Improve your bottom line-improve diversity
The question I get asked by my management on a regular basis is how do we find technical women to hire? And the second question is how do we keep the women that we have? Working in this field for the past 30 years where, in the beginning, my group was 60% women, to now, being in a group where I am the only technical female, I understand the concerns of management. It’s definitely a problem!
Because of these concerns, I focus on supporting technical women in any way I am able. One of the most inspiring experiences that I, as a technical woman, have experienced is womENcourage 2014 in Manchester, UK. Women appreciate having women colleagues. ‘Being the only woman in a workplace, or even one of 2 or 3 in a large workplace can be a very isolating experience.’1 The opportunity to meet other technical women, and come to the realization that you are not alone, is a very inspiring and encouraging experience. As an employer, you now have an opportunity to provide this experience to both your female and male employees. Inspire your employees by sending them to womENcourage 2015. They will thank you for the mentoring, networking and inspiration. You will see a more inspired workforce.
Why is Diversity important?
It has been shown in multiple studies that diversity and gender equality at the management level of a company improves the bottom line of the company. Essentially ‘Companies led by women get better results2 ‘ and it is shown that this improvement in productivity works at all levels of an organization. When you consider that women are most likely the consumer of your products, doesn’t it make sense that having them on the design and development team would make a better product. 3
Even so in STEM fields, both in academia and industry, the number of women are severely lagging behind.
Multiple topics arise when we consider the gender diversity gap.
● ‘My manager says no woman applied for our open positions.’
● Unconscious bias from both women and men interviewers impact the number of women initially hired.
● A friendly workplace helps to retain women.
● Organizations with good management practices retain more women.
Several studies4,5 show that making small changes to address these topics can make a difference.
What can you do?
What can we do to create a work environment that increases the number of women we interview, hire, and retain in our companies?
Quite frankly, we cannot hire women if they do not apply for our positions. That means they need to know positions are available. Changing how and where we post and how we network can increase the number of applications; how we search out and post on mailing lists. Additionally, we need to change the way we write the job description to be more inclusive of women. Lastly, in order to hire women become part of their network, we need to relate to the women, support women and join their network.
It is important to recognize that unconscious bias exists and plan to avoid it, identify fair interview processes, understand interviewing stereotypes that impact how women are perceived.6 Implement an interview plan to determines the best candidate for the position.
Providing both men and women with challenging projects, good development opportunities and a supportive equal environment is just good management. We know that organizations with good management practices retain more women. Creating a welcoming environment for all employees which allows a work life balance, with a positive and respectful environment and with the opportunity for mentoring and networking.
Allowing technical women to develop through networking, challenging projects, mentoring and role models will benefit both the women and the bottom line of your company. womENcourage 2015 provides women with opportunities to expand their network throughout Europe. Your employees can exchange ideas and information with like-minded women and men. Support your employees, send them to womENcourage 2015! Have them register here
1. http://www.aauw.org/research/solving-the-equation
2. http://rule-of-one.blogspot.com.tr/2014/10/the-data-on-diversity-its-not-just.html
3. http://www.ebnonline.com/author.asp?section_id=3701&doc_id=276428&
4. http://www.ebnonline.com/author.asp?section_id=3219&doc_id=276140
5. http://geekfeminism.wikia.com/wiki/HOWTO_recruit_and_retain_women_in_tech_workplaces
6. http://www.management-issues.com/news/5421/interview-stereotyping-undermines-women/