Brianna White

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Staff member
Jul 30, 2019
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It’s almost 2022, and companies still aren’t getting it right for women in tech. Sure, they’re dangling high pay and remote work. And those are important. But they simply aren’t enough. 
With peak hiring and job hunting season right around the corner, here’s how to stand out from the crowd and solve one of the top challenges companies continue to come to my company, InHerSight, with—attracting and winning over women in tech through the competitive interview process. 
USE WHAT WE KNOW ABOUT WOMEN’S EXPERIENCES AT WORK TO CREATE SYSTEMS THAT FOSTER BELONGING 
The number of women in tech remains remarkably low—about 29% in 2020, according to the AnitaB.org Institute. Within teams and departments, women in tech are often “the only”—a shorthand term used to refer to a person who is the sole representative of one aspect of identity in their workplace. It also can refer to being the only person of color, person with disabilities, person who identifies as LGBTQ, and so on. As “inclusive” as offices might seem, the experience of “the only” demonstrates how differently employees navigate workplaces, simply because of who they are.
To make matters worse, bro culture is rife in tech companies, according to the 2021 Women in Tech Report by TrustRadius. Some 72% of women in tech reported having “worked at a company where bro culture is pervasive,” manifesting in a variety of ways from an uncomfortable work environment to sexual harassment and assault, the report found.
Continue reading: https://www.fastcompany.com/90703484/3-things-leaders-need-to-do-to-hire-more-women-in-tech
 

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