It is a question I attempted to answer during a panel discussion I participated in a few weeks ago, alongside some highly talented women in C-level positions.
A few takeaways:
➡️ fostering an inclusive environment is everybody’s responsibility, it should not be a women's topic only
➡️ it all starts with self awareness: at one point in our life we all have unconscious biases; what matters is to be aware of them so we can easily kill them.
If you think you don't have any unconscious bias, then try this short self-reflection which has been used in a recent ad campaign to tackle everyday gender bias:
Imagine a CEO. Is it a man?
Imagine a feminist. Is it a woman?
Imagine someone crying in the office. Is it a woman?
Imagine someone in a board meeting. Is it a man?
Imagine someone leaving early to pick up their kids. Is it a woman?
Imagine a nurse. Is it a woman?
You see, we all harbor various unconscious biases, one way or another. Acknowledging them is the initial step toward eliminating them.
➡️ tone from the top: our responsibility as leaders is to challenge all sort of unethical behaviour, words, actions and to make it clear that it is neither accepted nor tolerated in our teams. As a leader here are some of the stereotypes I am unfortunately still hearing once in a while:
The Token Woman: Women in tech are often seen as tokens or diversity hires rather than being recognized for their skills and qualifications. They may face skepticism about their abilities and qualifications solely because of their gender.
The Non-Business Role: Women in tech are sometimes assumed to be better suited for non-technical/business oriented roles such as marketing, design, or HR, rather than roles requiring strong business or technical skills like software development or engineering.
The Imposter: Women in tech may experience imposter syndrome, feeling like they don't belong or aren't as competent as their male colleagues. This stereotype can be reinforced by the lack of representation of women in business roles and leadership positions.
The Perpetual Beginner: Women in tech may be perceived as perpetual beginners who need more guidance and support than their male counterparts. This stereotype can lead to fewer opportunities for challenging assignments or advancement.
The Family Sacrifice: Women in tech may be stereotyped as being less committed to their careers due to family responsibilities. This stereotype can lead to assumptions about women's availability, dedication, and long-term career goals.
Not accepting and challenging all sort of stereotypes (outspoken or not) in our teams is the least we should do. Additionally, we must hold our managers and leaders accountable for fostering inclusive teams and environments. This includes setting diversity and inclusion goals, measuring progress, and tying compensation and advancement opportunities to diversity and inclusion outcomes.
➡️ mindset is key …
➡️ … but it has to be supported by some key processes and actions such as:
Formal Mentorship Programs: create structured mentorship programs that pair junior or mid-level women with experienced professionals in the industry. These mentors can provide guidance, advice, and support as women navigate their careers in tech.
Promote Sponsorship: Encourage senior leaders within the organization to actively sponsor women by advocating for their advancement, providing visibility opportunities, and endorsing them for challenging assignments or promotions.
Gender pay gap reviews: Regularly review compensation data to identify and address any gender pay gaps within the organization. Conducting pay equity analyses and adjusting salaries as needed can help ensure that women are compensated fairly for their work.
➡️ everything starts with recruitment and we should make sure that our job descriptions are inclusive
➡️ tech industry is sometimes scary for people who haven’t studied tech and unfortunately IT students are still mostly men: to make it easier, we should not always hire for skills only but also look for the right attitude. Skills will come.
If you are still not convinced that empowering women in tech is a must, think about the consequences of this lack of support on women's career progression and retention in the industry:
Reinforcement of Stereotypes: The lack of support for women in tech reinforces stereotypes and biases about gender roles and abilities in the industry. This perpetuates the notion that tech is a male-dominated field and may dissuade other women from pursuing careers in tech.
Decreased Employee Morale and Engagement: A lack of support for women can negatively impact overall employee morale and engagement within the organization. When women perceive unfair treatment or limited opportunities for growth, it can lead to decreased job satisfaction, decreased productivity, and increased absenteeism.
Higher Turnover Rates: Women who feel unsupported or undervalued in their roles are more likely to leave their jobs or the tech industry altogether. High turnover rates among women contribute to a loss of talent and diversity within organizations, as well as increased recruitment and training costs.
Let us all make it happen!
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