How Women in Executive Tech Jobs Can Champion DEI

The tech industry is leading global innovation, shaping our digital future. However, it continues to struggle to battle the significant gender gap. Progress towards gender parity has been slow, leaving women in tech jobs underrepresented and facing unique barriers to career advancement. This imbalance limits diversity and disrupts the industry's potential for growth and innovation.

In this context, women in executive positions play a crucial role. They bring diverse perspectives and insights that are essential for driving meaningful change. They have the power to reshape company cultures, refine hiring practices, and empower the next generation of female leaders, contributing to a more inclusive and equitable tech industry.

In this guide, we explore the vital role of women in executive positions and how they can drive organisational change in terms of inclusion and gender equality in tech recruitment. We will also share real examples from our work at McGregor Boyall, demonstrating practical strategies women in executive positions can implement to champion diversity, equity, and inclusion effectively.

The Importance of Women in Senior Positions Leading DEI

Women play a crucial role in the tech industry, representing only 26% of the workforce at large companies. Despite some progress, reaching senior roles remains challenging, with only 17% of senior VP hardware roles and 30% of senior software roles held by women.

Women in senior tech roles act as natural mentors and advocates, offering unique perspectives crucial for shaping effective DEI strategies and breaking down industry barriers. They inspire other women in tech jobs to pursue leadership roles, contributing significantly to creating equitable workplaces.

Female tech leaders possess the unique power to drive change within modern organisations, especially when supported by their companies. Achieving gender equality in tech requires sustained efforts, particularly in executive positions. 

Women in senior positions in tech are prime candidates for supporting women in tech jobs, driving meaningful change, and supporting inclusive workplaces due to their: 

• Influence: They can leverage their authority to drive policies and initiatives promoting gender diversity and inclusion across the organisation.
• Insight: Their firsthand experience allows them to empathise with and address women's unique obstacles in tech careers, cultivating supportive environments.
• Advocacy: They serve as vocal champions for gender equality in the tech sector, challenging biases and advocating for equitable opportunities for women at all organisational levels.
• Leadership: By setting an example, they inspire confidence and ambition in other women, encouraging them to pursue and excel in leadership roles.

Women in executive positions drive organisational success and shape the future of tech by advancing diversity, inclusion, and equality. Their leadership is crucial in creating environments where everyone, regardless of gender, can thrive and contribute to innovation and progress.

4 Strategies for Women Executives to Champion DEI

We have established the need for women in executive tech positions to promote hiring and cultural practices that empower other women to join or continue in the industry. But how exactly can female executive leaders utilise their influence to create a more responsible and accountable environment, providing women in tech jobs equal opportunities to grow and develop within the field?

Let’s discuss 4 key strategies you can deploy to ensure you use your influence positively and innovatively.

1. Lead by Example

Promoting gender diversity and inclusion (DEI) in the tech industry isn't just about talking the talk; it's about walking the walk. While discussing the need for more women in tech jobs is straightforward, putting it into practice can be challenging, especially for female leaders in a field historically dominated by men.

As a woman in a senior tech role, pushing for gender diversity can be challenging. Many companies talk about diversity but struggle to turn words into action. Without evident efforts to promote equality in both internal practices and public image, women already in tech and those aspiring to join may feel undervalued or unappreciated.

When female executives lead by example in promoting equality and diversity, they show real commitment to their organisation’s values. This visible support builds a culture where everyone feels valued, regardless of gender.

Driving Cultural Change: Illustrating Leadership Through Example

Leading by example isn’t as difficult as it may seem. It’s about setting up initiatives, having strong ideas about gender diversity, and following through by using influence and power within an organisation to promote these ideas from the top down. 

At McGregor Boyall, a women-owned business, we lead by example with our women in technology initiative. This programme supports women in IT through mentoring, networking, and advocacy. We use platforms like LinkedIn, Twitter, and Facebook to share success stories and updates on DEI in tech, showing our ongoing commitment to inclusivity.

Sharing how diversity benefits our company inspires others to take action. By sharing success stories, we encourage other businesses and female tech leaders to adopt similar strategies, making DEI a core part of their business ethos and, therefore, promoting our commitment to women in tech jobs both internally and externally. 

Whether you're new to leadership or a seasoned executive in tech, you can begin to lead by example within your organisation in terms of promoting your commitment to women in tech jobs by:

• Social Media Advocacy: Get involved on LinkedIn, Twitter, and Facebook to share insights, articles, and personal experiences on DEI in tech. Amplify voices of underrepresented groups and engage in conversations.
• Internal Communication: Ensure your company’s social media and internal communications reflect a strong DEI commitment. Share success stories, initiatives, and progress towards diversity goals.
• Personal Branding: Show your involvement in DEI initiatives and partnerships on your professional profiles. Highlight speaking engagements and initiatives that promote diversity.
• Educational Campaigns: Use social media to educate on DEI issues, dispel myths, and raise awareness about the importance of diversity in tech.

Leading by example in championing DEI through social media and communication is key to driving change in the tech industry. 

2. Implement Inclusive Hiring Practices

Empowering women in tech jobs isn't just about external promotion or how often you post about your DEI efforts on social media. True inclusion starts with the hiring process. Adopting diverse hiring practices that seek to eliminate biases is crucial to building an inclusive workforce.

Creating a diverse and inclusive workplace begins with how you hire. Diverse hiring practices ensure that every candidate, regardless of background, has an equal opportunity to showcase their skills and be considered for roles. This not only brings in a variety of perspectives but also strengthens the organisation by fostering a more inclusive culture from the start.

Only about 60% of employers have reviewed and adjusted the language in job ads to be more inclusive, a slight increase from 54% the previous year. Additionally, nearly 30% of women believe their tech workplaces don't prioritise gender equality in hiring and company culture. These statistics highlight the ongoing need for improvement in hiring practices to create a genuinely inclusive environment.

Key Actions for Inclusive Hiring

At McGregor Boyall, we’ve seen firsthand how even small changes can significantly impact the diversity of candidate applications and improve the overall candidate experience. For example, we train our staff on unconscious bias, ensuring they are aware of and can mitigate their biases during recruitment. Additionally, our consultants do not have access to sensitive candidate data, which helps further reduce unconscious bias in selection.

We have also decided to complete a Responsible Business Foundation Course with specialist EDI (Equality, Diversity, and Inclusion) modules, reinforcing our commitment to inclusive hiring practices. 

These strategies have worked for us and can work for you, too. To promote inclusive hiring practices within your organisation, consider the following steps:

• Develop Unbiased Job Descriptions: Write job descriptions that focus on essential skills and qualifications, avoiding language that may inadvertently deter certain groups.
• Use Diverse Recruitment Channels: Post job openings on platforms that reach a wide range of candidates, including those that cater specifically to underrepresented groups in tech.
• Implement Blind Recruitment Processes: Remove identifiable information such as names, genders, and ages from applications to reduce unconscious bias during the initial screening.
• Publicly Commit to DEI Goals: Make a visible commitment to diversity in hiring, both internally and externally.
• Train Staff on Unconscious Bias: Ensure that all employees involved in hiring are trained to recognise and mitigate their own biases.
• Review and Adjust Hiring Processes: Regularly review your hiring processes to identify and eliminate potential biases.

Implementing inclusive hiring practices is critical in developing a diverse and equitable workforce. By making thoughtful adjustments to your recruitment strategies, you can attract a broader range of talent and create a more inclusive environment.

3. Create Mentorship and Sponsorship Programs

Mentorship and sponsorship programs are game-changers for women in senior technology jobs. These initiatives provide guidance, support, and career development opportunities, helping women overcome the tech industry's unique challenges.

Think about it—how impactful is it to have someone guide you, share their experiences, and advocate for your growth? Mentors offer advice and emotional support, opening doors to new opportunities. 

According to a women in tech jobs study, more than 50% of respondents felt that seeing women role models in senior roles boosted their career satisfaction. These programs can truly transform a woman's professional journey and contribute to a wider goal of getting more women into tech roles. 

How You Can Utilise the Power of women in tech jobs Leadership

At McGregor Boyall, our female leaders actively encourage inclusion and gender equality by supporting junior women in tech jobs. This hands-on approach ensures emerging talent gets the mentorship and sponsorship needed to climb the ladder. We understand the importance of this support, and you can adopt similar practices in your organisation. 

A 2022 study found that 43% of women would be more successful if they had a role model in the workplace, and 57% believe that having a relatable role model is crucial to achieving career success. Creating effective mentorship and sponsorship programs isn't just a box to check—it's about making a real difference in people's careers. Here’s how you can get started:

• Establish Formal Mentorship Programs: Create structured programs where seasoned professionals guide junior employees. This helps mentees gain insights and build valuable networks.
• Encourage Executive Sponsorship: Get senior leaders to sponsor high-potential women, advocating for their advancement and giving them opportunities to shine.
• Promote Role Models: Highlight and celebrate women in senior positions within your organisation. Seeing successful women leaders is essential for inspiring ambition and career satisfaction.
• Create Networking Opportunities: Organise events and platforms where women can connect, share experiences, and support each other.

Creating mentorship and sponsorship programs is key to supporting women in tech jobs and supporting an inclusive workplace. By setting up formal programs, encouraging executive sponsorship, promoting role models, and enabling networking, you can significantly enhance career development opportunities for women. Committing to these actions will help you build an environment where women in tech jobs can thrive and contribute to a more inclusive and innovative industry.

4. Support an Inclusive Workplace Culture

Promoting your commitment to DE&I and adjusting your hiring practices to reflect inclusive values is a great start. However, if these values are not mirrored in your workplace culture, female candidates may leave due to the disconnect between external promises and internal realities.

Women in tech jobs often face traditional gender stereotypes and biases that can limit their career progression. Additionally, the tech industry has a reputation for being male-dominated, with workplace benefits and activities often tailored to men's needs. This lack of focus on women can make the environment unappealing for modern women in tech jobs.

Women in tech jobs are qualified, hardworking, and in-demand professionals. Therefore, it's crucial that your internal practices, including company culture and employee benefits, are attractive to retain this talent.

Consider that 57% of women in tech jobs report experiencing gender bias in the workplace at some point. This statistic underscores the importance of creating a genuinely inclusive environment that supports and values women.

Perfecting and Diversifying Workplace Culture and Enhancing Benefits

Building a workplace culture where everyone feels valued and included means tailoring your cultural values to what appeals to women in tech jobs. 

At McGregor Boyall, we understand that our sector needs diverse talent to continue providing innovative solutions. We tailor our workplace culture to celebrate the achievements of the women who work for us and embed key principles related to accountability, integrity, and equality within our cultural practices. 

We offer dedicated training and development programmes and flexible working policies, and we regularly celebrate DEI successes both internally and with our clients. We provide private healthcare and other health-focused incentives as key and non-negotiable benefits for all. 

Embedding these important practices deep into your company culture involves offering a variety of initiatives and consistently tracking metrics to ensure progress. 

Here’s how you can begin to transform your company culture:

Actions:

• Promote Flexible Work Arrangements: Offer flexible hours and remote work options to accommodate diverse lifestyles and needs.
• Encourage Employee Resource Groups (ERGs): Support ERGs that allow women and other underrepresented groups to connect and share experiences.
• Regularly Celebrate DEI Successes: Highlight and celebrate achievements related to DEI to reinforce the importance of these values within your organisation.
• Wellness Programs: Provide comprehensive wellness programs that address physical, mental, and emotional health.

Benefits Packages:

To attract and retain women in tech, your benefits packages should include:

• Flexible Work-Life Balance: Offer flexible working hours and remote work options.
• Parental Leave Policies: Provide comprehensive parental leave to support employees with families.
• Health and Wellness Programs: Ensure access to private healthcare and wellness initiatives.

By integrating these practices and benefits into your workplace culture, you can create an environment that attracts and retains talented women in tech, ensuring continued advancement and innovation. Start by adopting these principles and actions in your organisation, setting a strong example and contributing to a more inclusive and diverse tech industry.

Supporting Women in Tech Jobs From the Top Down: Final Thoughts

Women in executive tech roles are crucial for improving diversity, equity, and inclusion (DEI) within the industry. Despite progress, challenges remain, highlighting the need for ongoing proactive measures and commitment to change.

Achieving gender parity in tech requires continuous effort and adaptation. When women in executive positions lead by example, integrate DEI into strategic planning, and monitor progress closely, they set standards for success and empower future generations of tech professionals. We've shared our practices dedicated to supporting and increasing the number of women in tech jobs—now it’s your turn to build on this.

Together, we can create a more inclusive tech ecosystem where everyone’s contributions are valued and celebrated, ensuring continued advancement and innovation.

Harnessing Industry Potential to Develop Leading Talent Solutions

At McGregor Boyall, we know the value of diverse talent pools in tech. The industry relies on innovative ideas only found in teams of professionals from different backgrounds, genders, and experiences. That’s why we emphasise creating and developing recruitment solutions that embody the principles of securing diverse and qualified talent using our extensive talent network. 

Contact us today to discover how we can help you empower the incredible women in your tech organisation, and elevate your recruitment strategies.