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“The quality, relevance, and impact of the products and services output by the technology sector can only be improved by having the people who are building them be demographically representative of the people who are using them.” - Quote by Tracy Chou, Software Engineer at Pinterest.
Codleo Consulting has an open policy when it comes to hiring as the concepts of “ diversity and inclusion “ are not mere slogans, but embedded in our DNA. It’s been our aim to increase the representation of women ( technical and non – technical ) as we scale over time. Not every company has such an open mind though. Biases and discrimination are everywhere, with women techies being in small numbers and their numbers getting reduced due to various reasons as they move up the ladder. In this blog, we look at different ways on getting more women into tech companies as techies.
Here are some things that businesses and their management can do to get more women in tech positions:
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Start conversations on diversity. Discrimination is present in all societies / communities and is deeply entrenched. Underrepresentation of women in tech positions may be the result of unconscious bias or at times without malicious intent. Conversation on biases and discrimination in each and every forum via all types of mediums is the way forward. Talk or write about changes, biases, positives, and negatives, share information, and ensure that the issue of diversity remains “ hot “ always and conversations remain alive consistently. The more people talk, biases diminish and the scope of equal opportunities for women whether being hired or promoted increases.
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Introspection is important within organizations. Fostering a deep rooted culture of diversity and inclusion goes beyond paying lip service. It begins from the top of the pyramid and has to be enforced time and again. Creating an open company culture and doing away with gender-orientated work programs or social events is a part of the process. For example, avoid hosting social get togethers late in the evening or night that will be difficult for women to attend & go home thereafter. A social event in the day is preferable. The creation of a gender neutral environment lies with the ownership / management of a firm. Start the introspection today. Allowing women techies work flexibility when dealing with maternity issues and so on.
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Celebrate occasions of diversity such as women’s day as well as “ women in tech “ week. These occasions are not just social media occasions. They represent an opportunity for companies to celebrate the women techies in your company, for the purpose of spreading sensitivity & awareness among the male employees. Celebrate the presence of women techies, their roles, and their contribution at every step of the way. This reassures them and sends out a clear message to the world that you are truly a company that embraces techie women.
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The hiring process reinvented. The Human Resource department needs to look inward and be aware of their biases, and also ensure that those interviewing at various stages are also sensitized and have their own mind with talent at the focus of the hiring process. Avoid prejudices and judging the candidates based on their personal backgrounds.
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