Promote Inclusive Hiring Practices

To break the glass ceiling for women leaders in tech, companies must adopt and promote inclusive hiring practices. This involves creating job postings that appeal to a diverse candidate pool, using gender-neutral language, and ensuring the selection process is free from biases. Training hiring committees on unconscious bias and requiring a diverse slate of candidates for leadership roles can also help level the playing field.

To break the glass ceiling for women leaders in tech, companies must adopt and promote inclusive hiring practices. This involves creating job postings that appeal to a diverse candidate pool, using gender-neutral language, and ensuring the selection process is free from biases. Training hiring committees on unconscious bias and requiring a diverse slate of candidates for leadership roles can also help level the playing field.

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Ifrah Ayoob
Cofounder Digital Marketing Hub & Digital Marketer at WomenTech Network
Wed, 08/14/2024 - 08:30

Inclusive hiring directly impacts long-term employee retention and overall success. Diverse leadership fosters a company culture that values different perspectives, leading to increased innovation and problem-solving.

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Noelia Martíne…
International Advisor | European Projects | Digital Technologies | CRM&Customer Experience| Growth Sales| Lecturer at Public Sector and University
Sun, 09/08/2024 - 13:00

The other day, while supervising the Closing the Gap grants, a student mentioned that it’s not just about breaking a glass ceiling and changing society. It’s also about acceptance and overcoming our own internal 'sticky floors' first at work. She was right: we need to tackle these inner barriers before we can effectively address the external ones in the company and society—or at least be aware of that stickiness to be ready!

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Noelia Martíne…
International Advisor | European Projects | Digital Technologies | CRM&Customer Experience| Growth Sales| Lecturer at Public Sector and University
Sun, 09/08/2024 - 13:00

The other day, while supervising the Closing the Gap grants, a student mentioned that it’s not just about breaking a glass ceiling and changing society. It’s also about acceptance and overcoming our own internal 'sticky floors' first at work. She was right: we need to tackle these inner barriers before we can effectively address the external ones in the company and society—or at least be aware of that stickiness to be ready!

...Read more
2 reactions
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Noelia Martíne…
International Advisor | European Projects | Digital Technologies | CRM&Customer Experience| Growth Sales| Lecturer at Public Sector and University
Sun, 09/08/2024 - 13:00

The other day, while supervising the Closing the Gap grants, a student mentioned that it’s not just about breaking a glass ceiling and changing society. It’s also about acceptance and overcoming our own internal 'sticky floors' first at work. She was right: we need to tackle these inner barriers before we can effectively address the external ones in the company and society—or at least be aware of that stickiness to be ready!

...Read more
1 reaction
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Supriya Dixit
Vice President Marketing & Chair of Sustainability Committee at SG Analytics
Wed, 09/11/2024 - 07:40

I believe breaking the glass ceiling for women leaders in tech requires a multifaceted approach. One effective strategy is implementing mentorship programs where experienced leaders guide and support emerging female talent. For example, companies like IBM have successfully launched initiatives like the “Tech Re-Entry Program,” which helps women re-enter the tech industry after a career break. By providing mentorship, training, and flexible work options, we can create an environment where women can thrive and advance into leadership roles.

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Susan Dolan
CEO at The Peoples Hub
Sat, 09/21/2024 - 17:02

The underrepresentation of women in the technology sector is a pressing issue with far-reaching implications. A diverse workforce brings a range of perspectives, skills, and experiences to problem-solving, leading to more innovative and effective solutions. Women in tech can also serve as role models for younger generations, inspiring them to pursue careers in STEM fields.  

To achieve greater gender equality in tech, it is crucial to address the barriers that women face. This includes:  

Challenging stereotypes: From a young age, girls are often discouraged from pursuing careers in STEM. Promoting positive portrayals of women in tech can help to break down these stereotypes.  

Providing mentorship and support: Mentorship programs can offer women in tech guidance, networking opportunities, and a sense of community.  

Improving access to education: Ensuring that girls and women have equal access to STEM education is essential for building a diverse pipeline of talent.

Inspired by Ada Lovelace, Zoe Philpott and I created a campaign called #AdasArmy. Adas Army is a notable initiative aimed at increasing the representation of women in tech. By providing resources, training, and networking opportunities, Adas Army empowers women to pursue careers in technology and contribute to the field's growth. Through such efforts, we can work towards a more inclusive and equitable tech industry.

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Zanel Viljoen
Head of IT Recruitment at Bluegrass
Thu, 11/21/2024 - 03:40

Inclusive hiring strategies that actively target gender diversity are not just ethical imperatives—they are business essentials. Research shows that gender-diverse teams are more innovative, productive, and capable of making better decisions. Here’s how organizations can transform their hiring processes to create more equitable opportunities for women in tech leadership.

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Zanel Viljoen
Head of IT Recruitment at Bluegrass
Thu, 11/21/2024 - 03:40

Inclusive hiring strategies that actively target gender diversity are not just ethical imperatives—they are business essentials. Research shows that gender-diverse teams are more innovative, productive, and capable of making better decisions. Here’s how organizations can transform their hiring processes to create more equitable opportunities for women in tech leadership.

...Read more
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Zanel Viljoen
Head of IT Recruitment at Bluegrass
Thu, 11/21/2024 - 04:44

Unconscious bias remains one of the most significant barriers to equitable hiring. Advanced technologies can help mitigate this issue, ensuring that decisions are made based on merit rather than stereotypes.

Blind Recruitment Tools: Removing personal identifiers such as name, gender, and age from resumes helps recruiters focus on skills and experience, rather than implicit biases.
AI-Powered Screening: Tools that analyze candidate profiles using objective criteria can streamline the recruitment process while minimizing human bias. However, organizations must ensure these tools are designed and trained to avoid perpetuating existing biases in the data.
Diverse Interview Panels: Assembling diverse hiring committees ensures that a broader range of perspectives is considered, reducing the likelihood of homogeneous decision-making.
Data-Driven Insights: HR analytics platforms can track recruitment trends, identify gaps in diversity, and measure the effectiveness of hiring initiatives.

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Zanel Viljoen
Head of IT Recruitment at Bluegrass
Thu, 11/21/2024 - 04:48

Job descriptions are often the first interaction a candidate has with a company, and they play a critical role in shaping perceptions. However, subtle biases in language can inadvertently discourage women from applying for certain roles.

Gendered Words: Research shows that masculine-coded words like "dominate," "aggressive," or "competitive" can deter women from applying. Replacing these with neutral or inclusive terms like "collaborative," "goal-oriented," and "proactive" creates a more welcoming tone.
Over-qualification Bias: Women are statistically less likely to apply for a role unless they meet 100% of the listed qualifications, whereas men will apply if they meet around 60%. To counter this, companies should focus on essential skills and remove “nice-to-haves” that might unnecessarily narrow the applicant pool.
Highlighting Commitment to Diversity: Including statements about the company’s commitment to diversity and inclusion can signal to candidates that the organization values equity and representation.

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