How Can We Break the Glass Ceiling for Women Leaders in Tech?

To break the tech industry's glass ceiling for women, companies should promote inclusive hiring, mentorship, flexible work, female leadership visibility, professional development, supportive culture, diversity initiatives, and gender pay equity. Tracking progress, normalizing parenthood in leadership, and sharing insights further aid in achieving gender equality in leadership roles.

To break the tech industry's glass ceiling for women, companies should promote inclusive hiring, mentorship, flexible work, female leadership visibility, professional development, supportive culture, diversity initiatives, and gender pay equity. Tracking progress, normalizing parenthood in leadership, and sharing insights further aid in achieving gender equality in leadership roles.

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Noelia Martínez Huerga
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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.

Add your insights
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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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!

...Read more
1 reaction
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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
.
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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Implement Mentoring and Sponsorship Programs

Mentoring and sponsorship programs are crucial for nurturing the growth of women in tech. Experienced leaders can offer guidance, advice, and advocacy for women in the early or mid-stages of their careers. By having access to mentors and sponsors, women can navigate career challenges more effectively and gain opportunities for advancement.

Add your insights
Kavya Mithran
Oracle Developer at Matalan
Tue, 08/20/2024 - 08:34

In every organization it would make much impact to have a mentoring and sponsorship program, aiming at bringing up girls into tech. Some of the actions that can be taken are:
1) Activities can be based into rural areas where till date girls are denied even the basic education. Give the parents a proper guidance and understanding.
2) Get insights and guidance from experienced directors and leaders in the company to girls in their beginning or mid stage of careers, so that they steer forward in right direction.

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Create Flexible Work Environments

Flexibility in the work environment can significantly impact women’s ability to advance in their careers. Tech companies should adopt flexible work policies that support work-life balance, such as remote work options, flexible hours, and parental leave policies. This demonstrates a commitment to supporting all employees' needs, helping retain talent and allowing women to pursue leadership roles without sacrificing personal commitments.

Add your insights
Kavya Mithran
Oracle Developer at Matalan
Tue, 08/20/2024 - 09:26

In our current work environment, a flexible work culture can aid in bringing more women into tech. Remote work options should be given. A wellbeing day leave can be provided for the employees. Along with this many companies are now coming up with menstrual leave which I feel is a really great initiative.

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Encourage Female Leadership Representation

Increasing the visibility of female leaders within an organization can inspire other women and promote a culture of inclusion. Tech companies should strive to ensure that women are represented in leadership positions and decision-making bodies. Celebrating female achievements and showcasing role models can motivate more women to aspire to leadership roles.

Add your insights
Zanel Viljoen
Head of IT Recruitment at Bluegrass
Thu, 11/21/2024 - 04:57

Breaking the glass ceiling for women in tech leadership isn’t just an ethical priority—it’s a business imperative. Companies that fail to adapt risk losing out on innovation, talent, and market relevance.

Here’s what’s needed:

Courageous Leadership: Leaders must champion diversity at every level, setting the tone for an inclusive culture.
Data Transparency: Organizations must track, measure, and share their progress on gender diversity to drive accountability.
Sustained Effort: Inclusion isn’t a one-time initiative. It requires continuous investment in policies, training, and technology.
By adopting inclusive hiring practices that actively target gender diversity, companies can build stronger teams, deliver better results, and contribute to a more equitable tech industry. Let’s move from intention to action and shatter the barriers holding women back—because when women lead, we all win.

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Ifrah Ayoob
Cofounder Digital Marketing Hub & Digital Marketer at WomenTech Network
Wed, 08/14/2024 - 08:38

Increasing the visibility of female leaders is crucial for inspiring future generations of women in tech. By actively promoting female role models and creating opportunities for women to take on leadership roles, companies can foster a culture of inclusion where women feel empowered to reach their full potential.

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1 reaction
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Ifrah Ayoob
Cofounder Digital Marketing Hub & Digital Marketer at WomenTech Network
Wed, 08/14/2024 - 08:38

Increasing the visibility of female leaders is crucial for inspiring future generations of women in tech. By actively promoting female role models and creating opportunities for women to take on leadership roles, companies can foster a culture of inclusion where women feel empowered to reach their full potential.

...Read more
1 reaction
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Kavya Mithran
Oracle Developer at Matalan
Tue, 08/20/2024 - 09:15

In my previous experiences, I have seen a notable lack in female leadership representation, especially in the higher chairing places of the organizations. People tend to withdraw their opinions when it comes to choosing a women in leadership position thinking, will she be able to handle this.
This should change. All the companies in tech should ensure women representation in the higher positions. Their achievements are to be appreciated which will be a great inspiration to many girls.

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1 reaction
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Kavya Mithran
Oracle Developer at Matalan
Tue, 08/20/2024 - 09:15

In my previous experiences, I have seen a notable lack in female leadership representation, especially in the higher chairing places of the organizations. People tend to withdraw their opinions when it comes to choosing a women in leadership position thinking, will she be able to handle this.
This should change. All the companies in tech should ensure women representation in the higher positions. Their achievements are to be appreciated which will be a great inspiration to many girls.

...Read more
1 reaction
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Offer Professional Development Opportunities

Investing in professional development for women employees can help break the glass ceiling in tech. This could include funding for further education, access to conferences and workshops, and opportunities for skill development in leadership and technical areas. Such investments show a commitment to female employees' career growth and readiness for leadership roles.

Add your insights
Zanel Viljoen
Head of IT Recruitment at Bluegrass
Thu, 11/21/2024 - 04:51

The data is compelling. Companies with greater gender diversity, particularly in leadership roles, outperform their less diverse counterparts.

Innovation and Revenue: Firms with women in leadership are 45% more likely to improve market share and show higher profitability, as per McKinsey & Company.
Better Decision-Making: Diverse teams make better decisions 87% of the time, fostering more innovative solutions to complex challenges.
Talent Retention: Organizations with inclusive cultures are 5.4 times more likely to retain top talent, reducing costs associated with turnover and boosting team morale.

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Foster a Supportive Company Culture

A supportive and inclusive company culture is fundamental to breaking the glass ceiling for women in tech. This involves actively combating gender discrimination, promoting equality, and valuing diverse perspectives. Creating clear policies against harassment and bias, and establishing a culture of respect and inclusion can make a significant difference in the experience of women in the workplace.

Add your insights
Kavya Mithran
Oracle Developer at Matalan
Tue, 08/20/2024 - 09:35

Having a supportive team goes a long way. It can at a large range have an impact on our professional journey. Having a strong culture of supporting and helping each other can make wonders. Everyone should each other's opinions and suggestions irrespective of gender. With a space of mutual respect and understanding, the work life of women in a company can flourish.

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Encourage Workforce Diversity Initiatives

Workforce diversity initiatives, such as employee resource groups (ERGs) for women, diversity task forces, and diversity training programs, can help break down barriers for women in tech. These initiatives create spaces for sharing experiences, addressing challenges, and discussing strategies for advancement, contributing to a more inclusive and equitable workplace.

Add your insights
Zanel Viljoen
Head of IT Recruitment at Bluegrass
Thu, 11/21/2024 - 03:41

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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Track and Measure Progress

What gets measured gets managed. To effectively break the glass ceiling, tech companies should track gender diversity metrics and set clear targets for female representation in leadership roles. Regularly reviewing these metrics and making them public can hold organizations accountable and ensure continuous progress towards gender equality in leadership.

Add your insights
Ifrah Ayoob
Cofounder Digital Marketing Hub & Digital Marketer at WomenTech Network
Wed, 08/14/2024 - 08:36

Tracking and measuring gender diversity metrics is essential for driving change. By setting clear targets for female leadership and publicly sharing progress, tech companies can hold themselves accountable for creating a more equitable workplace. This data-driven approach ensures continuous improvement and a focused effort to break the glass ceiling.

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Normalize Parenthood in Leadership

Tech companies should normalize the idea that parenthood and leadership can coexist. This involves supportive policies for working parents, such as maternity and paternity leave, and openly discussing and accommodating the needs of parents in leadership roles. By doing so, tech companies remove one of the barriers women face on their path to leadership.

Add your insights
Kavya Mithran
Oracle Developer at Matalan
Tue, 08/20/2024 - 09:19

There should be flexible policies in place to support a working parent. The fact that parenthood is not the end of career should be made aware within the companies. Maternity and paternity leave policies should be in place that can aid a smooth transition or a break from the roles. This is one of the biggest dilemma for many women not only in tech but every field of work. Companies should come up with effective solutions to break this up.

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Promote Gender Pay Equity

Achieving gender pay equity is a critical step in breaking the glass ceiling for women in tech. Conducting regular pay audits to identify and correct gender pay gaps, ensuring transparency in compensation practices, and committing to equal pay for equal work are all necessary steps to promote fairness and equity in the workplace.

Add your insights
Kavya Mithran
Oracle Developer at Matalan
Tue, 08/20/2024 - 09:21

Equal pay for equal work irrespective of gender is a very basic right of every individual. Even today, if this is not been carried out that would be a pure violation of a person's right for pay. Regularly this should be monitored within all the companies to make sure that no violations are happening. The employees too should highlight if they come across any such disparity.

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What else to take into account

This section is for sharing any additional examples, stories, or insights that do not fit into previous sections. Is there anything else you'd like to add?

Add your insights
Navjot Kaur
Data Engineer Lead at Michaels
Thu, 09/19/2024 - 17:10

Breaking the glass ceiling for women leaders in tech requires a multifaceted approach to create a more inclusive and equitable environment. Here’s how we can address this challenge:

Mentorship and Sponsorship Programs: Providing women with access to mentors and sponsors who advocate for their career growth is crucial. Mentors can offer guidance, while sponsors can actively promote women for leadership roles and key projects.

Challenging Gender Bias: Organizations need to recognize and address unconscious biases in hiring, promotions, and evaluations. Regular bias training and policy reviews can help create a culture that supports women's leadership.

Flexible Work Environments: Offering flexible work schedules, remote options, and family-friendly policies can help women balance their career and personal responsibilities, encouraging them to pursue leadership positions without compromising personal obligations.

Equal Opportunities for Advancement: Ensuring that women are given the same opportunities as their male counterparts for high-visibility projects, promotions, and leadership training can help break barriers. Leadership pipelines should be intentionally diverse, with clear metrics for progress.

Celebrating Female Role Models: Highlighting the achievements of women in leadership positions inspires other women to pursue similar paths. Showcasing success stories helps normalize female leadership and demonstrates that it is achievable.

Networking Opportunities: Creating spaces for women to network, share experiences, and build relationships with industry leaders can help women advance in tech. Industry events, women-in-tech communities, and conferences provide platforms to support this.

Building an Inclusive Company Culture: Companies need to cultivate cultures where diverse leadership is valued and actively encouraged. This includes implementing policies that support diversity, equity, and inclusion, as well as holding leadership accountable for results.

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1 reaction
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Zanel Viljoen
Head of IT Recruitment at Bluegrass
Thu, 11/21/2024 - 03:43

The data is compelling. Companies with greater gender diversity, particularly in leadership roles, outperform their less diverse counterparts.

Innovation and Revenue: Firms with women in leadership are 45% more likely to improve market share and show higher profitability, as per McKinsey & Company.
Better Decision-Making: Diverse teams make better decisions 87% of the time, fostering more innovative solutions to complex challenges.
Talent Retention: Organizations with inclusive cultures are 5.4 times more likely to retain top talent, reducing costs associated with turnover and boosting team morale.
Despite these clear advantages, systemic biases and flawed hiring processes continue to limit women’s advancement in tech. Tackling this requires bold, data-driven strategies.

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