Despite the overwhelming prevalence of technology in our everyday lives, and the progress of gender equality, women are vastly underrepresented in the tech industry, and movement towards a better balance is woefully slow.
We want to change that.
Our DEI Toolkit relays actionable insights for employers, employees, leaders, and individual allies who want to play their role in retaining female tech talent, and presents practical guidance on career progression for women working in technology.
Summarising discussions that took place at our Closing the Revolving Door: Women in Tech event, held in partnership with Preqin and the Tech Talent Charter, the toolkit outlines ways to engage and empower women in tech and support female retention across the industry.
Women working in tech increased by just 1% in 2022.
While conversations on gender disparity at work have gained traction in a wider sense, the increase of women working in the tech industry is barely marginal. But the issues go beyond poor growth.
An eye-popping 50% of women working in technology leave by the age of 35. For those who stay, the statistics don’t improve, with 20% of women over the age of 35 still in junior tech roles, and only 22% of senior tech roles held by gender minorities.
Gender diversity at work is better for business.
Improving gender diversity in tech is not only about fostering fairer and more equitable working environments; recruiting and retaining gender-diverse teams simply makes good business sense.
Diverse teams offer fresh perspectives, generate unique ideas, and present new approaches to problem-solving. Out of this comes a greater readiness for innovation, more valued and engaged employees, higher employee retention, and balanced decision-making. Ultimately, a gender-diverse workforce equates to higher revenue growth and a firm foundation to recruit and attract a diverse talent pool.
According to a report by McKinsey & Company, gender-diverse executive teams are 21% more likely to have above-average profitability compared to companies with less diversity.
Despite the clear advantages of retaining female tech talent, leaders keen to adopt a more inclusive culture can be doubtful of the value DEI programs bring, with a significant 51% of CEOS reporting that current DEI initiatives are not effective.
How to promote gender diversity and inclusion in the workplace.
We each have a different role to play in promoting gender diversity at work. If you’re asking yourself “What can we do as a company? What can I do as an individual?”, we have actionable insights to help you make better decisions.
Learn how to:
- Recognise and reduce the gender pay gap
- Create gender-equal promotion and progression opportunities
- Foster family-friendly work culture
- Overcome hostile work environments
- Educate and create allyship through support networks