In the past, inequality in the workplace has been a huge issue, for a long time this problem was ignored. The matter is perfectly summed up by multi-billionaire investor Warren Buffett. “What a waste of human talent – 50% of the population was pushed off into the corner for 200 years.”
One would like to believe that the tide is turning, and that women are being given the same opportunities as men in the tech industry, however, there is evidence to argue this. Worldwide, the amount of women in technology leadership roles is unfavourable. Across Europe, North and Central America, the Middle East and Africa, under 20% of technology leadership roles are occupied by women. One of the key issues when facing inequality could be placed on the ignorance towards the issue from men. Data from the ‘Level Playing field institute’ showed that “82% of men in start-ups believed their companies spent the ‘right amount of time’ addressing diversity, while almost 40% of women believed not enough time was devoted.”
There are a number of solutions that can be used to solve this problem in the workplace. Starting at the very beginning of the process, when men and women apply for jobs, it could be useful to leave out names and gender identification from the application form. Whether consciously or unconsciously, employers may have false stereotypes towards women workers in tech. Therefore, it may be better for application forms to focus purely on qualifications and past experience. This will enable the first stage of the employment process to be completely fair, avoiding all the potential biases and stereotypes.
Furthermore, although it’s not happening at lightning speed, executives worldwide are realising that companies that offer women the same opportunities as men are performing better than those who favour men in the workplace. A study on Fortune 500 companies that had at least three women in executive roles showed that the average return on equity increased by 53% and their returns on invested capital increased by at least 66%. With these facts in mind, jobs in tech for women should improve in the future.
The final solution to solve the problems for women in the Tech industry can be assisted by universities worldwide. If universities accept more women into technology courses, it will enable the tech industry to make steps towards equality. An example of a university helping women advance in tech is Harvard. Since 2011, there has been a 34% increase in women who have been accepted to be part of their computer science course.
The irony of creating solutions towards inequality in the tech industry is that it shouldn’t be a problem. All the evidence above shows that those organisations which perform better are those who give women the same opportunities as men. However, while the problem continues to exist, these solutions can be used to increase the employment rates for women in tech.
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