Breaking Barriers: A Call to Action for Women and Nonbinary Individuals in Tech
Written by Addie Swartz, CEO of reacHIRE
During the recent Grace Hopper Celebration – the world’s largest conference for women and non-binary technologists – I had the opportunity to sit down for dinner with top leaders from influential companies to discuss a pressing issue: the barriers preventing women and nonbinary individuals from advancing in the tech industry. This conversation, with leaders from athenahealth, Microsoft, Rocket Software, S&P Global Ratings, TEKSystems, U.S. Bank, and others, highlighted a crucial point: the barriers to getting more underrepresented groups show up early, starting from childhood all the way to the beginning of their careers. We must confront these challenges head-on to close the gender gap in tech. Because for every 100 men who take a step up the career ladder, only 81 women do – a statistic we can no longer ignore.
Start from a Young Age
The foundation for a more equitable tech landscape begins early. As a society, we have to support girls in realizing their full potential. Social conditioning subtly influences how girls perceive their potential from a young age. Many girls in school are told directly or indirectly that STEM isn’t “cool” or that they are not smart enough to pursue their dreams. Alarmingly, a recent report revealed that 52% of fifth and sixth-grade girls doubt their intelligence when it comes to achieving their dream job. This lack of confidence directly correlates with the decreasing interest among girls in STEM careers.
Mentoring Matters
Mentorship and sponsorship play a critical role in bridging the gender gap in tech. Mentoring allows women to feel supported in their careers and helps to create a sense of belonging, while sponsorship actively works to promote and advance careers for those they are supporting. Building communities and safe spaces for professionals to share their experiences is essential. All of us need to have advocates – a guide, a sponsor – someone who is actively looking out for our interests.
Most important, it is not enough to just check the box – leaders need to be genuine and believe in the potential of those they mentor. Leading authentically leads to improved trust, enhanced creativity and collaboration, and increased leadership effectiveness. As a mentor, I recognize the importance of paying it forward and encourage others to do the same.
A Part of the Company’s Culture
Supporting more women and nonbinary individuals in tech isn’t merely a women’s issue or a minority issue; it’s a business imperative. As one of the leaders at our dinner put it, embedding DEI in every aspect of business – from top-level OKRs to company culture – is essential. Programs supporting diversity are only effective if they are ingrained in the company’s DNA.
The responsibility of creating a more level playing field lies not on marginalized groups but on leadership. If you’re in a position to make decisions, think: Are you flexible in your policies? Can your organization adapt to meet the needs of diverse talent? Flexibility – like allowing parents to manage their duties – can help create inclusive environments. We need to confront the “leaky pipeline” problem head-on; it’s not enough to bring diverse talent into the organization if the culture doesn’t support their retention. As stated in the St. Louis Business Journal, “You can bring people into your organization, but if the culture doesn’t support the inclusion aspect, then they’re going to twirl right back out the door.”
The dinner conversation was enlightening and served as a call for all of us to take action. We have the power to dismantle barriers, mentor the next generation, and embed inclusivity into the very fabric of our organizations. Together, we can create a tech industry where women and nonbinary individuals not only thrive but lead the way.