Why Are Women Leaving Tech? It’s Time for Real Change!
? Darren Timmins
Empowering HR & Talent Leaders | Championing Inclusive & Skills-Driven Hiring | CXO & People Tech Innovator | HR Community Leader | Talent Management Enablement
Having read a piece from Sifted earlier today, I wanted to expand on the topic. In recent discussions, one alarming trend has become apparent: women are leaving the tech industry in droves. Let that sink in…..
As a Head-hunter & Co-CEO of Animate , and COO of anti-bias software Woowii I am deeply invested in this topic and can say with confidence that we are not doing enough to create cultures built on DEI.
Despite numerous diversity panels and initiatives, the tech world continues to struggle with retaining female talent. Issues like lack of childcare support, career development opportunities, and a pervasive "jobs for the boys" culture make many women feel unwelcome and undervalued.
At the recent "Stay in Tech" event in Berlin, several women shared their experiences. A staggering 53% of women leave tech careers after ten years. They often face microaggressions, being talked over in meetings, and constantly needing to prove themselves more than their male counterparts to achieve the same opportunities. Again, let that sink in. It is 2024 and half of the population feels marginalised.
The Current State and Urgency for Change
The tech industry is at a critical juncture. We're witnessing an outflux of talented women, a trend that is detrimental to innovation and growth. If we don't address these systemic issues, we'll continue to lose valuable talent. The tech industry needs to evolve, not just in terms of technology but also in its cultural and structural dynamics.
Lack of Female Founders and Leaders
One of the most glaring issues is the lack of female founders and leaders in tech. Women are severely underrepresented in C-level positions and boardrooms. This lack of representation not only affects decision-making processes but also perpetuates a cycle where women do not see themselves in leadership roles, further discouraging them from aspiring to such positions.
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DEI: More Than a Tickbox Exercise
Diversity, Equity, and Inclusion (DEI) should not be viewed as mere tickboxes to mark off during annual reviews. Instead, DEI needs to be woven into the very fabric of a company's culture, influencing every aspect of the organisation from hiring practices to daily operations. This cultural shift requires commitment and action from all levels of the company, especially leadership.
Strategies for Retaining Female Talent
Here are some actionable steps companies can take:
Join the Conversation
The time for real change is now. How can we ensure that more women climb the ranks in tech? What strategies have worked in your organisation? Share your thoughts and experiences. Let’s start a conversation that leads to action.
#WomenInTech #Leadership #DiversityAndInclusion #TechIndustry #WomenEmpowerment #DEI
The ROI Guy ? I help DEI Consultants get more warm leads ? Download my ROI of DEI white paper to learn the framework (see featured section)
6 个月Don't underestimate the power of small actions. They can create a ripple effect of positive change. P.S.?Thought-provoking post, ? Darren Timmins
Proofreading | Writing | Communications | Taking responsibility for clarity, accuracy, and consistency, and ensuring clients are more than satisfied.
6 个月Sadly true in many cases. That makes the exceptions all more to be celebrated. Arenko is an shining example.
Head of Marketing | Creative Strategist | Growth-Focused Digital Marketer
6 个月? Darren Timmins, your insights resonate deeply with me. The statistics you share are disheartening but sadly familiar. I recently left a tech company after returning from maternity leave. The job I'd spent years building wasn't there anymore. It had been divided up among other employees during my absence. While the law here in Denmark requires they offer a comparable position, the reality was very different. There was no clear role description, and my new manager didn't seem to need or want someone in the role. This experience was a painful reminder of how fragile our careers can feel, especially for women. Despite my dedication and hard work, my contributions seemed to be forgotten in a matter of months. I agree wholeheartedly that we need to go beyond panel discussions and initiatives. Companies need to actively invest in creating cultures that truly value and support women throughout their careers. Flexibility, clear career pathways, and strong mentorship programs are just a few of the ways we can start to shift the narrative. Thank you for sparking this important conversation.
Headhunter, Executive Search & Talent Acquisition Leader - Recruitment Agency Owner & Founder
6 个月Interesting, but worrying research, but great to have some practical tips on how to potentially reduce and manage this. The stat of 53% after 10 years also stands out. It would be great to delve further into the reasons behind this. For example, is this at the pivotal time of women's careers when raising a family becomes more important or takes precedence? Certainly, work flexibility becomes critical at this point and there is also the danger that career advancement stalls during periods out. So, what can companies do to mitigate this? Maybe, this may only account for a small fraction of instances, so could the timeframe be more about 'enough is enough' and a point where a career pivot is more likely or achievable?