If you close your eyes and picture a website developer, who do you see?

Stemming from our cultural background, our upbringing, age, etc. we all make innate assumptions for how the world operates around us. In some cases, these assumptions can be harmless, like assuming someone from California enjoys surfing. In other cases – it can be a detrimental stereotype, like automatically picturing the website developer as a male. (GOW Recruitment).

The recent World Cup victory by the United States female soccer team has once again made the gender pay gap issue a hot topic (if it ever wasn’t one). Whatever your viewpoint on the debate, one thing is clear – the information technology (IT) sector is booming and women are being left behind.

For example, 57% of professional jobs overall are held by women in the U.S., but only 25% of computing jobs are. In Silicon Valley, just 14% of director titles are held by women (Forbes).

The tech industry is quickly growing, both in terms of salary and job growth. While the issues of being left out of the IT “goldrush” for women are obvious, what kind of concerns are there for businesses who leave women out of their tech sector?

      1. Lack of Product Innovation – Women drive 70-80% of all consumer purchasing, through a combination of their buying power and influence. Giving women a voice in how your product looks and feels can bring about a greater alignment to the people who are making the final buying decision.
      2. Market Perception – Apple, Facebook and Google have been highly criticised in the public for their lack of female representation in their respective workforces. This public outcry can affect the ability to track new talent, connect with a wider marketplace and build trust in consumers. If you’re seen as a company that promotes women in your workplace, you can build loyalty amongst a large and very vocal female consumer group.
      3. Untapped Market – Unless you’re highly male dominated IT department has the supernatural abilities that Mel Gibson has in “What Women Want”, chances are there may be gaps in tech innovation waiting to be unlocked by new female recruits.

Since the 1980’s, computer science degrees undertaken by women have dropped drastically, from 34% down to 20%. There are many arguments as to why this might have happened, but perhaps the most compelling of them all is marketing. Most of the original computer marketing was aimed at men and research has proven that traditional computer purchases by families were often made for sons as opposed to daughters.

Whatever the reasoning may be, company’s have the ability to shift their recruiting from a male dominated focus to one that is inclusive of female IT professionals. The rewards of doing so are clear, but there are obvious challenges. With only 20% of computer science degrees completed by women, the market for female IT staff isn’t exactly vast. But, there are other ways.

Here is a look at how your company can bring more women into your IT department:

  • Provide Pathways.
    Large tech companies are continuously placing less and less emphasis on university education and more on experience and ability. With an increase in online learning options such as coding bootcamps, women now have an avenue to achieve the experience and skills required much easier than before. If there are women in your organisation who show an interest in moving laterally towards your IT department, provide them the necessary resources to assist with that goal. You will create loyal workers and improve your IT departments diversity. All without the need to recruit externally from a smaller pool of female candidate
  • Provide Mentorships. Business leaders can also make a positive difference by equipping women in tech with the tools to find success. One tool in particular, is mentorship (Entrepreneur). Mentorship from fellow staff members not only promotes participation and encouragement, something that is often needed to shift career paths, but can also provide valuable insights into the subtleties of the tech sector. When the women in your workplace feel encouraged to achieve their goals, they will be more compelled to take up the opportunity.
  • Advocate for Equal Opportunity
    Change tends to occur from the top down. When senior team members advocate for equal opportunity, this mindset trickles down into the various departments of your company and the way you recruit future staff. Encourage women to apply for open IT positions, both internally and externally.

Without being too philosophical, advocating for equal opportunity gives future generations of women something to chase and be inspired to achieve. Which perhaps was something they lost during the traditional computer marketing campaigns.

Everything about your company is available online thanks to the world wide web. Your hiring ideologies, the diversity within your company and the way you treat staff is broadcasted for all future new recruits and potential customers to see. If the information that can be found about your company is one that is displayed as an advocate for social change, your reputation amongst the marketplace will benefit. That marketplace keep in mind is influenced anywhere between 70-80% by women.

In Summary, here are how companies can hire more women in IT:

1) Provide Pathways

 

2) Provide Mentorships

 

3) Advocate for Equal Opportunity

 

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