Women in Tech Workforce: Expanding Women’s Role in Tech Today

There is no question that technology can help create a brighter future for everyone. And for tech applications and discipline to be beneficial for every person around the globe, we need an inclusive team who can help guide and identify areas and develop innovative solutions that can further this cause. However, in reality, with regards to gender differences and effects on behavior, the tech landscape is still evolving and trying to bridge the gap. There are two primary reasons that provoke this temperament: potential physiological differences among genders, especially men and women, and social norms and pressures forming different behaviors.

Many research reports and surveys have shown that businesses profit from diverse perspectives that bring innovation and company competitiveness. Therefore, instead of hiring people at the top of the talent pyramid, companies can recruit and involve different groups, particularly women from the middle of the talent pyramid. This is because while top institutes aim for higher placement and provide career guidance, there is a dearth of similar opportunities and encouragement for women in the middle of the talent pyramid. So, while the tech industry offers plenty of opportunities, the reality remains that building a career in technology has proven more difficult for women than it has for men.

As mentioned earlier, it stems from the notion that men are innately more rational than women. Even today, this perception remains deeply embedded in society's collective consciousness, leading weight to the stereotype that women are just not as cut out to work in tech as men. It is true that many initiatives are taken to encourage participation while women are being urged to break the shackles of systemic racism and misogynist culture. But, in a practical world, we cannot expect only women to fix the gender problem. The privileged male allies should also advocate for and work to create more inclusive environments or technical cultures that will ultimately benefit everyone. Meanwhile, it is important that these approaches do not come off as fixing the marginalized instead of addressing the root problems; else, even the early steps may seem patronizing and end up discouraging others.

The tech sector needs to innovate to expand its technical workforce faster. As the demands for tech roles grow over the next few years, women will realize that they are no longer alone in the room once companies start hiring more of them. This will help minimize the imposter syndrome that women felt due to isolation in the work domain, which often led some women to quit the field. Today, a woman can be successful in pursuing her career in tech, along with having a family. One can also ask her employer for a different working model if it will help professional and personal life improve by a significant margin. In current times, even men are granted paid leaves, which can also help in lending a hand to support the family.

Meanwhile, if things are not favorable for a career growth or if one doesn't feel comfortable with the work dynamics at her current workplace, there is always an option to switch companies and start afresh. Women must not hesitate to prefer things that will nurture their career trajectory and opt to do things that make them happy. This means one can keep hustling sideways and backward if it helps to reach the long term goals. Further, it pays to have a curious mind and be willing to ask for help, as these show eagerness to learn.

Next, instead of focusing on philanthropic aid, current tech leaders can brainstorm concerted and creative solutions that help dismantle the prevailing barriers for women who want to make it big in tech. They can hire on the basis of merit and skills rather than qualifications. Moreover, to ease entry to the upper echelons of tech companies, they can network and also encourage others to network with promising women leaders in tech. It is also high time that board members and CXOs, ensure that those working flexibly are championed as their office counterparts.

Though the knowledge economy, the feminist movement, equal opportunities legislation contributed to change the status quo of mismatch in representation in tech, a lot needs to be done, and not one organization can do it alone, nor at once. The efforts have to be constant, collective, and organic.