Reflecting on an empowering experience at the InterSystems Global Summit last month, I had the privilege of being part of a women's meetup panel. We delved into a topic that's incredibly near and dear to my heart: How to Retain Women in Tech.
If I'm being completely honest, I was nervous and emotional in the hours leading up to the panel. Few topics hit closer to the core of who I am than this one, and I wasn't sure I could hold it together without an overabundance of emotion in front of the ~150 attendees that were present. It was important to me to share the insights I've made over my 25-year career in tech and to do so with clarity.
Over the years, I've managed hundreds of technologists and witnessed many women burn out. I've even been on the verge of quitting myself many times. It wasn't until I started LEAD North in 2021 that I began to regain hope for meaningful change and this panel was a nice jumping off point by which to share my thoughts on the subject.
Typically when the topic of women leaving tech comes up, the go-to solutions often center around benefits like maternity leave and a need for flexible schedules to accommodate childcare responsibilities. While these should simply be standard practice in any company, they don't feel like the most crucial focus. Don't get me wrong. I've raised three children of my own during my career and having these benefits and flexibility were critical for me. But, they weren't what kept me in tech.
Instead, we need to look deeper into how women are truly empowered to thrive.
Regrettably, even in 2024, the tech industry remains unbalanced and predominantly masculine, both in terms of gender representation and corporate culture norms. The industry is often characterized by aggressive communication standards, which can lead to women (and men!) feeling unheard or misunderstood. I’ve watched many women, including myself, work hard to adapt to a more aggressive communication style only to be labeled as difficult or argumentative, which further alienates them from their peers and reduces opportunities for advancement. Yet, staying quieter makes women invisible, seem passive and hides their true potential.
Most importantly, when you find yourself conforming to something that is outside of your comfort zone every single day, you are on the quickest route to burnout.
While fostering more inclusive communication is at the top of my list of strategies below, there are also several additional factors to consider to create a more inclusive and supportive work environment for women:
Foster Inclusive Communication: Encourage a culture where diverse communication styles are respected and valued. Listen to all voices in the room - not just the loudest.
Hire More Women: Seems obvious, right? It’s not when the candidate pool is predominantly male. So, expand the candidate pool you are hiring from, potentially with the use of training programs, to increase the probability of hiring women. Women need to see other women in the industry.
Cultivate Empathy: Train leaders to recognize and address unconscious biases that hinder women’s progress.
Raise Awareness: If you see bias or injustice occurring, call it out. Leaders... be willing to hear this feedback and adjust. Change doesn’t happen without increased awareness.
Build Community: Women need support from both men and women. Network with others inside and outside of your company. You’ll be surprised at how many have had shared experiences. There is strength and power in our community.
I’m hoping that it won't take another 25 years to see significant change in the tech industry and am doing everything I can to move the ball forward for future generations. The above strategies are all truly actionable today in every organization and at all levels of every organization. If you aren't sure where to start, let's talk. Let's work together to create a tech industry where everyone can thrive, irrespective of gender.
Additional reference material:
SPR, Women in Tech Statistics: 73% Experience Gender Bias in the Workplace, Feb 2024
Accenture & Girls Who Code, Resetting Tech Culture, Survey Findings that 50% of Women Leave Tech Before Age 35, 2020
Euronews, Four in five men in tech say women are treated equally, as women criticise ‘invisible challenges’, Feb 2024
Deloitte, Women @ Work 2024, May 2024
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