Women in Technology (or Women in Tech) is a generic term for efforts to raise the profile of women in technology-oriented roles in the public, private and voluntary/not-for-profit sectors.

The movement has been making great strides to break down the barriers women face when entering and staying in the technology sector.

Organisations everywhere should appreciate the significance of having women involved in the development of their products and services as means to make them more inclusive and functional to a wider audience.

By fostering an atmosphere that is diverse, equitable, and inclusive for women, organisation owners and leaders will not only be capable of building better teams but also benefit from having a more creative workforce that can come up with unique and innovative solutions to problems.

Thus, it is essential for organisations to dedicate real practical steps to developing a more diverse and inclusive workplace in the tech industry.

In this blog post we'll look at how to create positive change through effective strategy implementation when building a diverse tech workforce from scratch - and keeping it going with momentum!

1. Set clear diversity and inclusion goals

Building a more diverse workplace begins with setting clear and achievable goals by identifying specific areas where your organisation needs to improve. For example, setting milestones for women in tech leadership roles or increasing the representation of people of colour can help create lasting change. Communicating these goals to everyone in the organisation is essential so that they all understand their role in the process.

Measuring and tracking progress on an ongoing basis helps to ensure that your organisation is making tangible advances toward its diversity and inclusion goals. With the right framework, any organisation has ample potential for a happier and more productive workplace.

2. Invest in diversity, equity and inclusion recruitment 

Recruiting can be a powerful tool that organisations can use to increase diversity, and women in tech are a great place to start. By actively seeking out underrepresented groups, such as women or people of colour through professional organisations and networking events, you ensure that everyone has the same level of opportunity throughout the job application process. On top of this, organisations can also go the extra mile by utilising non-traditional recruitment methods such as social media platforms to cast a wider net.

It's important to ensure that the recruitment process is fair and unbiased to level the playing field. Blind application and CV screening are excellent ways to make this happen; by removing pictures, ages, and other identifying information from the CVs, hiring teams can review the qualifications objectively. A good practice is to ensure interview panels for candidates are diverse and representative.

Avoiding gendered language is another way to attract more diverse applicants - for instance, looking for a ‘Social Media Ninja’ is unlikely to be as appealing to women, as it is to men.

3. Employee development and advancement

It is essential that everyone, regardless of gender identity, ethnicity, or belief system, has equal opportunities for development and growth. Organisations must be proactive by providing training programmes and mentorships specifically designed around women in tech or other underrepresented groups. Moreover, organisations can also create internal networking groups where employees from diverse backgrounds can come together to collaborate and achieve a common goal.

This kind of initiative can recognise and celebrate each employee's contribution as well as open numerous possibilities for women and other minorities within the organisation.

4. Culture and communication

Creating a culture of diversity and inclusion is essential for fostering women in tech. When organisations build a diverse workplace, communication is opened, and employees are encouraged to share their perspectives and ideas. This creates a safe and nurturing environment, enabling women in tech to thrive.

To ensure that all employees feel similarly accepted, organisations should establish clearly defined policies and procedures for addressing discrimination, harassment, or any unfair practices. For a culture of diversity and inclusion to be successful, employees must be made aware of the policies so they can act on them with confidence.

5. Measure and monitor progress

Finally, to drive meaningful change toward a more diverse and inclusive environment within your organisation, it is necessary to measure and track progress. Consistent employee surveys give you key insights into the experience of women in tech and other underrepresented groups.

By tracking the representation of these employees at your organisation, as well as analysing data on promotions, retention, and turnover, you can assess programme effectiveness and create strategies to improve outcomes. Results from your analyses should be regularly reviewed and factored into efforts to grow diversity and inclusion within your organisation. This methodical approach will help build an equitable workplace where women in tech can continue to thrive.

Summary

In summary, building a workplace diverse in gender, race, and experience is an essential part of creating a culture that values diversity and unlocks innovation.

Organisations looking to make such a change must commit themselves to the long-term goal of building a diverse organisation by setting clear objectives for women in tech, providing equal opportunities for advancement and development, fostering an inclusive environment, and tracking progress.

Creating this type of work culture can only help organisations succeed by allowing all individuals to thrive without feeling undervalued or excluded.

Making the effort to build a more diverse workplace is ultimately worth it in the end as it provides more innovative ideas, more respect among peers, and better working conditions overall.

We are grateful to Erica Brown, an independent researcher and consultant specialising in Women in Tech for contributing this guest blog. Erica recommends the WomenTech Network as a useful resource and community promoting more gender diversity in technology roles.

The Institute of Government & Public Policy offers several events and training focused on improving gender diversity in the workplace. These include our Progressing Women into Leadership 2023 conference on 8 March 2023 and our highly-regarded Women in Leadership one-day course.