Gender Bias in Tech: A Call for Change
At Clusity ?? the #womenintech community , we continuously explore the latest developments and trends in the tech industry.?
In this blog, we shine a spotlight on some aspects of the recently published Global Gender Gap Report 2023 by the World Economic Forum and share some of our own research.
It's high time we - men and women - address these issues and pave the way for a more inclusive and diverse tech industry. So, how can we bring about change, both as individuals and as companies by actions we do?
The Gender Gap in Tech
The first area of concern is the stark underrepresentation of women in the technology sector. While women make up 41.9% of the global workforce in 2023, their presence in senior leadership positions is only 32.2%, nearly 10 percentage points lower than in 2022, as cited by LinkedIn data referenced by the WEF. Furthermore, women are significantly underrepresented in STEM (science, technology, engineering, and mathematics) fields, accounting for only 29.2% of all STEM workers despite constituting nearly half of the total employment in non-STEM occupations.
Slow Progress in #AI
When it comes to artificial intelligence (AI), talent availability has increased and multiplied between 2016 and 2022. However, the representation of women in AI has seen sluggish progress. Currently, approximately 30% of AI professionals are women, a modest increase of around 4 percentage points since 2016. While various factors contribute to this gender disparity, the crucial question remains: What can individuals and companies do to drive change in these numbers?
Evaluating Your Company's Standing
It's essential for every company to assess its own performance in relation to the data presented.
Evaluating these aspects will help uncover potential areas for improvement.
Unveiling (Your Own) Gender Biases
Another critical report from the United Nations analyzed data from 75 countries and revealed that 50% of respondents, both men and women, believed that men possessed stronger leadership qualities in politics and business. While this finding is disheartening to me as an advocate of gender equality, it also highlights the significant opportunity for companies like Clusity ?? the #womenintech community to positively influence the tech sector by addressing gender biases. YES! Good news, our business case seems "save" we'll have a job for the next 130 years at least … that’s what it’ll take to work away the gender gap! Who can say that?!?
Challenging Gender Bias: A Closer Look at Recruitment
At Clusity ?? the #womenintech community , we have engaged with many women who face setbacks throughout the entire employment cycle, from the moment they click on a job posting to their chances of promotion. Therefore, it is crucial to examine the visibility of gender bias in your own recruitment process. What assumptions do we make? To shed light on this issue, we would like to share the results of the STEM-related study, "How stereotypes impair women's careers in science," published in PNAS (Proceedings of the National Academy of Sciences) in 2014.
Male candidate: 66.7% chance to be hired
Female candidate: 33.3% chance to be hired
An experiment conducted in the study showed that both male and female test participants are twice as likely to hire a man than a woman.
领英推荐
Unveiling Stereotypes and Biases
The study demonstrates that, despite more women studying natural sciences and mathematics (high school), they are less likely than men to choose careers in these fields due to negative gender-related stereotypes. An experiment conducted in the study showed that both male and female test participants are twice as likely to hire a man than a woman. The discrimination was somewhat reduced - but not eliminated - when additional information about candidates' prior task performance was provided. The study also revealed that implicit stereotypes played a significant role in initial biases and gender-related beliefs.
The Reality of Your Recruitmentprocess
Reflecting on your own company's recruitment reality, how confident are you that HR and management do not apply those implicit stereotypes? Can you truly be certain? For business leaders, this test should serve as a wake-up call, revealing that, without sufficient information, women have only half the chance of being hired compared to male candidates. This inequality is rooted in a perception that women are less competent in specific (technical) roles, and both male and female colleagues in HR/management may share this perception, assuming poorer performance from women.
Testing for True Potential
Relying solely on interviews or seeking for "cultural fit" cannot be the answer to preventing gender bias. Instead, prioritizing the assessment of skills (both soft and hard) can help mitigate the influence of bias and genuinely identify a person's potential.?
After all, isn't it crucial to make the best decisions for your company's success?
In conclusion, addressing gender bias in the #technology industry is vital for fostering a more #inclusive and #innovative future. By recognizing the gender gaps, biases, and stereotypes that persist, we can begin implementing strategies, targets and actions that promote equality and diversity.
CTA: Please, let me know what are the actions you do to minimize your (gender) biases, and stereotypes?
Stay tuned for our next blog post, where we explore actionable steps toward a more equitable tech industry. Together, we can drive change and create a future where everyone's talent and contributions are valued, regardless of gender.
Used recourses:
Test your own bias - Harvard Implicit Association Test (IAT)