Picture an engineer, a technology project manager, a cybersecurity analyst, or a chief information officer. The type of person you envision in each of these roles may be based on your personal experiences, the people you work with, or unconscious bias about the kind of person who should fill this role.
According to Census.gov, women represent roughly half of the workforce (48%) in the United States and hold half of all bachelor degrees in STEM fields. Yet, only 27% of employees in STEM jobs are female. The imbalance between female and male employees in STEM careers is significant and robs organizations of the benefits of a diverse workforce.
However, attracting and retaining women in a field that has, and still is, predominantly male is a challenging task that requires deliberate changes to recruiting and business practices to make STEM roles more welcoming to all applicants regardless of gender.
Hiring for Gender Diversity
1. Address the Gender Pay Gap
When did you last compare the compensation of male and female employees across your organization? Without a formal review of company-wide compensation, it is impossible to determine what factors are influencing employee pay. While many employers welcome female employees and the unique contributions they make in the office, female employees, as a general rule, make the same or less than their male peers.
Before you attempt to recruit more women to technology positions, complete a formal review of pay and compensation for all IT employees. Address any gender pay gaps you find. Balanced pay is an incentive for current employees to stay with the company. Equal compensation may also appeal to women applying to open positions with the company.
2. Create an Inclusive Culture
Experienced tech job recruiters are well-versed in fair and equitable hiring practices, including not hiring based on a protected class. Unfortunately, not discriminating against an individual may not be enough to make them feel comfortable in a given working environment. Every person should feel welcome and valued regardless of background, age, race, or gender. Take steps now to foster an inclusive company culture.
Inclusivity begins with the recruitment process.
- Be sure job listings are gender-neutral and equally inviting to male and female applicants.
- Establish a hiring process that uses technology to help eliminate unconscious bias.
- Evaluate the outcome of your recruitment efforts to ensure you are attracting a diverse pool of candidates.
- Set diversity goals for hiring outcomes at all levels of the organization and strive to achieve them.
3. Introduce Family-friendly Policies
Many women juggle full-time work and parenting responsibilities. Employers can help make wearing two hats easier by adopting policies that grant more flexibility. Some possibilities include establishing breastfeeding rooms, offering remote work options, extending maternity leave, and providing childcare services on the premises. While these benefits may not be feasible for every company to provide, listening to the needs of working mothers and trying to accommodate them can make being a super mom and an excellent employee easier.
4. Establish Support Systems
Independent, capable women are not looking for hand-holding or a boost up the corporate ladder. However, role models and mentors can be motivational and help women navigate the world of technology.
Historically, more men than women have pursued education and careers in science, math, and other STEM fields. Women entering the workforce may have a different educational background than their male peers. Pairing women with peers who can help them in a new job or workplace can help them feel more supported and valued as an employee. This investment in an employee costs the company very little and may make a significant difference to a new hire.
5. Focus on Leadership
In the tech industry, seeing a female in a leadership position sends a message that resonates throughout the company. Women throughout the company look to her as a role model and an inspiration. As a company leader, such a woman can work closely with other company leaders to eliminate gender pay gaps and create an inclusive work environment where women have opportunities for growth and advancement.
Develop a concrete path for employee advancement to eliminate the feeling employees may have that there is a glass ceiling keeping them from advancing their careers. Communicate these expectations to employees at every level of the organization. Knowing what it takes to achieve their goals can instill determination and optimism about their career with the company.
Overcoming the Past
A male-dominated workplace is an antiquated idea. The truth is that employers who build teams of unique individuals with diverse backgrounds, experiences, training, and ideas have access to a broader range of ideas and perspectives. Building diversity into your organization and employing more women in technology positions and technology takes time. It will require making conscious decisions to change how your company approaches recruiting and employee retention.
If you need help deciding where to start, PrincePerelson & Associates can help. We are a female-owned Utah recruiting firm. We have seen the benefits of gender-inclusive hiring in our own organization and look forward to helping you achieve your goals as well.