3 steps to bridge the gender gap

At a time when the world is suffering from the pressures of sustainability and growth in the ‘next normal’, the future of work for women in technology is a more important issue.

Of the 40 percent female graduates of STEM, only 14 percent actually pursue a career in this field. Despite these statistics, India is writing a comprehensive list of women who have made a significant impact on industry and the economy.

According to NASSCOM, the Indian workforce has seen a 10 per cent increase in the number of women in technology over the past decade. Overall, women now make up about 35 percent of the workforce. One could say that the women stem professionals of the country are overcoming obstacles and fighting a good fight. But the more important question is – what causes a leaky funnel when it comes to female graduates choosing a STEM career. What are the main obstacles? What steps should we take to make the funnel waterproof?

Two-thirds of women are seen to be at fault for pursuing their dreams. In the first category those who are deprived of primary education, which is well known, but quite surprisingly, in the other section there are highly qualified female professionals.

Bring a change of mindset

Although some women have broken stereotypes to emerge as influential leaders, technology continues to be a male-dominated space. There are a number of factors that contribute to the low transformation of female STEM graduates into senior leadership roles.

Diversity, inclusion, and being in corporations are taking on a whole new meaning today. Companies around the world are awakening to the importance of diversity to bring better business results, as well as creating an inspiring workplace for more women to join the STEM profession. Continuing with this approach, a mindset change is on the card. First and foremost, educate hiring managers to conduct interviews using structured processes and tools to eliminate bias. The same goes for identifying talented women, encouraging them to take big positions and risks. Rewarding those who are champions in the advancement of women is another strategy to increase gender diversity. Top management needs to be aggressive in order to personally champion diversity as a core business and cultural priority.

As primary caregivers, women also handle multiple obligations at home. This work-life integration requires a balance to keep women from dropping out. Offering policies outside of D-Regue’s flexible work hours could prove important in retaining female technologists in mid-careers and senior-level positions.

Useful mentoring and counseling programs

Mentoring and counseling programs can go a long way in draining. Many women, though eligible for STEM careers, drop out due to family responsibilities and commitments. Interventions at critical junctures are crucial to encourage women to stay after marriage / maternity breaks. This dilemma of ‘picking’ between the two states of femininity and professionalism, creates a trust gap between women technologists, or at least slows them down. Women tend to be less confident than their male peers. This humility can take a toll on their careers or growth. This is where mentoring – even sponsorship – can come Women’s role models as mentors can also build the necessary bridges for many women technologists to embrace their potential.

Women-led conferences, which are gaining popularity, serve as a way for aspiring women technologists to learn from leaders in their areas of interest.

Startup as a potential opportunity

By 2020, about 297 women technology entrepreneurs will be running 285 tech start-ups in India. However, Indian start-ups, including at least one female founder, accounted for only 5.77 per cent of total start-up investments in India as of January. 2018 to June 2020.

These numbers call for concerted efforts by technology companies and the government to introduce and implement policies conducive to women-led initiatives. It will bring a heterogeneous mix of ideas that will lead to better and faster innovation, empathetic leadership, allowing companies to do better overall, which will have a direct impact on job growth, profit growth, investment and the growth of our economy. .

Following the success of its startup program, NetApp Accelerator, NetApp launched NetApp ExcellerateHER, a targeted program for women entrepreneurs in July 2020. Now more than 40 percent of the startups in this program are led by women founders.

Influence of females on the stem

At a time when the world is suffering from the pressures of sustainability and growth in the ‘next normal’, the future of work for women in technology is a more important issue.

Companies are prioritizing diversity hiring programs as never before. Incorporating more women into the interview panel could improve the diverse talent pool. As inequality in senior leadership positions increases, it is essential to empower more women in executive positions to achieve sustainable business growth.

Women must play their part and stop selling themselves small. We must take ownership, build our own brand, inspire others around us, take risks and pave the way for those who follow.

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