The imperative to empower and support women in technology

The document that has come to be acknowledged as the world’s first example of computer programming was published in 1843. It was an algorithm designed to prompt Charles Babbage’s proposed Analytical Engine (a mechanical computing device) to carry out a set of specific calculations.

This groundbreaking achievement – which took place a full century before the creation of the first electronic digital computers – emerged from the remarkable mind of Ada Lovelace, daughter of Lord Byron and an accomplished mathematician in what was (and in many ways, still is) a male-dominated field. Lovelace developed the first algorithm to be executed by a computer. She not only pioneered the concept of programmable computing devices, but has also over time become an iconic symbol of what women can achieve in science and technology when given access to the same opportunities as men. Women (as “computers”) played a very significant role during the world wars, space research and other historic moments over time – Grace Hopper designed the first compiler and coined the term “bug”. However, we did not keep up that early great trajectory we had with women pioneers and as leaders in computing.

. . . the business world still has work to do in providing women with a level playing field to develop their careers.

While it’s clear that the business world still has work to do in providing women with a level playing field to develop their careers, this is especially true in technology. This has not only been a tragedy for the women denied the chance to reach their full potential, but a missed opportunity for the organizations that failed to leverage the value women bring to the technology domain (not to mention the higher education institutions that failed for decades to recruit them).

Deloitte has for several years been working to close the gender gap in recruiting and career advancement. It’s been a personal mission of mine to see women better represented in our managerial and leadership ranks, and I’m fiercely committed to elevating ALL IN, Deloitte’s global diversity and inclusion campaign, which sets strong aspirational goals on gender balance.

Our Women in Tech initiative is another important arrow in the quiver of female empowerment in our organization. It was no coincidence that its global virtual event in October was timed partly to coincide with Ada Lovelace Day, an international celebration of women in the STEM disciplines. Over three sessions, our professionals discussed themes such as female technology heroes and the critical role of allies in supporting and inspiring current and future generations.

I was inspired to hear the stories of female colleagues who overcame personal and professional challenges to flourish in their career in technology. There was Martha Enriquez, from our Mexico practice, who spoke of being a rare female student studying chemical engineering, then fighting against a male-dominated culture in her early career as a tech consultant. She described how clients, usually male, would ignore her recommendations in meetings, only to accept them when they were later delivered by male colleagues. It was largely because of the support of her manager, fighting on her behalf, that she was able to build credibility and advance in her career.

Indeed, most Women in Tech speakers stressed the vital role played by mentors and sponsors in helping women overcome common challenges such as “imposter syndrome” and attitudinal barriers. Such support can come from men or women, but it is especially important that men realize the responsibility they have, as colleagues and leaders, to support the women in their organization.

It is especially important that men realize the responsibility they have, as colleagues and leaders, to support the women in their organization.

Another key to levelling the playing field is providing flexible working environments. Rachel Royan, from our Australia practice, spoke of her personal dilemma in being promoted to management while she was pregnant, and then struggling emotionally with leaving her child in day care to go to work. Happily, workplace flexibility and supportive bosses helped Rachel thrive; however, in general terms, the work-life balance issue has affected women particularly badly during COVID-19, with some 82 percent of professional women in a new survey by Deloitte reporting having their lives negatively disrupted by the pandemic, and nearly 70 percent of those believing their career progress would be hurt as a result. Rethinking work, especially in the new work-from-home era, is crucial if organizations want to help their female employees thrive.

The key takeaway for me from these enlightening sessions was best summed up by Rachel’s words of advice to colleagues: “Pay it forward – it creates a ripple effect like no other. It’s key to converting experiences such as mine from novelty to normal. It should be the new normal.”

As a symbol of what this new normal should look like, the Women in Tech team created a Heroes & Allies Wall of Fame, displaying nearly 500 people from our global organization – both the outstanding women who are forging great careers as technology leaders, and men who have stepped up and supported these women on their journey. Here’s to thousands more heroes in the years to come.