Increasing opportuntites for women in tech

We know much has taken place in the last few years to close the gender gap and increase diversity and inclusivity in many sectors but we’re still lagging behind in the tech sector. This disproportionate gap is showing its ugly face in tech layoffs.

When you have an industry that has long been regarded as a male dominated field, women in leadership roles are sadly lacking. This is compounded during economic downturns, where women can be far more vulnerable than men.

Women and tech layoffs

There is no question that to survive companies need to make tough decisions such as cuts but research has shown that during the 2008 recession, women accounted for 55% of job losses, despite the fact that they only comprised 49% of the workforce. The gender gap in tech layoffs is pronounced with women in tech being 1.2 times more likely to suffer job loss than men.

Because not enough has happened to level the playing field, women seem to occupy administrative and support roles or part time positions, all of which tend to go first. The decision-makers at the top are still generally white and male therefore bias  - whether conscious or not  - and discrimination is prevalent.

Training and board level change

The only way to eliminate bias is to implement diversity and inclusion programs, and to ensure that board level changes are made to shift the representation of decision makers. It is critical that discrimination and unconscious bias are also addressed through improved training and revision of internal policies. Working groups can discuss steps to support female employees such as flexible working arrangements and affordable childcare. In addition organizations need to create spaces and environments where women are visible at different levels. 

Role models

Everyone needs role models, if we only see women in tech carrying out admin functions or being the first to go in layoffs, it reinforces low value. There is a chicken and egg scenario to an extent because without women leaders, there is no one to aspire to and no women in decision making roles. The more diverse the leadership team, the greater the chance to effect change. Without women leaders in tech businesses, they cannot influence job descriptions and hiring processes. They cannot sit on interview panels if they don’t already have a seat at the table in the organization. Leadership must change before transformation in tech recruitment can actively bring more women in.

Improve education and tech career paths women

We can start earlier than in the workplace to improve opportunities for women in tech. Women and young girls need to believe that a tech career is a valid choice for them. It requires an agile strategy in our education establishments that encourages tech as an option for girls and young women. Tech businesses and organizations must invest for long term goals by having a presence at careers fairs or entering schools and colleges to connect with groups of girls and young women so that they see the tech industry as a valid career path.

Diversity in tech is something we are passionate about at emNge so if you’re an Austin based tech startup looking to make inclusive recruitment changes, come and have a conversation with us.