K
Kathleen Martin
Guest
The persistent gender and diversity gap in technology has been widely known, discussed and worked on for years, yet we remain far from closing it. This is despite a growing body of research showing that diverse teams increase financial results, innovation and job satisfaction. The problem is systemic and daunting, and since the pandemic, it has become appreciably worse.
When I founded my company 21 years ago with three male partners, I was often one of just a handful of women or diverse people in the room. While this is no longer the case, women still make up only 15%-20% of the tech workforce in British Columbia where my company is based, and 30% nationwide, according to recent data. In two concerning findings from a 2021 Canadian study on women in the tech sector, 41% of women in tech roles said their careers had been negatively impacted by the pandemic, compared to just 29% of women in non-tech roles. Adding to this, 44% believed that tech employers don’t really want to hire women. It’s a devastating finding that speaks to far deeper issues than the overly simplistic “pipeline problem” that is regularly cited as the root cause.
The reality is that women and people of color who work in technology are still incredibly impacted by bias in recruiting methods, insufficiently supportive workplace cultures and HR policies, a deficit of representative mentorship and equal access to education. The lack of representation will only improve when tech companies, including small ones like mine, assume responsibility for their roles in perpetuating the status quo, get curious about the structural and systemic roots of the problem and commit to implementing practical solutions. Now, let’s examine how to start implementing beneficial changes, whether you’re a five-person startup or a 500-strong tech company.
First, get curious about the problem.
For decades we’ve heard that the gender gap in technology is a pipeline problem, but the pandemic has blown up the simplicity of this explanation for all to see. From the wealth gap contributing to unequal educational access to gatekeeping caused by restrictive credential requirements, gender bias in recruitment practices to unsupportive schedules and unhealthy workplace cultures, there are many factors blocking women’s entry, advancement and retention in tech. Take responsibility for learning about the diversity of issues.
Assume accountability for your own workplace culture.
Ensure inclusivity is reflected in your values and incorporate education around unconscious bias, inclusion and intersectionality in respectful workplace training. Articulate clearly that diversity is a priority in your organization and, together as a company, that you will be taking steps to nurture an inclusive culture. Then follow through on it. Don’t over-explain. Don’t justify your motives. Just get to work.
Look inward for opportunities to improve.
Unpack HR, hiring and salary data, and critically examine it. Does it align with your diversity values? Are hiring salaries, pay increases, performance bonus formulas, vacation allotments equitable? Does the team have equitable access to educational, career development or promotion opportunities? Level your home playing field by addressing historical or lingering inequities, and set targets for improvement and transparently report on your progress.
Continue reading: https://www.forbes.com/sites/forbesbusinesscouncil/2021/11/10/small-companies-can-help-close-techs-gender-gap---heres-how-to-start/?sh=77db43e6572f
When I founded my company 21 years ago with three male partners, I was often one of just a handful of women or diverse people in the room. While this is no longer the case, women still make up only 15%-20% of the tech workforce in British Columbia where my company is based, and 30% nationwide, according to recent data. In two concerning findings from a 2021 Canadian study on women in the tech sector, 41% of women in tech roles said their careers had been negatively impacted by the pandemic, compared to just 29% of women in non-tech roles. Adding to this, 44% believed that tech employers don’t really want to hire women. It’s a devastating finding that speaks to far deeper issues than the overly simplistic “pipeline problem” that is regularly cited as the root cause.
The reality is that women and people of color who work in technology are still incredibly impacted by bias in recruiting methods, insufficiently supportive workplace cultures and HR policies, a deficit of representative mentorship and equal access to education. The lack of representation will only improve when tech companies, including small ones like mine, assume responsibility for their roles in perpetuating the status quo, get curious about the structural and systemic roots of the problem and commit to implementing practical solutions. Now, let’s examine how to start implementing beneficial changes, whether you’re a five-person startup or a 500-strong tech company.
First, get curious about the problem.
For decades we’ve heard that the gender gap in technology is a pipeline problem, but the pandemic has blown up the simplicity of this explanation for all to see. From the wealth gap contributing to unequal educational access to gatekeeping caused by restrictive credential requirements, gender bias in recruitment practices to unsupportive schedules and unhealthy workplace cultures, there are many factors blocking women’s entry, advancement and retention in tech. Take responsibility for learning about the diversity of issues.
Assume accountability for your own workplace culture.
Ensure inclusivity is reflected in your values and incorporate education around unconscious bias, inclusion and intersectionality in respectful workplace training. Articulate clearly that diversity is a priority in your organization and, together as a company, that you will be taking steps to nurture an inclusive culture. Then follow through on it. Don’t over-explain. Don’t justify your motives. Just get to work.
Look inward for opportunities to improve.
Unpack HR, hiring and salary data, and critically examine it. Does it align with your diversity values? Are hiring salaries, pay increases, performance bonus formulas, vacation allotments equitable? Does the team have equitable access to educational, career development or promotion opportunities? Level your home playing field by addressing historical or lingering inequities, and set targets for improvement and transparently report on your progress.
Continue reading: https://www.forbes.com/sites/forbesbusinesscouncil/2021/11/10/small-companies-can-help-close-techs-gender-gap---heres-how-to-start/?sh=77db43e6572f
