We’re excited to bring Transform 2022 back in person on July 19 and virtually July 20 – August 3. Join AI and data leaders for insightful conversations and exciting networking opportunities. Learn more
Isn’t it strange that the percentage of women in the tech sector has been growing at an optimistic rate for years and yet we are still severely underrepresented in industry boardrooms? Years ago, when I took my first leadership role, I was the only woman on a board of three dozen members. I wondered: why aren’t there more women like me? Do I deserve to be here?
Today I know many brave women who have climbed the career ladder and they all deserve to be at the top, but the gender gap in technical management still exists. What I’ve learned over time is that, in large part, it’s the unconscious gender bias rather than deliberate exclusion that shapes inequality. Unfortunately, there are often some men within our organizations who are not aware of their privilege. As a result, age-old stereotypes about women persist, reinforcing strong, but often invisible, barriers to our professional growth.
I have long lost respect for the status quo – I strongly believe in the spirit of change. After all, homogeneous leadership teams not only miss exciting opportunities, but also put their performance on the line. To all our male colleagues, we have to work harder than ever to not be complacent. While many of you have been steadfast crusaders, other male colleagues don’t know how your inaction can perpetuate the problem. It’s time to really understand the problem and how we can all more actively promote female colleagues in their careers.
Pay attention to women
Revealing unconscious biases is the key to dismantling privilege. Early in my career, I was often rejected when speaking out in team meetings. Then a male colleague would make the same statement and deserve recognition and praise. Neither he nor anyone else at the table was aware that their passivity had just silenced me.
The harsh reality is that 26% of women report being outnumbered by 5:1 – or more – in most meetings. And yet not everyone is aware of the gender gap in the workplace. Analyzing the gender perspectives of more than 400 health tech professionals, a group of researchers found that the vast majority of men believed their workplace empowers women. Only a third of female colleagues agreed.
So, what can be done to prevent women’s achievements from going under the radar? In short: support. When I felt undermined, I asked my male colleagues for support: When I speak, can you respond to what I say? Can you raise your voice and plead for me if I don’t get credit? So my advice is to cheer up women when others overlook their success:
Give your support and support to a female colleague who just shared a great idea in a meeting. You can name her first and then give her credit. When you comment on a woman’s contribution, repeat her idea, applaud it, and then add your perspective. Invite women to participate. As a meeting leader, ask everyone to share their feedback. In group projects, especially encourage the female team members to present the results.
Today I am a strong voice at every table. By asking for active support, my colleagues were prompted to question their actions – and over time, our communication with the whole team blossomed. We have learned that nothing is taken away when we shine a light on those around us.
Networking has no gender preference
A few years ago, when my management team was planning to go to a sporting event, hardly anyone bothered to ask me to come along. As the only woman on the team, apparently no one thought I would be interested.
Whether sport is my passion or not, I want to belong. Unfortunately, the expression “old boys club” does not exist for nothing. For women – as well as other underrepresented groups – exclusion from networks of communication and influence is one of the biggest concerns that prevents us from advancing to leadership. The most crucial career decisions for women are too often made when they’re not in the room, and it’s time to open the door. Never assume that female executives aren’t interested in an after-work event because it’s sports or whiskey.
But it goes further than inviting everyone: inclusive networking must be actively tackled. For example, when planning a corporate event, always think about whether all genders can be equally present: does the time frame or chosen location prevent women from coming? In addition, can we actively encourage all potentially underrepresented groups to participate? Today, championing gender equality goes hand in hand with advocating for diversity of all kinds.
Being flexible — like hosting brunch during work hours — doesn’t exclude women with family responsibilities. And if the event falls in the evenings, you can provide financial or organizational support for childcare and ensure safe transportation to the venue. Creativity will provide a solution, and it is crucial to ask women for their opinion.
Your company is part of the movement
Most companies have taken initiatives to close the gender gap and encourage female leadership. But occasionally, some male colleagues assume that the very existence of these initiatives is already a round of victory. Instead, we need more active male support to bring them to life.
For many years I have participated in activities organized by Women in Cloud, a community-led economic development organization dedicated to creating access for women entrepreneurs and professionals to the enterprise ecosystem. After my female colleagues and I had regularly attended their event highlight – breakfast – a male colleague asked if he could join us. Amazed at the question, I said to him, “Of course you are welcome.” The truth was we needed him there! The current momentum for gender equality is favourable, but we will only achieve the level of inclusiveness we seek with men on board.
The first driver of change is understanding the status quo. Start by having a discussion about gender norms within the company: how do your employees perceive gender privileges? Whether it’s an anonymous survey or an open debate, colleagues should be able to share their honest perceptions and ideas about getting rid of biased biases together.
By hosting regular career events for women, you can help those struggling to climb the corporate ranks and help them seek active opportunities for growth. By creating abundance instead of scarcity, and inviting leaders from outside your organization, you build a grid for holistic career support.
Finally, start filling the leadership ranks in your company with mentorship. Mentoring programs are valuable to 97% of participants and mentees are five times more likely to be promoted.
Women’s History Month is every month
The annual women’s celebrations in March are a major inflection point: What women’s history has your company made? And what role will you play in getting the next generation of women into leadership positions?
Without the active support of so many of my male colleagues, I would not be where I am in my career. So, to all men, please realize that the next generation of women leaders is now among you. These women need your support to not only get into the boardroom, but also make a difference from above.
Andrea Short is executive sales and marketing leadership at Ingram Micro.
DataDecision makers
Welcome to the VentureBeat Community!
DataDecisionMakers is where experts, including the technical people who do data work, can share data-related insights and innovation.
If you want to read about the latest ideas and up-to-date information, best practices and the future of data and data technology, join us at DataDecisionMakers.
You might even consider contributing an article yourself!
Read more from DataDecisionMakers
This post It will take everyone’s daily effort to narrow the C-Suite technology gender gap
was original published at “https://venturebeat.com/2022/03/25/it-will-take-daily-effort-by-all-to-narrow-techs-c-suite-gender-gap/”