
science and technology.”
“No industry or country can
reach its full potential until
women reach their full potential.
This is especially true of science
and technology.”
Sheryl Sandberg, COO of Facebook
5. This guide has been brought to you
by Glocomms, part of the Phaidon
International group.
Glocomms is a specialist provider of
Telecoms IT recruitment solutions
across Europe, the US, Asia and the
Middle East.
We believe every professional should
benefit from the advice of a trusted
partner throughout their career.
Contact Glocomms, for more
information about career opportunities
in this sector, or if you are looking to
expand your team.
Contact us today:
www.glocomms.com
enquiries@glocomms.com
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