5 Questions to Ask Yourself for Inclusive Recruitment
Did you know Women currently hold only 27% of tech-related jobs.
A concerning trend reveals that over 50% of women in the tech industry exit their careers by mid-point, significantly exceeding the exit rate of men. While caregiving responsibilities may be presumed as a factor, the key reasons behind women leaving the tech sector are:
• weak management support (23%)
• limited opportunities (20%)
• a lack of work-life balance (22%)
These statistics underscore the urgent need for companies to take proactive measures in attracting and recruiting more women to ensure a diverse and inclusive tech workforce.
But it’s not all doom and gloom! Research has shown that companies with executive levels comprised of over 30% women are 48% more likely to outperform companies with less gender diversity.
These statistics highlight the importance of diversity and inclusion in driving business success. Embracing gender diversity in the tech space is not merely about meeting quotas; it’s about creating an environment where all individuals can flourish and bring their unique perspectives and talents to the table.
Here are 5 questions to help you take proactive steps in recruiting more women in tech:
1. Do you run programs to nurture and promote women’s talent?
Creating leadership development and mentoring programs specifically for women can help bridge the gender gap in tech leadership roles. Encourage women to pursue leadership positions and offer opportunities for skill development and growth.
2. Do you look at role-sharing and part-time workers?
Offering flexible work arrangements can be a game-changer when it comes to attracting women into tech roles. Consider promoting job-sharing options or part-time opportunities to cater to a diverse workforce. By doing so, you create a supportive environment that allows women to balance their personal and professional lives effectively.
3. Do you support women returners or offer better maternity leave policies?
Supporting women returners is crucial in retaining talent and promoting a more inclusive tech workforce. Consider providing return-to-work programs, mentoring opportunities, or extended maternity leave policies. A supportive approach will help women feel valued and encouraged to re-engage in their careers after taking time off.
4. Do you have pay transparency policies to address the gender wage gap?
Addressing pay equity is essential to creating an inclusive workplace. Implementing pay transparency policies can help identify and rectify any gender-based wage disparities, promoting fairness and equality for all employees.
5. Do you offer support for women going through Menopause?
Menopause is a natural phase of life for many women, yet it’s often overlooked in the workplace. Providing support and understanding during this period can make a significant difference in the well-being and productivity of female employees. Consider introducing policies and resources to help women navigate this life stage comfortably.
Embracing these questions and taking proactive steps will not only lead to a more diverse and inclusive tech workforce but will also empower us to create a world of boundless possibilities. Whether it’s encouraging young girls to explore tech careers, supporting women in tech through mentorship and sponsorship, or implementing inclusive hiring practices, our actions will shape the future we aspire to create. A diverse workforce leads to innovation, creativity, better decision-making and it’s also good for your company’s bottom line.
It’s time to stop talking and start acting to create a brighter and more successful future for the tech industry—one that values and empowers every individual!
Thanks for this article go to Lucy Garrett, founder of Renlo Recruitment: an IT recruitment consultancy who specialise in working in the tech for good sector, connecting purpose-driven organisations with talented individuals who share their passion for making a positive impact.