K
Kathleen Martin
Guest
Do you feel you’re getting what you’re worth? Do you feel you’re paid what you’re worth? Do you feel you’re being offered opportunities that reflect what you are worth? Do you feel like you’re being evaluated fairly for what you are worth?
You probably answered “no” to at least one of those questions, but that doesn’t mean the issues can’t be fixed.
In fact, the opposite is true. Importantly, there are things that women in IT can do themselves to implement change and create a more inclusive work environment. The key is to fight for your worth – whether that is demanding pay equity, career opportunities or more inclusive and productive day-to-day interactions. And in an industry where women comprise just 28% of the workforce – and women of colour account for only 2% – this is extremely important.
Here are four ways that women can drive a more inclusive workplace.
1. Build a community
Embrace neurodiversity and build a supportive community that includes many different people.
There is a lot of confusion around the term “neurodiversity”. It is effectively a concept that refers to the neurological differences that are recognised and respected as any other human variation. These differences include labels such as bipolar disorder, dyspraxia, dyslexia, attention deficit hyperactivity disorder (ADHD) and Tourette’s syndrome.
Neurodiversity itself is not a trait that an individual possesses. When we talk about diversity, we should not say that an individual is diverse. It is typically a group, team or organisation that is diverse. Individuals can be divergent, or neurodivergent if they fall under these labels – the opposite of which is neurotypical.
When looking at your own workplace, neurodiversity can represent itself in four key roles. A coach helps group members develop specific skills or competencies, such as reading data or presenting information. A mentor helps navigate career options and decisions. Consider tapping mentors from outside the organisation. An ally provides support in challenging situations. For example, in a hiring situation, someone might say: “I’ve noticed we don’t have any female candidates. Is that something we can look into?” And a sponsor is there to advocate for others – expending their own political capital to further the careers of others.
Continue reading: https://www.computerweekly.com/opinion/Gartner-Four-ways-women-can-drive-a-more-inclusive-workplace
You probably answered “no” to at least one of those questions, but that doesn’t mean the issues can’t be fixed.
In fact, the opposite is true. Importantly, there are things that women in IT can do themselves to implement change and create a more inclusive work environment. The key is to fight for your worth – whether that is demanding pay equity, career opportunities or more inclusive and productive day-to-day interactions. And in an industry where women comprise just 28% of the workforce – and women of colour account for only 2% – this is extremely important.
Here are four ways that women can drive a more inclusive workplace.
1. Build a community
Embrace neurodiversity and build a supportive community that includes many different people.
There is a lot of confusion around the term “neurodiversity”. It is effectively a concept that refers to the neurological differences that are recognised and respected as any other human variation. These differences include labels such as bipolar disorder, dyspraxia, dyslexia, attention deficit hyperactivity disorder (ADHD) and Tourette’s syndrome.
Neurodiversity itself is not a trait that an individual possesses. When we talk about diversity, we should not say that an individual is diverse. It is typically a group, team or organisation that is diverse. Individuals can be divergent, or neurodivergent if they fall under these labels – the opposite of which is neurotypical.
When looking at your own workplace, neurodiversity can represent itself in four key roles. A coach helps group members develop specific skills or competencies, such as reading data or presenting information. A mentor helps navigate career options and decisions. Consider tapping mentors from outside the organisation. An ally provides support in challenging situations. For example, in a hiring situation, someone might say: “I’ve noticed we don’t have any female candidates. Is that something we can look into?” And a sponsor is there to advocate for others – expending their own political capital to further the careers of others.
Continue reading: https://www.computerweekly.com/opinion/Gartner-Four-ways-women-can-drive-a-more-inclusive-workplace
