Women in Tech: why there are so few?
The European Commission estimates that in two years 45% of employments will be related to the digital environment. Nowadays, only the 30% of the 7 million of people that work in the ICT sector in Europe are women. Why aren’t there more women in tech?
Experts point out that one of the main reasons for the small number of women in technology is due to the lack of female role-models within the sector and the gender stereotype of ‘boys being better at science and maths’. The lack of talent pool is another aspect that explains this situation. Some studies show that because few women study technology-based subjects at school and university, then employers have fewer women to choose from when recruiting.
In this scenario, in 2017 large tech companies such as Facebook, HP, MIT and 20 other institutions announced that they will work together in order to erase the obstacles that difficult the access of women in STEM.
There is a need for increasing leadership gender diversity drive to help achieving a truly balanced workforce across the technology industry.
In addition to this, it is important to increase the number of women board members as it leads to greater creativity, less groupthink and a broader viewpoint when making key decisions. More female leaders means more role models for young women and girls to be inspired by, which is essential to build a balanced better future. In fact, the World Economic Forum has projected that correcting gender segregation in employment and in entrepreneurship could increase aggregate productivity globally by as much as 16%.
Hiring and retaining women to work in STEM fields presents a unique challenge for employers. But companies that invest in hiring women can reap significant rewards. How can business attract more women in tech?
- Being transparent about goals while keeping track of performance will motivate teams toward continuous improvement.
- Nurture future diversity candidates, getting employees involved with local nonprofits that encourage girls and women in STEM fields.
- Use standardized competency-based interview techniques.
- Share employee voices, highlighting female employee stories on your careers blog.
- Write job descriptions to minimize bias.
- Survey your people regularly to measure inclusion.
- Celebrate diversity-related milestones.
- Share your company’s commitment to diversity and inclusion.
- Empower women in the workplace with flexible work policies, generous maternity coverage and women’s employee resource groups in order to contribute to women’s long-term engagement with their jobs.
It is time to close the gender gap in technology. And in DES | Digital Enterprise Show we have a strong commitment to it. In DES last edition in 2019 more than 170 top tech women leaders contributed with their knowledge and leadership as speakers sharing their knowledge thus creating deep impact. DES is determined to increase this number every year.