Helping young women to be confident in their skills, including laying out a plan for their professional future that has actionable steps, is fundamental for women tech leaders.
Use unconscious bias as a “litmus test” for selecting candidates and vendor partners in the tech field. These biases often reveal themselves in subtle ways, such as writing technical specifications for a male rather than female audience. Using tools such as Textio can help remove gender-biased language from written materials such as job postings. Being vigilant during initial interactions helps identify these biases early.
Tangible business benefits arise when women are included in the workplace. Diversity leads to increased innovation, higher revenues, and greater organizational resilience. Women also tend to build more human-centered technology, which enhances overall product usability and impact.
Men can be important drivers of change: by building awareness and articulating a vision of an inclusive culture, they can amplify an organization’s commitment to the cause and inspire their teams to do the same.
Sponsorship can be more effective than mentorship in scaling gender diversity. Effective sponsorship involves leveraging a network rather than focusing on a single individual; hence it is better for supporting women in their careers.
Engaging with Diversity, Equity, and Inclusion (DEI) experts can provide valuable insights and tools to attract and retain women in tech. Although they are often underutilized, DEI initiatives can create a supportive and inclusive work environment.
The lack of women in tech roles results in a loss of diverse perspectives and hinders overall progress. A collaborative effort is needed to advance gender diversity in the industry.
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