Eight Innovative Approaches to Address the IT Gender Gap

According to a report by The World Bank, women make up less than a third of the world’s workforce in technology-related fields. In major tech companies, women are in minimal numbers. Specifically, at Amazon, Facebook, Apple, Google, and Microsoft, the proportion of female staff is 45%, 37%, 34%, 33%, and 33.1% of their entire workforce, respectively. And when it comes to leadership positions, these figures are dip remarkably lower.

Research has revealed that 72% of women in tech roles agree that they have experienced some form of sexism when working in the industry, highlighting a widespread toxic culture. Moreover, it was revealed that one-fifth of men working in the technology sector believe that women do not have a natural fit for the tech industry.

Whereas 70% of women in tech feel they need to work harder and prove themselves because of their gender. One statistic that stands out is the concerning gender pay gap, with the average annual salary for men in tech at $114,000 compared to $99,000 for women. 

As per the above data, it’s clear that we all need to do a lot more to get women into tech roles and empower them to share the opportunities that the fantastic technology industry offers. But how do we do that? Here are a few key strategies that businesses can use to close the gender gap.

Change hiring trends and retention processes

Talent acquisition, engagement, and retention are critical for any organization, and companies around the world say they are committed to advancing women into leadership roles. However, many firms aren’t focused enough on their female talent. In a recent Mercer survey of more than 1,000 companies in 54 countries, for example, nearly 81% said it was important to have a plan for advancing gender equality, but only 42% actually did.

To move beyond this gridlock, companies need to identify the patterns that prevent them from fully leveraging women’s talents and contributions – and they must then use that knowledge to make systematic changes. They need to pay particular attention to addressing inequities in seven main areas of talent management: attracting candidates, hiring employees, integrating them into the organization, developing them, assessing performance, managing compensation and promotion, and retaining good performers.

Offer gender bias training programs

Companies should conduct/provide bias training programs for all employees. Educating employees about unconscious bias, gender stereotypes, and the importance of diversity can lead to a more welcoming workplace for women, further influencing the broader tech ecosystem to value and practice equality.

Moreover, it’s also important to ensure that the company’s leadership team shares the value of the training program and discusses its positive impact with the entire team.

Focus on inclusion, not just diversity

Nothing is more toxic to your employees than having them feel like their voices don’t matter. And women in tech feel like this all the time—not just because they are one of the few in the room but because they are not included even though they are present around.

In tech, many important business deals and networking opportunities occur in places outside of work (like the gaming zone, or the coffee table, for instance). And women get snubbed from these all the time, simply because of gender.

In fact, in one survey, 66% of women in tech reported feeling excluded from key social or networking opportunities simply because they were not male. Simply put, there’s a big difference between diversity and inclusion. And it takes inclusion to create real change.

Hence, organizations should focus on inclusivity as well. An inclusive workplace is one where everyone feels equally valued, listened to, and rewarded. Unfair treatment is still hugely prevalent in tech, and if businesses want to retain talented women, they must draw a hard line against discrimination and sexism in all its forms. 

Remove assumptions when it comes to capability or role

Too many women leave the tech industry because the organization feels they cannot progress or, at times, they are sidelined in favor of their male peers when it comes to promotions or taking up additional responsibilities.

Popular beliefs are that, compared with men, women don’t consider themselves ready for promotions. It assumed that women would perform badly when it comes to handling the entire tech business, are more risk-averse, and lack confidence as compared to men.

If you assume that a mother of three can’t take on the challenge of working toward a senior role—or that she wouldn’t want to—it’s partly because you see that aspect in a limited, unimaginative way.

Hence, stop making assumptions. Instead, communicate on a one-on-one basis. Learn the facts and come up with unique solutions that meets the needs of the business and the employee as well. Building and communicating clear pathways for progression helps eliminate potential bias and encourages women to move into leadership roles.

Be transparent about gender pay parity

There is no single argument as to why a woman should be paid less than a man for the same type of work. 

It goes without saying that everyone should receive equal pay for equal work. By going that extra step and being completely transparent about gender pay parity in your business can help build trust among potential candidates and position your company as an inclusive, fair place to work where women can thrive in tech roles. 

Embrace a flexible, remote, or hybrid

With women still shouldering the majority of domestic work, caring responsibilities, and other activities, many struggle to thrive under the 9-5 office-based working model. By offering more innovative ways of working, like remote jobs and flexible working hours etc; you can make a massive difference. Policies like these allow women to do their best work and help them stay in the workforce longer while balancing other responsibilities. Moreover, it helps them stay relevant in the market, which can lead them to more senior roles in the future.

Implement parental leave policies

Parental leave policies can play an important role in shaping gender differences. Equal parental leave is not just a matter of fairness; it’s a crucial step towards creating a more inclusive and equitable environment. By challenging traditional gender roles, promoting work-life balance, fostering gender equality in the workplace, and setting a positive example for future generations, equal parental leave policies not only benefit employees and organizations but also helps bring about a huge change in society.

Create a safe environment for women 

Last, but not least, create a safe work environment for women at all levels. In recent years, sexual harassment in the workplace has become one of the most pressing issues that’s affecting women across the globe. And most women who have experienced sexual harassment have stayed calm with the fear of repercussions or how it will impact their careers and companies.

Hence, tech companies should create a work environment where all employees, regardless of their gender, feel safe. And the first step in creating a safe working environment for women is to establish clear policies and guidelines for preventing harassment and discrimination. Ensure that this policy is widely communicated to all employees and that it is enforced consistently.

Women are more likely to thrive in a supportive work environment where they feel valued and respected. By implementing employee-friendly policies, encouraging reporting/complaints, conducting background checks, and promoting a supportive work environment, you can ensure that your workplace is safe and free from harassment.

In brief

People are the engine that powers the tech industry. Without enough talent, innovation dies on the vine, investments go waste, revenue generation potential goes unrealized, and the growth of business remains stagnant. Hence, closing the gender gap is imperative for every business to stay relevant in the competitive landscape.