Approaching diversity in the technology industry

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While the number of women in STEM has steadily increased since 1970 – when they accounted for only 4% industry workforce – that number is just 27% Today. Deloitte details report that one in four leadership positions at major global tech companies will be held by women by 2022.

All of this sounds promising, but compared to the overall share of women in the workforce, it would be an understatement to say this is enough. Furthermore, only one in 20 female leaders is a woman of color. So what needs to be done to create more inclusion and increase opportunities for women in STEM fields?

Pursue and promote an inclusive culture

Inclusiveness touches every aspect of culture. It can be difficult to know where to start when building a inclusive culture, but it’s important to understand what the overarching goal is: Make all employees feel that they can give their best to their jobs and are ready to succeed in their roles. This is an ongoing process that can be supported through a number of strategies, but here are a few that I have found particularly impactful as a mentor, leader, and woman. in the field of technology.

Delivering a vision of diversity and inclusion

Define clear success criteria for what a cross-functional culture looks like in your organization. Likewise, make sure everyone — from leadership and hiring managers to interviewers and individual contributors — is aware of how inclusion and diversity positively affect key point. Making this clear is crucial to gaining support and is often not the case. Especially in global teams, make sure everyone can answer the question, “Why do we at this company care about diversity and inclusion?”


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Focus and emphasize the importance of a solid referral process

Set up new participants for success with a solid referral process at every level. Make sure they are introduced to cross-functional people, as well as their peers. This not only promotes exposure and dissemination of ideas and goals across functions, but also opens up the possibility for people to find more similarities among their peers.

Review your employee training programs

Provide the right training for you inclusive culture and articulate what it means to fit in and accept others, regardless of background. This is especially important in global organizations where unique cultures have different traditions and practices. Hold people at all levels accountable and accountable for creating and sustaining that culture of inclusion by training, retraining, and evaluating practices at regular intervals .

During the establishment and maintain integration extremely important in the representation effort, it is only half the battle. Supporting an inclusive culture with a diverse workforce is paramount, and vice versa. Without a culture of inclusion, team members from diverse backgrounds won’t be able to do their best work — so diversity and inclusion go hand in hand.

Organizations need to recognize that maintaining inclusivity and increasing opportunities for underrepresented groups like women in the technology sector requires an ongoing, concerted effort that goes against normal practice. . Leaders must step out of their comfort zone and make them vulnerable and open to change.

Increasing opportunities for women in technology both at home and abroad

In any organization, senior leadership must be aware of current demographics and representation, and ensure that diverse voices are present — and even more importantly, heard. This includes all aspects of the employee journey, from hiring to day-to-day interactions to promotion. Strategies to do this include:

Provide a place for employees from different backgrounds to connect

Whether it’s a Slack channel for LBGTQ+ employees, an employee resource group (ERG) for women in technology or once a month lunch with a diversity-focused guest speaker, ensuring that there are venues for staff to discuss and raise issues. By encouraging these group events, companies can provide opportunities for underrepresented employees to connect and build on each other. Networking and relationships is especially important for employees who may be entering their first job or a new role who are looking for guidance on career development opportunities.

Tackling diversity: Creating clear career development programs

When establishing a clear career path, employees from all backgrounds should understand how to advance in their careers. In a similar way, organizations can work to remove personal biases from promotion decisions. No matter what approach the company chooses diversity issuesIt is essential that underrepresented groups and voices are heard and amplified in the career progression faced by a new employee.

There’s no one-size-fits-all approach to improving the lack of women and greater diversity in the tech industry, but it’s essential that we acknowledge and accept that this is a problem. important and take steps to end these inequalities. All of us, especially leaders, must work towards creating a company culture that not only embraces diversity but also supports it and promotes inclusion.

Colleen Tartow is the technical director at star explosion.

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