The UK tech sector continues to face significant and persistent challenges with gender inequality, despite the industry’s claims of progress.
While some strides have been made in the past decade, women are still underrepresented in the industry, and alarmingly, being systematically pushed out altogether. Recent studies reveal that women are 1.6 times more likely to face layoffs than men, ringing alarm bells for a sector that aspires to be forward-thinking.
This trend reflects a broader, historical pattern where women’s contributions to the industry have been overlooked or marginalised. Addressing this issue requires more than just acknowledging the problem; it calls for tangible steps to break through the glass ceiling and ensure that women are not just participants but leaders in shaping the future of technology.
Ending the Blame Game
The tech sector often finds itself caught in a cycle of finger-pointing when it comes to diversity challenges. While gender disparity stems from factors like unconscious bias, gender stereotypes, unequal pay and discrimination, many companies point to a so-called ‘pipeline’ problem. This is the belief that there are not enough women and minorities graduating with STEM degrees. This perspective overlooks a critical issue: the challenge isn’t solely about attracting women to tech; it’s about retaining and supporting them once they’re there. The real issue often lies within workplace culture, policies and environments that need improvement.
Companies need to shift their focus from blaming external factors and take a closer look at why their organisations may not be as appealing or supportive to women as they could be. This involves examining everything from recruitment practices and career development opportunities to the everyday work environment and leadership representation. Women often face unequal advancement opportunities, and their contributions can be undervalued in meetings and decision-making processes. A significant factor contributing to the gender pay gap, particularly in the tech industry, is the underrepresentation of women in senior, higher-paying roles. In the UK, only 22% of directors are women, yet female leaders have been shown to significantly enhance business performance. Advocating for greater female representation at all levels, particularly in senior positions, is essential for fostering an inclusive work culture.
Additionally, inadequate policies around work-life balance and parental leave contribute to an unwelcoming work environment. More education is needed to highlight the flexibility that tech careers can offer. Studies indicate that flexibility is a major draw for women, with 70% of women with families stating that a flexible work schedule is extremely important to them. Implementing flexible work arrangements can offer a practical solution, enabling both mothers and non-mothers to pursue more opportunities and achieve a work-life balance. Until companies take responsibility for creating a supportive workplace, they will continue to lose talented women who feel undervalued or overlooked.
Making Lasting Changes to Recruitment
Hiring practices can unintentionally deter women from applying to tech roles. To address this, companies must refine their practices to dismantle barriers and reduce unconscious bias. Making the hiring process more inclusive can significantly increase the number of female applicants and help retain talented women in tech.
LinkedIn’s data reveals that women are 16% less likely to apply for a job after viewing it and apply to 20% fewer jobs than men. This underscores the importance of revising job descriptions and requirements to ensure they use gender-neutral language and focus on essential skills rather than an exhaustive list of demands. Avoiding exclusionary or gendered language and emphasising benefits like flexible hours and family leave policies can make roles more appealing to female candidates.
Including women on interview panels is another crucial step in creating a more inclusive hiring process. Diverse interview panels not only provide a broader perspective but also help mitigate unconscious bias, ensuring that candidates are evaluated fairly. When women are part of the decision-making team, it signals to female applicants that the company values diversity. This representation can also enhance the candidate experience by allowing potential hires to see themselves reflected in the organisation’s leadership, which can positively influence their perception of the company.
Promoting role models and offering structured mentorship within the company can make a big impact. Showcasing successful women in tech roles and providing guidance through mentorship programmes can inspire potential recruits and demonstrate a commitment to their professional development. For female applicants, seeing women with a seat at the table can build a sense of inclusivity, relatability and trust.
Moreover, building diverse teams is more than just a tick box exercise; it has been proven to drive better results. McKinsey’s Diversity Matters report found that companies with more than 30% female representation are significantly more likely to financially outperform those with 30% or fewer.
Investing in Women
Investing in women often begins with igniting an interest in STEM from a young age – and supporting them at all levels of their career. It is essential to implement initiatives that spark and sustain enthusiasm for these subjects throughout the educational journey and into their professional lives. Exposure to STEM through engaging programmes, workshops and role models can help break down the barriers that often discourage women from pursuing these fields.
By addressing these needs early and consistently, we can help develop a robust pipeline of female talent. At the current pace, if women continue to leave the tech industry, future generations could miss out on the unique opportunities and advancements that gender-diverse teams can achieve. Ensuring sustained female participation in STEM is essential for driving representative and innovative developments in technology. To avoid bias being built into the products that are changing the way we live and work, we need diverse teams making them.
About the Author
Vicky Wills is CTO at Exclaimer. Turbo-boost your email signatures After starting Exclaimer over 20 years ago, we saw how our email signature management software could boost the way businesses manage employee email signatures. Today we help brands keep communications consistent and make every message count – all while being legally compliant. But our software doesn’t just help things run smoothly, it lets businesses cut admin overheads and boost engagement to maximize growth.
