How Hirers Can Attract and Retain Women for Tech Jobs

Every sector of the global economy relies on technological innovation. However, more hands must be on deck to address the need for skilled IT workers for years to come. It entails the industry opening to talents from all walks of life regardless of demographic—age, ethnicity, nationality, race, religion, sexual orientation, or gender.

While there has been progress – albeit slow – in diversity, equality, and inclusion (DEI) in the workplace, there's no denying that tech is still a man's world. Women remain significantly underrepresented despite studies validating the benefits of women in the C-suite. The gender gap in technology is a fundamental economic challenge to overcome.

According to former Minister for Manpower Josephine Teo, women occupied only 30% of infocomms media jobs in Singapore. The low number was further exacerbated at the height of the pandemic when women had to juggle their careers, the kids' remote learning, and caring for and protecting their families and themselves against the virus.

It has not been easy. For instance, in the U.S., between August to September 2020, 865,000 women left the workforce, compared with 216,000 men.

Tech is so essential to everyone's life that it can influence the world, change cultures and habits, and create a new wealthy class. The gender gap in technology could mean men would retain their influence in the future, and the wealth gap might continue to widen. Old or traditional ways are not always enough to cultivate enough change.

However, for businesses, the biggest reason to push for more women in tech might be simple: better profits. Here's how closing the gender gap in the workplace and hiring more women bring success.

Various points of view foster innovation In a workplace that prioritises DEI, everyone, regardless of gender or sexual orientation, has an equal opportunity to speak out their differing opinions and suggestions. They are encouraged to be creative, innovate and develop new solutions. With better problem-solving, your business can boost its performance and revenue.

Fortune 500 companies have found that those with three women in leading positions saw a 66% increase in ROI. Organisations that value diversity are more likely to earn bigger profits and slightly better returns than their competitors. 

Attract and retain talents When closing the gender gap in the workplace becomes your goal, your company gains a positive reputation—a powerful recruiting tool to attract and retain top talents. The current workforce values DEI because they also want to be treated fairly, thus, making your company appealing to this new breed of talent who can take it to greater heights.

DEI also allows you to open opportunities to a larger pool of candidates not bound by gender. Moreover, having females in leadership motivates other women—and to some extent, young girls looking to enter the industry—to stay with you and achieve a similar opportunity to advance their careers in an industry usually led by men. 

Increased job satisfaction DEI can make your employees more engaged and more satisfied with your organisation; thus, they are more willing to go the extra mile to maximise productivity and to stay long-term with the company.

There is also a correlation between high job satisfaction and gender diversity. As mentioned, female workers are more engaged when they see females in leadership roles as it removes the perception of a "glass ceiling" they need to break to advance their careers. 

The Singapore Government outlined steps for establishing workplace equality in this Whitepaper on Singapore Women's Development. As an employer, you may use this or other similar guides to help you understand why it is important to have women in tech and enact recommendations to help close the gender gap in the workplace, such as the following.

Focus on diversity in recruitment Traditional recruitment processes typically put women at a disadvantage. However, the fight for gender equality in the workplace should start with recruitment. Ensure your hiring process is free of bias, notably when recruiting for executive positions. You may require at least one woman in the final list of candidates for management-level roles or higher. 

Write more inclusive job descriptions, have a gender-diverse candidate pool, and conduct fair interviews. Consider using automated recruitment tools, as well, as they can help remove bias and find the best candidate based on merit alone. 

Establish fair compensation and promotion procedures Make sure your employee compensation programme is fair, equitable, and transparent. Give employees equal pay for equal work, regardless of gender. For employees who want to advance their careers, set standards for evaluation and promotion. Again, regardless of gender, transparent evaluation and promotion practices will benefit everyone.

Offer flexible benefits As established, women typically have more on their plates. A flexible working culture can empower your people to work in a way that fits their lives. This could mean anything from offering hybrid work or work-from-home to a flexible schedule where they can begin work at their ideal time.

For women, it could mean fewer chances of burnout and better work-life balance where they can meet their career goals and still carry on with their responsibilities at home because they have access to childcare.

Upskilling through networking, training, and mentoring The continuing digital transformation will disproportionately affect women. While they need to upskill to avoid this, they often don't have the time because they usually spend it caring for their families more than men do. 

Companies can help by providing their female employees with the resources and assistance. They can set up networking activities and training sessions. It would also benefit the women to have mentors who can guide them and oversee their progress. Providing digital access and affordable devices, especially to lower-income workers, can also be advantageous.

Foster a culture that values DEI Truly inclusive tech organisations must empower women and let their voices be heard. They must create a culture where there is a sense of belonging and acceptance but is still open for improvement. This includes eliminating the gender bias that may have started at home and extended into the workplace.

To keep everyone accountable, set transparent and measurable inclusion and diversity goals and monitor your company's adherence to them so you can keep progressing. Review your company policies, as well, so you can spot and correct any biases that may have been set up, intentionally or not. 

Set up DEI training programmes Outside of hiring, it's also crucial for HR to let the whole organisation know what is and isn't acceptable in the workplace. Create a diversity training programme for your business to address potential biases and prejudices. Have multiple lessons, events, and seminars for continued learning.

Through this programme, colleagues of female workers and other minority groups should come to understand that gender inequality isn't just a women's issue. They must learn that being an ally can help eradicate the bias once and for all.

With the world relying heavily on advanced technologies, more skilled individuals must step up. But the industry must also welcome these talents and not discriminate against them because of their gender or any other characteristic. Ending the gender gap in technology is essential to continue innovation and improve society as a whole.

Visit our Employers Insights page to get more tips on how you can be a more diverse, equal, and inclusive company. If you're looking for suitable recruits, register to JobStreet now.