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Companies with female leaders outperform those without, and the most gender diverse quartile of organisations are 15 percent more likely to have better than average financial returns. But in tech, just 24 percent of roles are held by women, and women hold just 5 percent of all tech leadership positions. That means there's a huge opportunity in tech that companies aren't taking. Companies that work to attract women, upskill women and retain women (continuously, not just when budget allows) will outperform their rivals. And they'll help to create a more diverse, more inclusive, more equitable professional landscape at the same time. AND Digital is now launching a progress designed to address some of the challenges around female leadership in tech. Read more: https://lnkd.in/eX8P__2S #womenintech #tech #DEI

Breaking barriers: overcoming challenges for women in tech leadership Women in the tech industry face a myriad of unique challenges and barriers that hinder their advancement in leadership roles. From gender bias and discrimination to a lack of mentorship and support, these obstacles can create significant hurdles for women striving to succeed in a male-dominated field. Addressing these challenges requires a fundamental shift in organisational culture and a commitment to promoting a more inclusive and equitable work environment. Gender bias and discrimination are pervasive issues that women in tech leadership often encounter, whether in hiring practices, promotions, or daily interactions in the workplace. Stereotypes and preconceived notions about women’s capabilities and leadership potential can undermine their confidence and limit their opportunities for advancement. Moreover, the lack of mentorship and support systems further compounds the challenges they face. Establishing mentorship programmes, networking initiatives, and leadership training tailored to the needs of women can help bridge this gap and empower them to achieve their full potential. #TechEMAvision https://lnkd.in/eAWv3hgS

🌟 Empowering Women in Tech: A Blueprint for Retention and Leadership In today's dynamic tech landscape, retaining top female talent and promoting them to leadership roles isn't just a goal—it's a necessity for innovation and growth. Discover actionable strategies that tech companies can implement to create inclusive environments, foster professional development, and support career advancement for women. Let's build a future where leadership is diverse and every voice is heard. Read the full article to learn how your company can take the next step: https://hubs.li/Q02F95bF0 #WomenInTech #Leadership #DiversityAndInclusion #TechIndustry #CareerGrowth #WomenEmpowerment #FemaleLeadership #Inclusion #TechCareers #ProfessionalDevelopment

We’re excited to share this insightful post about how women are reshaping the tech industry through innovation and leadership. It covers the barriers women face in tech and highlights the crucial role diversity plays in driving progress. If you’re interested in the future of technology, check out the full article here: https://buff.ly/4gm5PmH #WomenInTech #Innovation #Leadership

It’s International Women’s Day today, so we’re taking a look at why our industry is so male dominated. Did you know only 5% of leadership positions in the technology sector are held by women? We asked one of the 5%, Parallel Chief Executive Claire Harrison, why it’s important to get women into tech. “It’s still such a male dominated industry, but we are seeing more women coming through the ranks. “I think more people – both women and men - should be encouraged to come into the tech industry from non-traditional backgrounds. I started in communications, and that gives me a different perspective on running a technology company versus someone who’s come through the traditional software developer route. “Diversity in our workforce means new ideas, different views, and better innovation and creativity. That’s something every tech company leader should be striving for.” What do you think the industry could do to improve the number of women at the top? #IWD2024

Women in Tech: A Matter of Impact, Not Just Representation I recently stumbled over a Mc Kinsey statistics, depicting the stark underrepresentation of women in certain tech roles. Looking at the roles, I thought: thank god. Why? As long as women don’t fill half of all ranks in tech, it's impact, that matters, not representation. Background on Underrepresentation The tech industry has long been a boys' club, with women historically underrepresented. This disparity stems from persistent discrimination, entrenched stereotypes, a lack of emancipation, and diminished self-confidence in women pursuing STEM careers. Implications of Underrepresentation A diverse workforce is not just a token of equality; it's a crucial ingredient for success. Plenty of studies, not only by McKinsey, reveal that companies in the top quartile for gender diversity on executive teams are 25% more likely to have above-average profitability than companies in the fourth quartile. Clearly, diversity isn't just nice to have; it's a must-have for competitive performance. A Closer Look at the Graph The graph delineates fields of increasing technicality and specialization. As we move to the right and down, the percentage of women dwindles. So far, so bad. However, coinciding with those dwindles is an upsurge in the 'nerd factor'—a colloquial nod to the depth of specialization these roles demand. Why Specialization May Not Be the Key Here lies a (possibly unconventional) truth: women's underrepresentation in hyper-specialized tech roles may not be the setback it seems. The roles depicted are ripe for automation, their processes and syntaxes a playground for AI advancements. The uniqueness of women, or any diverse group for that matter, isn't their ability to conform to such specializations but to challenge and enrich them. Leveraging Differences Where They Count The tech industry needs women, but not just to fill quotas in DevOps or cloud computing. Their distinct perspectives are needed where they can truly influence change—combating biases in machine learning algorithms, steering product management towards more inclusive designs, and most critically, in leadership roles, in the hope for more ethical, sustainable companies. The Call for Women in Leadership As long as women don’t fill half of the ranks in tech, they should not aim merely to fit in but to stand out and ascend. Beginning with a technical foundation is prudent, but the goal should be strategic positioning for leadership, where their differences make a difference. We need more women in tech, not just in the trenches of coding but at the helm of innovation and decision-making. Let’s not waste those precious few we have on writing YAML. Source: https://lnkd.in/epVg-pPr #WomenInTech #TechDiversity #Leadership Stefanie Peters enable2grow GmbH Verena Weber

The technology sector is one of the fastest-growing industries, yet women remain significantly underrepresented, especially in leadership roles. For women navigating this male-dominated field, breaking the glass ceiling requires a strategic approach. This article provides actionable strategies for overcoming barriers, advancing careers, and thriving in technology.https://https://lnkd.in/gcf6YqWx

Why Women Struggle to Reach Tech Leadership Positions https://shorturl.at/eHPY1 Explore the factors preventing women from ascending to leadership roles in tech. From prejudice to workplace culture, this article sheds light on barriers and offers strategies for change. #WomenInTech #GenderEquality #TechLeadership #DiversityandInclusion #EmpowerWomen

Why aren't more women in high level positions in tech? In 2024, the tech industry continues to be a powerhouse of innovation and progress. However, there's an issue that continues to be apparent; the significant lack of women in tech roles, specifically more senior positions. Despite a number of initiatives and discussions, women still seem to be underrepresented in this sector at a high level. This isn't just a gender issue, it's an innovation and economic issue too. We know that diverse teams drive better decision making, breathe creativity, and enhance company performance. Yet women make up only about 30% of the tech workforce. Even with the split between gender improving to 30% in recent years, when headhunting more high level positions; I tend to find that 10% or less are women in the US and around 15-20% in Europe. With fewer women in senior tech positions, women aspiring to get into the industry lack mentors and role models. As a whole, we need to inspire women to take up careers in the industry but to do this we need to take away the stereotypes which discourage them from doing so by promoting and hiring women into high level/leadership roles.

According to Accenture, 50% of young women who go into tech leave by age 35. That statistic is disturbing to me; however, it’s not at all surprising. As President of the Silicon Valley chapter of High-Tech High Heels, I’ve seen firsthand the important movement to encourage more girls to embrace STEM. Yet, even with the boom we’ve been having in tech, the gender imbalance is actually worse than it was 35 years ago, when 35% of tech workers were women. Today, it’s only 32%, and we’re leaving at a 45% higher rate than men.  How do we stop this female exodus from tech? By supporting diversity.  Retaining women in STEM fields is in everyone’s best interest because it’s been proven that in truly diverse companies, where women feel empowered and supported from the ground floor to the C-Suite level, women stay, thrive, and drive innovation that boosts the bottom line.  Check out this report from Accenture and let me know what you think. We, as an industry, need to move forward, not regress when it comes to encouraging, recruiting, and retaining female talent in tech.   https://lnkd.in/dS_w5trD Ravi Poddar, Donna Yasay, Jodi Shelton https://lnkd.in/deaMJ2V5 #STEM #Accenture #WIT