How to get women into tech (and keep them there)
A list of (seemingly) simple measures
Oh well, oh well. Here we are. It has finally become necessary: THE article about how to get women in tech — and, more importantly, how to keep them there.
I could write lengthy pieces about the kind of frustrations we women go through. I could quote the many exchanges I have had with allies of all genders on what to do, when to do it and how to loop everyone in. I will not do that. I will list the measures of my current state of knowledge and let things take their course.
This list has been highly requested and practically-tested throughout, with amazing results.
Please note that for every statement in the introductory text there are sources and insights to back it up.
It could be so straightforward. Alas, it isn’t. Most of the measures I will list here are, theoretically, low-hanging fruits. Easy to implement. But people are people. And that means that they resist change, i. e. the unknown. It takes time to get used to different ways of thinking and even more time to adapt to them. Calculate in even more time to realize the newly-adapted measures.
In the conversations I have on DEI and belonging I am positively shocked about how revolutionary some of these seemingly easy measures are portrayed. I get a thousand arguments on why they will never work or why they will lead to bad results. Oftentimes, without any proof or sources. Anecdotal evidence has always worked, right?
Nothing is perfect and I am very open to feedback and even more curious about insights on trials. But this is not witchcraft and time is up.
Why you should care
Working in a monolithic environment is comfortable. It feels goooood. Less conflict, more make-do. Or so it seems.
Diverse companies have better bottom lines. Diverse teams cater to a wider audience, thus unlocking innovative potential. Diversity creates a better atmosphere for all, as in higher levels of mutual respect and more possibilities to unearth hidden treasures.