Even in today’s world, women face significant yet often unseen barriers to success in the tech industry so celebrating the heroines conquering biases is key. International Women’s Day on the 8th of March is always an important opportunity to highlight the progress that has been made to help break down these hidden obstacles.
This year’s theme of ‘Accelerate Action’ calls on supporters to unite against systemic barriers that women from all backgrounds face in their personal and professional environments. It is by shining a light on global issues and celebrating successful women in the UK’s tech sector that we can all help make greater strides towards long-term change, as this article explores.
Recognising unconscious bias
While blatant discrimination and harassment have declined in many industries, subtle biases and structural obstacles continue to hold women back in tech careers. These barriers are pervasive yet hard to recognise. True gender equity in the workplace will only come about when we acknowledge these unseen obstacles and make a dedicated effort to dismantle them.
A main part of International Women’s Day is recognising that a gender equal world is possible without any bias, stereotypes or discrimination. Unconscious bias refers to the mental associations we form about gender, influenced by cultural stereotypes and experiences. But these automatic associations we have can feed into negative decision-making practices.
Studies show that women are judged as having less leadership potential than men in the industry with 77% of tech director roles filled by men and a reported 15% pay gap in the sector. Considering the setbacks that women face, particularly in leadership roles, it’s crucial for colleagues to combat their unconscious biases. Such bias can negatively impact the hiring and promotion of women, since stereotypes about gender roles disadvantage female candidates.
Providing realistic role models
Role models provide us with a different way of viewing ourselves and our capabilities. They set a pathway for what’s possible and give women confidence to make decisions we may otherwise have shied away from. The more role models we can provide future generations with, the higher the likelihood that we’ll see more female leaders in the years to come.
However, female role models come in many forms, from iconic music photographers who have learnt how to adapt to the digital age to influential entrepreneurs developing the best eCommerce platforms. In addition to the high-brow heroines in tech, it is just as important for women, especially younger generations, to see and be inspired by realistic role models within technology so they are encouraged to start out in the industry and pursue leading positions.
Therefore, when it comes to having positive female heroes, companies should strive to create pathways for aspirational professionals to follow. Women in tech want to know that their personal goals are attainable, so senior leaders can make a concerted effort to mentor high-potential women in their industry.
Breaking down gaps
One of the key hindrances holding women back in tech can be the lack of flexibility and work-life balance in many roles, including leadership ones, which can result in gaps in careers and a lack of confidence. Top leadership positions usually require long work hours and the willingness to prioritise work over personal life, which can be hard for women who still tend to be primary caretakers in the home.
Meanwhile, the lack of flexibility and paid family leave policies in some companies can also make it difficult for women to advance in their careers during child-rearing years, and this contributes to the leaky pipeline where women drop out of the leadership track and never return.
Creating mentorship and sponsorship opportunities
The lack of mentorship and sponsorship also hinders many women from achieving leadership roles. Mentorship is a key element of career advancement in most companies, providing women with the guidance and support they need to progress. But women often have a hard time finding mentors to support them. Positive leaders tend to mentor and sponsor those who are most like themselves and, in most companies, the top leaders are still overwhelmingly male.
Equally, sponsorship can also be particularly impactful in terms of advocating for new opportunities and promotions for women. Having male sponsors in decision-making positions can help to provide women with more credibility. The lack of mentorship and access to influential networks are considerable barriers for women looking to break through the glass ceiling.
Prioritising education at school and in the workplace
Many people aren’t aware when they’re the victim of discrimination, or may even deny it. But our society favours men and this not only negatively impacts women but other minority groups too. To combat this discrimination and to make it easier for employees to spot it, education early on, from school age, is essential. When it comes to addressing under-representation, the Government acknowledges that education plays a vital role, and does seek a systemic approach to modify the STEM ecosystem to become a beacon of good practice.
Building awareness of the biases and stereotypes that can be commonplace in society and business will help people to recognise when men and women aren’t being held to the same standards. With proper education on the matter, it’s easier for people to call out discrimination and stereotyping in their workplace.
Facilitating benefits to reverse stereotypes
Pay rises are key to attracting top talent to any role, but benefits should extend beyond just salary increases. From employee training that gives women the skills they need to progress, to initiatives that promote better work-life balance, it opens opportunities for women to take on leadership opportunities. Offering a range of workplace benefits that go beyond pay will make leadership roles not only more desirable but also a more viable option for women.
In order to see more women at the top, businesses need to reverse the stereotypes and break the typically male-focused C-suite. Whether it’s tech and engineering or finance, decision-makers need to stop viewing industries and senior roles as being suitable for men only and give more women these opportunities for more equity in business.
The barriers to women’s success are a real concern, but the issues women face when it comes to progression are not insurmountable. With greater awareness, intentional action and sustained commitment to change, we can create workplaces where the talents and skills of both women and men are recognised, valued, and promoted equally. By bringing these unseen barriers to light and finding constructive solutions, we can empower women and unlock the full potential of companies and communities.
Dakota Murphey
Dakota Murphey is an experienced freelance writer, who specialises in business and lifestyle topics ranging from digital trends to photography, sustainability and travel. She regularly contributes her insights and knowledge to a variety of digital publications.
