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omen remain underrepresented in the tech industry, with progress toward gender parity moving slowly. As of 2023, women's representation among scientists and engineers was at 41% in the European Union (EU). In the United States, women held 35% of STEM jobs as of 2021. Globally, women made up approximately 29.2% of the tech workforce in 2021.
Also in the highest positions, such as CEO or chairman, although there are more women with university qualifications, there are considerably more men occupying positions of greater responsibility and visibility. In the EU, women occupied only 25% of tech positions across European companies in 2023, and only 19% of them were Information and Communication Technology (ICT) specialists. In mid-market tech firms, women held 25.8% of CEO positions and 20.2% of CTO roles in the same year.
It is urgent to make an effort to counter the numbers that say that it may take close to 140 years for women to be represented equally in positions of power and leadership in the workplace. And – needless to say – the targets in terms of gender equality, established by the United Nations (UN), will not be achieved as early as 2030, as would be desirable.
“Education, knowledge and freedom of choice are fundamental to having a fairer world for all. Portugal has been making progress in recent years, but the way to go is still long and we have to shorten it with concrete measures and positive actions”, reflects the president of .PT and general coordinator of INCoDe.2030, Luísa Ribeiro Lopes, in an interview with the magazine Pessoas by ECO.
There are many strategies that companies can adopt to achieve gender parity in tech faster. We mention a few below:
1. Use inclusive language in job ads
Crafting job descriptions with gender-neutral language is crucial. Avoid gender-specific pronouns and opt for terms like "individuals" or "candidates." Additionally, streamline the list of requirements; studies indicate that women are less likely to apply for positions unless they meet all criteria, whereas men apply even if they don't meet every requirement.
2. Offer mentorship and coaching programs
Implementing mentorship and coaching initiatives can boost employees' self-confidence and leadership skills, particularly benefiting women. These programs provide guidance and support, helping women navigate career challenges and advancement opportunities.
3. Provide continuous learning opportunities
It is essential to promote training and development programs for people within the company. A PwC report showed that women are attracted to jobs where there are opportunities for constant growth and learning. For this reason, it is essential to have a well-established and properly communicated learning and development strategy.
4. Diversify recruitment channels
Expanding the platforms where job openings are advertised can help reach a broader talent pool. Relying solely on traditional channels may limit diversity. Incorporating employee referrals and targeting diverse educational institutions can enhance candidate variety.
5. Implement family-friendly policies
Reviewing and enhancing maternity and paternity leave policies is vital. Supportive parental policies can attract and retain women in tech by ensuring they don't have to choose between career progression and family responsibilities.
6. Promote representation and visibility
Highlighting female role models within the company and industry can inspire and motivate other women. Representation matters; showcasing successful women in tech can encourage others to pursue similar paths.
7. Address gender bias in AI recruitment tools
As AI becomes more integrated into recruitment processes, it's essential to ensure these tools do not perpetuate existing biases. Regular audits and updates to AI systems can help maintain fairness in candidate selection.
8. Support specialised training programs
Investing in training programs tailored for women and non-binary individuals can bridge skill gaps. Organisations like Code First Girls offer free coding courses, empowering women to enter and thrive in tech roles.
9. Establish clear diversity goals
Setting measurable diversity targets holds organisations accountable. For example, some companies aim for equal gender representation among graduates and senior managers by specific dates, demonstrating a commitment to change.
10. Foster an inclusive workplace culture
Creating an environment where all employees feel valued and included is fundamental. Encouraging open discussions about diversity and implementing policies that promote inclusion can lead to a more supportive workplace.
By adopting these strategies, companies can make significant strides toward achieving gender parity in the tech industry, fostering innovation and reflecting the diverse society they serve.
