Technology firms suffer from an acute lack of women in key roles. Here’s how they can accelerate change
Do technology firms have a problem with women? The evidence shows that they remain badly underrepresented in leadership roles. The Global Gender Gap Report 2023 by the World Economic Forum reports that women currently account for 29.4% of entry-level workers in science, technology, engineering and maths (STEM) roles. Yet women account for just 17.8% at VP level, and 12.4% of C-suite executives. In AI, for example – the defining technology of our age – female representation is “progressing very slowly,” at 30%. What’s more, many women experience workplace cultures that can leave them feeling excluded and marginalized.
This is a problem that all those involved in STEM-related fields should be working hard to solve. This lack of representation is not just a matter of fairness; it stifles innovation. The world relies on diverse thinking to tackle global challenges like climate change, and to deliver medical advancements. Companies with gender-balanced leadership not only foster creativity, but also report higher profitability. However, many talented women strive to progress into leadership roles, but face persistent barriers. Supporting women in reaching leadership positions in greater numbers begins with understanding the obstacles they face.
What is holding women back?
Women encounter numerous barriers to progression, often tied to both personal confidence and workplace culture. Imagine being the only woman in a meeting, sharing your ideas only to be met with silence. Your points are then parked for later discussion – was it because they came from you? Experiences like this can amplify feelings of imposter syndrome, where women doubt their worth and believe their achievements are due to luck. This lack of confidence can prevent them from pursuing promotions or taking on challenging projects, particularly in environments where failure feels like a permanent setback – especially for women.
From a workplace culture perspective, microaggressions and disrespectful behaviors significantly hinder women’s career advancement. Women who are assigned administrative tasks outside of their remit, such as regular note-taking, can find these roles overshadow their core competencies, resulting in limited opportunities to showcase their true talents to their peers and potential future managers. A female engineer may be overlooked for a project lead role because she was frequently seen as the team’s note-taker, rather than a capable leader. Without a reputation for performance, their chances of promotion and consideration for leadership roles diminish.
Those working in the tech industry frequently have horror stories to share. The ‘tech bro’ culture can result in aggressive behaviors and non-inclusive practices that discourage women from speaking up or seeking leadership positions. Companies lacking in inclusivity not only lose out on valuable talent, but also risk undermining their productivity – and damaging their reputation.
What can be done?
Four key strategies can be particularly effective for uplifting women into STEM leadership roles.
1. Create supportive mentorship programs
Mentorship is a powerful tool for career advancement, and having a suite of mentors is very effective when navigating workplace challenges: with a variety of experiences and skill sets, they can provide unique insights, guidance and support. Organizations should create programs that match mentors and mentees based on their experiences and goals, and track effectiveness through check-ins.
2. Foster inclusive workplace cultures
Building cultures that value diversity and inclusivity is essential. This means not only hiring diverse talent, but ensuring that everyone feels engaged. Organizations should encourage open dialogue, create safe spaces for discussions, and actively challenge biases. Salesforce adopted a zero-tolerance policy for discrimination and has seen a marked improvement in employee engagement, leading to more women in leadership positions. When employees feel safe and valued, they are more likely to contribute ideas and seek leadership roles.
When women are in the minority, support networks become crucial for success. Employee resource groups can share experiences and tips for addressing the challenges women face, and foster connections among like-minded individuals.
3. Provide leadership development opportunities
Leadership development programs specifically tailored for women can significantly enhance their skills and confidence. These should focus on essential leadership skills, such as communication, decision-making, and negotiation. By equipping women with the tools they need to succeed, organizations can create a pipeline of future leaders.
McKinsey’s Women in the Workplace report indicates that companies with robust leadership development programs for women see higher retention rates and more balanced representation in leadership roles. Morgan Stanley, for instance, reported a 30% increase in female promotions to senior positions within two years of implementing such a program – benefiting both individuals and the organization overall.
4. Promote sponsorship for visibility
Visibility matters. To ensure women are not solely seen for their administrative skills, leaders must provide opportunities to showcase their capabilities. For example, leaders can actively put women forward for high-profile projects, create shadowing opportunities in executive leadership meetings, and advocate for them during promotion discussions. Effective sponsorship helps women enhance their confidence and elevate their visibility and credibility. When Boeing highlighted women leaders in its internal communications, it reported increased motivation and aspiration among female employees, leading to a more engaged workforce.
Highlighting successful women in leadership roles within an organization can inspire others. This can include sharing stories, celebrating achievements, and creating opportunities for them to mentor others.
Representation matters, and seeing women in leadership positions encourages aspiring leaders to believe in their own potential.
Better for business and society
For organizations to operate at peak performance, diverse teams should be represented at all levels, including leadership roles. To enable women to succeed, workplaces must have inclusive cultures that promote positive micro-interactions. By engaging women through mentorship, fostering inclusive cultures, leadership development, and promoting visibility, organizations can build the environment necessary for women to thrive.
Uplifting women into leadership roles in STEM is not just about equity; it’s about harnessing the full potential of diverse talent to drive innovation and success. Organizations that commit to making these changes will pave the way for a more inclusive and equitable future in STEM, where every individual feels empowered to contribute their unique perspectives and skills, ultimately benefiting both the organization and society overall.
Lauren Neal is founder and chief programme creator at Valued at Work, and author of Valued at Work: Shining a Light on Bias to Engage, Enable, and Retain Women in STEM (Practical Inspiration Publishing)