What leaders can do to hire more women in tech

It’s virtually 2022, and firms nonetheless aren’t getting it proper for women in tech. Positive, they’re dangling excessive pay and distant work. And people are necessary. However they merely aren’t sufficient. 

With peak hiring and job looking season proper across the nook, right here’s how to stand out from the group and clear up one of many high challenges firms proceed to come to my firm, InHerSight, with—attracting and profitable over women in tech by the aggressive interview course of. 

Use what we learn about women’s experiences at work to create methods that foster belonging 

The variety of women in tech stays remarkably low—about 29% in 2020, in accordance to the Institute. Inside groups and departments, women in tech are sometimes “the one”—a shorthand time period used to refer to an individual who’s the only consultant of 1 side of identification in their office. It additionally can refer to being the one particular person of coloration, particular person with disabilities, one who identifies as LGBTQ, and so forth. As “inclusive” as workplaces may appear, the expertise of “the one” demonstrates how otherwise workers navigate workplaces, merely due to who they’re.

To make issues worse, bro tradition is rife in tech firms, in accordance to the 2021 Women in Tech Report by TrustRadius. Some 72% of women in tech reported having “labored at an organization the place bro tradition is pervasive,” manifesting in a wide range of methods from an uncomfortable work surroundings to sexual harassment and assault, the report discovered.

For these causes, it can be troublesome for women in tech to domesticate a way of belonging in their office—that feeling that they can carry their entire self to work every day as a result of they feel included and welcome, regardless of who they’re. 


A sense of belonging is a metric we observe at InHerSight. And after we surveyed women, asking them how glad they’re with their skill to carry their entire self to work every day, simply 47% mentioned they may. 

Some tech firms are getting this proper. Intuit, recognized for software program functions TurboTax, QuickBooks, Mint, and Credit score Karma, is amongst them. Listed below are a few of the steps this firm takes to create a tradition of belonging:

  •  Intuit surveys workers to higher perceive their notion of belonging and to uncover gaps that want addressing.
  • The corporate has established demographic-specific worker useful resource teams the place colleagues can discover widespread floor and assist in Intuit’s inner and exterior variety, fairness, and inclusion targets. The ERGs additionally accomplice with expertise acquisition to guarantee potential new hires see individuals who appear to be them in the course of the interview course of.
  • Intuit holds area for numerous experiences by city corridor conferences and teams devoted to significant conversations. Tia Bradley, a employees program supervisor, even began a pure hair Slack channel the place coworkers can share their experiences.  

“I respect Intuit permitting us that area and making it attainable for us to have these conversations and really feel protected,” Bradley informed us. “I really feel very supported, not solely with my management crew however with the community and group that we’ve constructed as an organization.”

Spotlight studying alternatives 

The demand for office coaching and studying grew throughout COVID-19, in accordance to LinkedIn’s 5th annual Workplace Learning Report. However expertise growth has at all times been entrance and middle for tech staff. The seemingly infinite alternatives for development from studying new programming languages to fixing new challenges and profiting from peer programming is likely one of the issues that pulls many women into the sector of engineering.

Corporations that need to enchantment to women in tech should present formal and casual studying and growth alternatives, together with convention stipends, tuition reimbursement and on-site studying, and proactively promote them in the course of the hiring course of. 


At InHerSight, we ask women staff how glad they’re with their entry to studying and growth alternatives. Alley Interactive, an info expertise and companies firm, stands out. The corporate encourages studying and offers a growth funds of $1,000 for each crew member with more than a 12 months of service and $2,500 for some roles, together with coaches, administrators, and software program builders. 

Jaimie Olmstead, a senior agile course of chief at Alley, used her skilled growth funds throughout COVID to turn out to be an authorized product proprietor by Scrum. More just lately, she attended a peer-to-peer teaching program with a gaggle of peers to increase their teaching expertise. 

“Having the ability to entry my skilled growth funds all through my time at Alley has allowed me to attend conferences, enhance my library {of professional} sources, full coaching, and acquire certifications,” she informed us.

Display equal entry for all

Women depart their tech jobs at a forty five % increased price than males, in accordance to data from Accenture and Girls Who Code, which goals to shut the tech gender hole. And throughout the largest 1,000 tech firms, lower than one in 5 CIOs or CTOs are women.

“Everybody thinks [women leave their tech jobs] as a result of they need to have a household or children,” Lisa Smith, the director of the Raleigh/Durham chapter of Women Who Code and an engineering supervisor, told us. “That’s unfaithful. It’s as a result of they lack alternatives for development.”

Should you’re not a lady in tech, think about, as an example, that you just stroll into work each day figuring out you’ll by no means be promoted and your concepts won’t ever be revered and that you just’ll at all times be doing the identical work you probably did the day earlier than.

And, due to bro tradition and the dearth of different women round them, women in tech typically have skilled unequal remedy firsthand. That’s why, when they’re on the lookout for a job, women prioritize having the identical entry to promotions, management roles, and growth alternatives as their male counterparts. It’s a key driver to happiness at work, in accordance to our analysis and it’s incumbent on employers to present it as a result of it’s the appropriate factor to do. 

To authentically and meaningfully display that their tradition helps equal entry, leaders should: 

  • Be clear concerning the illustration of women at completely different ranges of the group. 
  • Speak about their development targets and the way they use assist constructions like mentorship and sponsorship to make sure the equal development of women and different marginalized teams. 
  • Observe the tempo of promotions by gender in order to tackle bias and downside areas early on. 

And they need to keep in mind that women need to see different women doing the identical work they’re doing (to be actual, 78% of women discover this necessary or essential) and in management roles. A corporation’s workers are its largest asset right here. Corporations ought to be certain that potential expertise hears instantly from its women workers and leaders. And they need to search out alternatives to showcase them as NetApp, Palo Alto Networks, and have finished. 

Beginning at a really younger age, ladies are steered away from future tech careers, no thanks to cultural stereotypes that they aren’t good at math, science, and engineering. To shut the tech gender hole, there definitely are loads of systemic points to sort out. However when employers begin addressing what issues most to women who’re leaping over these hurdles now, they’ll start to carry more women on board and have the appropriate methods in place to assist them develop and thrive.

Ursula Mead is cofounder and CEO of InHerSight


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