In a period when workplace diversity is more and more part of public discourse, technology companies are in turn proactively undertaking initiatives that lead to more women recruits, as well as create more welcoming work environments. According to the 2018 Harvey Nash Women in Technology: Building Momentum, 31 percent of respondents say their organization provides career development programs for hired women and 29 percent of respondents say their company offers programs to recruit and hire women.
Only 30 percent of women believe their company pays men and women equally and, while 43 percent of female responders acknowledge the #MeToo movement had a positive effect in the workplace, 35 percent of female responders say their work environment remains unwelcoming, an increase of 5 percent from last year. The survey also addresses men, by analyzing how lack of proper workplace programming might affect retention rate and shows how both men and women leave the workplace due to unfair treatment or an unsupportive environment— though the issue seems to impact women more than men.
Sean Gilligan, President, Technology Recruitment for Harvey Nash addresses how 39 percent of respondents claim efforts seem more like “checking a box” then an inherent goal. “That’s why corporations must help their employees become comfortable with having uncomfortable conversations. We see a big jump in companies implementing programs to better support women, but it has to change company-wide. You have to really want the culture to change and put the hard work in.
The survey also notes the challenges of working in IT, particularly how the high-pressure and long hours take a toll on both men and women’s family life and ability to balance work with their personal life.
Leslie Vickrey, CEO and founder of ClearEdge Marketing and co-founder of ARA, a non-profit committed to advancing women in technology roles, spoke on how work/life balance in tech is a familial issue and not just tied to gender. “Companies need to support both men and women in their commitments outside of the office, whether it’s caring for an aging parent, paternal leave, or something else entirely.
