Women in tech are on the rise, but there’s still room for progress.
The technology sector has a long way to go with regards to closing the gender gap. Today, women hold just 33% of jobs in the industry globally. Whilst the number of women opting to work in tech has increased in recent years, to many, the industry retains its reputation as a male-dominated community. This month, let’s celebrate the women already working in tech, and their contributions to the industry, but let’s ask ourselves: ‘what more can be done to make the industry truly accessible to the female workforce?’
Recent research conducted by Trust Radius highlights that 78% of women in tech feel they must work harder than their male co-workers for equal recognition. And women are 4x more likely than men to see gender bias as an obstacle to promotion. Many businesses are already taking steps to ensure that female employees feel welcome and included in the industry, but there’s still work to be done. As Veronica Setzke, Director of People Operations at Pax8, reflects: ‘Technology is not only used by men. Technology and innovation are not only driven by men. Therefore, we need a gender-diverse workforce in technology to give a diverse approach to how the technology may be used’ . Fostering a truly inclusive working environment is the responsibility of every MSP organisation and business leader.
Lockdown changed the way employees work across the world. Arguably, the ability to flexibly work from home is one of the most empowering changes to the workplace in recent years. Studies have shown that while traditional gender roles are no longer recognised as the norm, it continues to be the case that women generally shoulder most responsibilities when it comes to home and family management. This means they often take on a “second shift” after the working day is done. Maintaining both flexible and hybrid working patterns in a post-lockdown world goes some way towards solving the age-old quandary for working mothers who, as the author Eva Rodsky states, “We expect women to work like they don’t have children and raise children as if they don’t work.” Maintaining the provisions and systems implemented over lockdown to facilitate remote working will undoubtedly benefit women in any MSP business.
Pax8 recognises the importance and value of giving women a seat at the table right from the start. At Pax8, the current ratio between male and female employees stands at 70:30. While we have more work to do, I’m deeply proud of the fact that just six months ago, the ratio stood at 78:22, so we’ve already seen an 8% swing in the number of women working at Pax8.
Why Should MSPs Drive for Inclusivity?
Having recently onboarded several women into her business, Katerina Damcova, Managing Director of IQ in IT, shares that whilst she’s excited to be working with female co-workers, the hiring process revealed the extent of male bias in tech. If it’s predominantly men applying for jobs in the industry, why should MSPs focus on increasing the number of women in their workforce?
According to the January 2018 Harvard Business Review, the most diverse enterprises were the most innovative. Companies with above-average diversity had both 19% higher innovation revenues, and 9% higher operating margin. There can be no doubt: MSPs looking to grow, scale, and boost profit margins need to diversify their team.
The benefits of involving women in MSP businesses are multi-faceted. The organisation will be primed to increase its annual revenue and giving women a seat at the table will pave the way for other women and girls to join the industry. We need to ensure that women and girls are exposed to tech and know that it’s a sector that’s open to them.
How Can Businesses Owners Make Their Organisation Accessible to Female Talent?
It all starts at the top. 35% of polled women working in tech said that they felt they didn’t have a seat at the table or were included in decision-making conversations. Reflecting on her time spent working in tech, Katerina shares that on occasion it seems that male colleagues don’t expect her to have a thorough understanding of the products and services offered. Only once she has demonstrated her knowledge is she, as a woman in tech, taken seriously. Katerina suggests that men and women are often held to different standards within the industry, with female employees having to work twice as hard for the same recognition as their male peers. The question is, how do we remedy this disparity?
Female leaders in tech can empower the women around them and reiterate that there is space for women within the industry. The leadership of diverse and multi-representational teams will, undoubtedly, culminate in a more accepting company culture. Moreover, female leaders will offer insight into the working lives, preferences, and concerns of the female workforce in ways that would otherwise be challenging to understand. To my fellow women in tech, I say this: if you’re able to support and raise up a female colleague, do it. Hold out your hand and help them thrive and excel within the industry.
‘If you do not intentionally include, you unintentionally exclude.’ – Estelle Johannes, Senior Director of Member Communities at CompTIA
When it comes to MSPs fostering a more welcoming and inclusive environment, Estelle recommends the following: ‘be deliberately inclusive; write better job descriptions; proactively source a diverse talent pool and interview diverse candidates. If you do not deliberately include, you unintentionally exclude! Organisations and individuals should allow for flexible hours and flexible thinking- either working from home or working from anywhere. Be open to hiring from non-traditional sources, including those who may have chosen alternative educational paths including certifications, apprenticeships, or other academy-style paths.’
It’s no secret that there’s still work to be done before tech can be called a truly inclusive professional environment, but it’s important to reflect on the positive changes we’ve made so far as an industry. This month let’s celebrate the women occupying a seat at the table and reflect on what can be done to foster a more inclusive culture within MSP businesses. At Pax8, we’re constantly striving for a truly diverse and welcoming professional environment. As Robert Belgrave, CEO of Pax8 in the EMEA region notes, ‘the women of Pax8 are critical to the company’s success as they are driving initiatives and strategies that enable our growth and scale. As we continue to grow, building a diverse workforce is of the utmost importance to create an environment where people can do their best work. We believe this is imperative to allow us to continue to succeed as one of the fastest-growing global businesses in technology.’ By listening to each individual team member, we’re able to provide our employees with the support they need to enjoy their professional life and do their best work.
