Why is there still no gender equality in technology companies?

Why is there still no gender equality in technology companies?

That technology sector is one of the areas that has grown the most in recent years, and not just in terms of Job offers but to wage level.

Today, tech, startups and fintech are leading the portals with ever-advancing searches and opportunities. However, this does not lead to gender equality proportionally.

According to a study published by Cippec (Center for the Implementation of Public Policies for Equity and Growth). in Argentina six out of ten students students are women. But only 25% of them study engineering and natural sciences applied and only 15% of them enroll in the programming career.

On the other hand, in jobs related to languages ​​(82%), health sciences (76%) or social sciences (72%), women are in the vast majority.

And while the notion that women don’t engage in technology has been demystified, the problem appears to be rooted in childhood, which then translates into college career choices. According to UNESCO are between the ages of six and eight years 9 out of 10 girls link the Engineering with manly skills.

Why prefer women’s integration into technology

The inclusion of multiple genders in the field of work and science encourages group dynamics and social inclusion, while expanding rights and access to a labor market of constant growth and opportunity.

Why companies should encourage women and girls to enter technical professions

Why companies should encourage women and girls to enter technical professions

This is exactly why as Technology companies we have to ask ourselves what happens that we still don’t have parity among our employees.

Is that it We do not promote incentives necessary to make this an attractive job for a woman, or is it? We continue with the stereotyping Who works in these jobs?

The female gender needs to find a niche within this industry to thrive in, which is currently not the case.

The role of education

Of the technology company We need to start promoting more of the role that these types of jobs can offer them and the benefits that come from it. As? Promoting the inclusion of women in technology through courses, careers or training that can, for example, provide them with: a Job offers at short notice.

We need to stop breaking the misconception that the IT sector is male, as this prism through which we are looking is not real, as half of the world’s workforce is made up of women, indicating that they are under totally same conditions are available to carry out any work.

How can the job opportunities of women pursuing a career in technology be facilitated?

How can the job opportunities of women pursuing a career in technology be facilitated?

One strategy that has worked well is imposition quotas at the time of recruitment, which in a way obliges to equalize the jobs of the employees.

On the other hand, the investment that it is carried out in education, it will be essential to deepen this type of action, from access to technology in elementary school and the cultural breakdown that is occurring in the classrooms, that girls are not good for this type of task.

In addition, companies need to invest in training that encourages this attitude, so that more women apply in fields such as science, technology, engineering and mathematics.

IT Career Plans

Finally, as a human resources manager in technology companies, you must have a growth plan which not only provides for the same conditions for both sexes, such as childbirth leave or sick leave for children, but also proposes sustainable growth, taking into account the different life phases of the employees.

Andrea Mejía is Organizational Development Coordinator at TIVIT Latam

Andrea Mejía is Organizational Development Coordinator at TIVIT Latam

It would not be plausible to say that a pregnant woman is the same as a man who hopes to become a father, but such a scenario must be taken into account, for example, to develop a career plan that is fair to everyone, and so on those personal ones decisions in no way affect the expectations that everyone has of their job.

It is also important that growth paths that allow more are possible within the organizational structure of the company Women hold leadership positionsand that Human Resources plays a fundamental role in attracting truly qualified talent.

While the implementation of better guarantees and opportunities for women in IT is and will remain a long-term process, it will be extremely positive and continue to grow.

*Andrea Mejia She is the organizational development coordinator for TIVIT Latam.

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