Looking back over the phenomenal growth in telecoms over the last 20 years, the industry was dominated by men, and there was very little talk about doing anything about it.
Initiatives to encourage girls and women to pursue a career in tech roles were scarce and those that did make it to the top of their field were hailed as independent pioneers that fought their way through a man’s world.
Now, however, things are very different. Partly thanks to the awareness that occasions like International Women’s Day bring, as well as younger generations experiencing more encouragement to embrace STEM subjects.
It’s no longer a surprising, inspirational moment when women make it to the top in tech and more of a “well, that’s what should happen, do more of that” moment. And while there’s no doubt the conversation has changed, that doesn’t mean the job is done…
Research carried out by Exploding Topics found that women currently occupy just 26.7 per cent of technology positions in the US, and the vast majority of those are entry-level roles.
McKinsey Digital found that number falls to just 22 per cent in Europe. Even more concerning is that the percentage of women in all US tech-related careers has decreased by 2.1 per cent over the last two years.
Of course, cultural and social factors play a role in these statistics, but from a business point of view, that doesn’t mean leaders shouldn’t shoulder some of the responsibility. The truth is that businesses can, and should, be doing more to welcome women into the tech industry, fostering a culture that encourages women to stay in the tech industry, not flee it.
McKinsey Digital analysis predicts a tech talent gap in Europe of between 1.4 to 3.9 million people by 2027, but if the share of women in tech could be doubled to about 45 per cent, it would close this talent gap and create a GDP increase of as much as €260 billion to €600 billion.
Work culture impacts employee mentality
The constant iteration and evolution of any business’ culture plays a massive role in encouraging women into that particular industry, and one bad experience can turn anyone off from remaining within that sector. We spend upwards of 35 hours per week in our roles, so it’s only natural that it becomes a part of our identity, and therefore wish employers’ cultures to reflect our own values.
Women looking to enter a field of work need to see that their challenges are not only observed but mitigated by their employers. Businesses must ensure they can provide a working environment that helps, rather than hinders, female ambition and creates a space that allows these women to lift themselves and other women into leadership roles.
It’s the role of businesses to provide the ladder for many women to climb, not kick it away when one woman reaches the top. That’s why, within Aryaka, we have a major initiative – Women in Technology (WIT) – to promote the empowerment and professional development of the women in our company across all disciplines, as well as participating in public events to encourage new entrants to the field.
The right environment
We have taken steps to encourage women into our industry and ensure they can fulfil all parts of their lives once they’re with us.
A flexible, hybrid working environment ensures both our male and female employees can create a sustainable work-life balance. Although not all our employees choose to have children, we believe this policy allows those who do to have greater flexibility in their family life, and those who don’t to have more agency over their working hours.
We also provide our teams in the USA, UK, India, and Germany, with the ability to participate in volunteering events and free LinkedIn learning courses. While they can decide which events and development routes resonate most with them, we certainly encourage initiatives to help progress the cause of women and girls in STEM industries.
On top of their holiday allowance, the teams can also take 10 wellness days annually. Mental and physical health is a subject we want to address, but we equally understand these are deeply private matters, so the days are available for however our team chooses to use them.
And it’s by no small margin that these initiatives have prompted 84 per cent of our employees worldwide to say Aryaka is a ‘great place to work’.
We are confident that our work to encourage women into tech is working, not because it’s a simple tick box exercise, but a long-term goal that’s a part of all our strategies.
Our executive board currently has three women out of nine members, and five are from an ethnic minority background. This helps us ensure that every perspective is considered when exploring how to better serve our employees, and that every team member feels they can achieve senior positions, by developing the required skills and competencies. Though, we are nowhere near finished developing our diversity initiatives.
We’re not looking for a round of applause, but we do want to encourage more businesses to follow our lead.
Let’s celebrate the achievements of women in these fields and continue to advocate for gender equality in the workplace. Here are some ways you can get involved:
- Learn about inspiring women in tech and science – Read about the contributions of female leaders in these fields, including pioneers like Grace Hopper, the first woman to develop computer software, Radia Perlman, known as the “Mother of the Internet,” and Ada Lovelace, creator of the first computer program.
- Support female-led tech and science companies – Invest in companies founded or co-founded by women and support female entrepreneurs in the tech and science sectors.
- Mentor the next generation – Share your experiences and advice with young women interested in pursuing careers in technology and science.
- Advocate for gender equality in the workplace – Speak up against discrimination and work to create a more inclusive and equitable environment in the technology and science sectors.
After all, this is what should happen, so we’re doing more of it.