K
Kathleen Martin
Guest
According to data from the Center for Talent Innovation, more than 75% of young women engineers, computer scientists, and other technologists describe themselves as “very ambitious,” with 85% gunning for a promotion in the next 3 years and 62% aspiring to one day reach the C-suite. Just 25% of young women in the tech industry say they get the career support they’ve been promised. Despite the young women’s commitment and enthusiasm, about 2/3 of women engineers leave the profession within 15 years, and that statistic is even more pronounced for women on the technical track.
What’s particularly important about that 80:20 male-to-female ratio in the tech industry is that the research consistently shows a widespread desire to be surrounded by male engineers or computer scientists, and the consequent rejection or minimization of the contributions of minority groups who are seen as different or “diverse”. This leads to exclusion from informal networks that enhance skills and provide useful insights into organizational politics. These biases shape assumptions, perceptions of leadership skills, and advancement. When a woman’s excellence at a “soft” task is seen as “natural,” it’s less valued and not considered a noteworthy achievement. In contrast, an adequate performance by men in stereotypically “feminine” or “soft” skills like nurturing, emotional expressiveness, and communication is considered exceptional — leading to better ratings, faster promotions, and higher pay for them.
These 3 steps will help improve the retention of talented women leaders:
Continue reading: https://www.analyticsinsight.net/how-to-support-women-in-tech-industry/
What’s particularly important about that 80:20 male-to-female ratio in the tech industry is that the research consistently shows a widespread desire to be surrounded by male engineers or computer scientists, and the consequent rejection or minimization of the contributions of minority groups who are seen as different or “diverse”. This leads to exclusion from informal networks that enhance skills and provide useful insights into organizational politics. These biases shape assumptions, perceptions of leadership skills, and advancement. When a woman’s excellence at a “soft” task is seen as “natural,” it’s less valued and not considered a noteworthy achievement. In contrast, an adequate performance by men in stereotypically “feminine” or “soft” skills like nurturing, emotional expressiveness, and communication is considered exceptional — leading to better ratings, faster promotions, and higher pay for them.
These 3 steps will help improve the retention of talented women leaders:
- Challenge them with assignments that require them to learn and practice new skills.
- Connect them with potential mentors and sponsors who will provide feedback and support.
- Invest in them by offering formalized leadership development opportunities for women leaders focused on building the leadership competencies needed to thrive in your organization.
Continue reading: https://www.analyticsinsight.net/how-to-support-women-in-tech-industry/
