Challenges facing Women in Tech

by University Of Freelancing August 15, 2021 Uncategorized

The technology industry, perceived as a male-dominated field, in recent years has experienced more women transition. But, retention problem still exists even with more female representations. Many are entering the industry and subtly driven out.

As a Global Talent Consultant and Career Coach, I have seen firsthand the struggles that women face in tech. Opportunities for advancement are lesser for women despite their skills and qualifications. This leads to feelings of frustration and disillusionment, ultimately driving women out of the industry.

What are these challenges?

There are many factors that contribute to the retention problem for women in tech. One of the main issues is the lack of female role models and mentors. Transitioned women may feel isolated and unsupported, if they are the only woman on their team or in their department. This can make it difficult to navigate the industry, find opportunities for growth, and establish a professional network.

Another issue is the prevalence of unconscious bias in the workplace. Despite efforts to promote diversity and inclusion, many tech companies still struggle with unconscious bias, particularly when it comes to hiring and promotion decisions. Women may be passed over for job opportunities or promotions in favor of their male colleagues, even if they are equally qualified or more so.

The tech industry can also be an unforgiving and intense environment, with long hours and high-pressure workloads. This can be particularly challenging for women who are juggling career ambitions with family responsibilities, particularly as there is still a disproportionate expectation for women to take on more domestic responsibilities.

Strategies to overcoming these problems

How can these retention issues be solved?

Firstly, companies need to recognize the value of diversity and actively work to create more inclusive workplaces. This includes investing in female mentorship programs, implementing unconscious bias training, and creating flexible working arrangements to support employees with family responsibilities.

Secondly, women in tech need to be proactive in advocating for themselves and seeking out opportunities for growth and advancement. This may involve building professional networks outside of the company, seeking out female mentors, and actively pursuing training and development opportunities. Women must UNMUTE their own mics because nobody will do it for them.

Finally, it’s important for society as a whole to recognize the value of women in tech and to challenge gender stereotypes. Encouraging girls from a young age to pursue careers in STEM and celebrating the achievements of female leaders in tech can help to shift the narrative and create a more supportive and inclusive culture.

In conclusion, the retention problem for women in tech is a complex issue that requires a multifaceted approach. Companies need to take proactive steps to create more inclusive workplaces; women need to advocate for themselves and seek out opportunities; and society needs to challenge gender stereotypes and support the next generation of female tech leaders. As a founder of an HR-tech startup (Outnovately Africa), I am committed to working towards a more diverse and inclusive tech industry in Africa where women can thrive and reach their full potential.