5 ways organizations can nurture great women technologists

Team Intuit at the 2019 Grace Hopper Celebration

Whether it is the representation of women technologists in the workforce (26%)[1], leadership roles (22%)[2], the conversation on pay parity[3] or continuously losing talent, gender diversity statistics in the tech industry are telling. The good news is that organizations are recognizing that diversity is not just a cultural imperative but also transformational for business[4]. What’s missing is a holistic approach to bridging the gap between the current and the ideal states.

In my early days as an engineer, I prided myself on my coding skills and on being the architect of the product. One fine day my then manager, said, “I think you are an OK coder, but you are a much better people leader. You ought to consider people management.” Honestly, the coder in me was a little shattered, but that conversation unexpectedly marked the beginning of my people leadership journey. I call her the manager who made me a manager. Fast forward to 2020, I serve on the team of CTO Marianna Tessel at Intuit, an inspiring technologist herself, who is constantly paving the way for more women to rise to the top.

I owe a lot to the women technologists who have shaped my story. My dream is to see more individuals, teams and organizations around the world benefit from the greatness of such leaders in their own journeys, just the way I did.

Here are 5 ways organizations can take a holistic approach to nurturing and growing them:

With the fifth cohort of Intuit Again returnees in India

1. Make it easier for women to (re)connect with opportunities: Life priorities and societal scrutiny force many women to quit fulfilling careers -- almost twice as fast as men. The way back in is incredibly hard. Five years ago, an Intuit India employee’s emotional story of her struggle to return to work after a career break inspired me to create Intuit’s returnship program, Intuit Again. It has since expanded to our US locations, enabling more and more women technologists on a career break to rediscover themselves while helping us create a strong pipeline of diverse talent.
2. Create a sensitized workplace that understands their worlds: Sensitizing managers and leaders who manage women talent and coaching them to lead inclusively could be the difference between experiences that empower them or alienate them from the workforce. Additionally, workplace benefits for women employees create a much-needed support system they may not have access to otherwise. One of the reasons we go above and beyond to invest in parental leave, childcare and work-life flexibility is because we want them to be the best versions of themselves at work and beyond for their loved ones.
3. Foster a sense of community with organizational accountability: It is heartbreaking when bright women technologists second guess their potential, feel uncomfortable declaring their career aspirations or fear judgment when asking for help. Safe spaces for conversations, connections with peers with similar life experiences, access to mentors and growth catalysts can help create a much-needed sense of empowerment and community. And so, the Tech Women @ Intuit (TWI) initiative, that I am privileged to be the executive sponsor, focuses on attracting, retaining and advancing talent across levels while creating a sense of connectedness for women technologists globally. Moreover, TWI also drives accountability among senior leaders across the board for shared gender diversity outcomes making it a companywide strategic priority.
4. Invest in growing women talent continuously: 54%[5] of women in the tech industry are less likely than men to have a sponsor. 56% [6] leave their companies by the mid-career level. Fatigue, a lack of enablers of advancement or visibility to potential leadership roles--the reasons could be many. As part of our TWI mid-career coaching program, recently I had the opportunity to join other senior leaders at Intuit in coaching two cohorts of women technologists in Mountain View. I was humbled when they signed up to be mentored one-on-one soon after. Sponsorship and coaching from leaders can go a long way in helping women employees feel the organization is on their side, open doors to opportunities and inspire them to own their destiny. The key is to create avenues for these organic connections to happen and for leaders to remain accessible at all times.
5. To nurture more leaders, celebrate more role models: Women with leadership aspirations need more role models to believe they could be next in line. And the more women leaders we have at the table the more culturally and strategically the organization is positioned to make those aspirations a reality. I feel proud that 50% of the leaders in our CEO Sasan Goodarzi’s staff are women. I have no doubt that every time women across the company watch them in action, they believe a little more in their dreams.

The Tech Women @ Intuit Executive Board at the Intuit TWI Summit

It will take a village and a multi-year effort to make parity a reality in the tech industry, but knowing we all have a part to play as allies on this journey and embracing it, is a great start. Let’s make diversity a norm in the organizations of the future, not a differentiator.

REFERENCES

[1] Source: Research by NCWIT

[2] Source: CBR online

[3] According to a report by AnitaB.org, women are paid 87 cents for every dollar tech men make.

[4] Source: BCG research Companies that reported above-average diversity on their management teams also reported innovation revenue that was 19 percentage points higher than that of companies with below-average leadership diversity—45% of total revenue versus just 26%.

[5] Why Women Need Career Sponsors More Than Mentors: Fast Company

[6] Top Companies For Women Technologists 2019 Key Findings and Insights: A report by AnitaB.org