Women in technology is not a new phenomenon. They exist since the beginning of computer evolution. With the development of technology and the advancement of business, women have made steady progress in the workplace. However, there’s one thing that hasn’t changed: women still face a lot of difficulties in tech workplaces.
Even in these times when there are a larger number of women entering the tech world, increasing diversity and inclusion, the technology industry remains a male-dominated field. Deloitte Global estimates that women will account for 33% of the workforce in large global technology companies this year.
While we’ve seen some progress toward gender equality in the tech industry over the past decade, women are still vastly outnumbered by men and still fighting to get a fair share of what they deserve, be it recognition, pay, or opportunities.
In this article, we will discuss what women are facing when it comes to gender equality in technology, as well as some ways tech companies can help to solve this problem.
Women Feel Unappreciated
Women often feel unappreciated in tech-related jobs. A large number of those women who do not get the chance to pursue their dream of working at a tech company feel unappreciated, or turned down for a position because of their gender. Women are often called ‘unqualified’ for the position by their male counterparts. Men in high positions tend to show a misogynist mentality and practice toward their female partners in organizations and on social occasions.
Underestimation and Lack of Cooperation
The insecure feeling of women not fitting in the male-dominant IT sector is quite unfair. Women often underestimate their abilities or lack confidence. It has been shown that female computer science concentrators with more experience are as confident in their skills as their male peers with zero to one year of programming experience.
According to a survey, companies tend to have larger proportions of women at the entry level, but at the managerial level, the number drops, and the number continues to fall at the leadership level. Lack of cooperation and societal norms slow down the improvement of women.
Getting Back after Career Breaks
Career breaks are an unsaid mandate for women in any sector. Women (64%) have taken a career break due to parental and medical reasons, according to a LinkedIn survey. A career break can lead to women losing touch with industry trends and not having the necessary skills to return to work in fields like technology. If they plan to make a comeback after a career break, women are often tormented by explaining the reason for their break. Many new mothers cut their paid maternity leave to avoid all this chaos and join the workforce to avoid losing their job.
Overcoming Obstacles: Some Tips
- Using more direct language is also important for women in tech. Rather than passively asking “How do you think this should be done?” it would be better for women to use active language like “I suggest we do it this way.”
- Women who experience discrimination at work should report the issue as soon as possible to their superiors. It is important for the organization to take this issue seriously and to try to resolve it by sensitizing employees about sexual orientations at work.
- Women’s businesses and families should be supported by eradicating societal norms imposed on them so they don’t feel oppressed.
- A leadership position should only be held by those with the right attributes. To promote gender equality and eliminate unconscious gender bias, leadership positions should be available to deserving candidates regardless of their gender. However, empowering women as decision-makers and leaders benefits our community and economy. Women in positions of power promote gender equality in a variety of settings, from the workplace to popular culture.
Conclusion
Gender equality is not an issue that is exclusive to tech companies. It’s a widespread issue, but companies can help to curb this problem and promote gender equality by being aware of their demographics.
MERIT500 data can give valuable insight into how to go about bringing about this change effectively. It can identify what changes have been most effective in helping companies improve their diversity scores, and give you ideas for how your own organization might translate that success into something applicable to your business.