Promoting Diversity in Tech Spaces

It's not the pipeline, It's the System. June 23rd is celebrated as 'International Women in Engineering Day" #INWED Sadly the harsh reality, engineering colleges in India produce the highest number of women in STEM graduates/engineers and many of them actually do make it to the workforce. The real challenge is their retention and progression. With 2+ decades in tech and now consulting for tech companies on their Gender Equity Strategy, I’ve seen this challenge firsthand. The issue isn’t talent availability, it’s systemic. In most households, a woman’s career is still seen as optional. That mindset and bias bleeds into workplaces, shaping how women are hired, retained, and promoted. So what can organisations do, 1. Relook at org culture and design. Are your systems, policies, and leadership norms built equitably to support who stays, rises and how. 2. Representation matters, especially in especially in mid and senior levels, invest in retention and have hiring goals across grades. 3. Move from gendered to gender neutral policies. Eg. Maternity to Parental Leave Policy that supports all care-givers. Reframe workplace policies from “women-centric benefits” to equitable caregiving support that normalise shared responsibility and reduce bias. 4. Women in Tech Returnee programs - I've seen immense success in these programs, that offer companies experienced tech talent with a little investment. #Vapasi from Thoughtworks, #Spring from Publicis Sapient are two examples 5. Conduct Stay Interviews, Not Exit Interviews. Understand why women leave and what it takes for them to stay and grow and act on the inputs. 3. A Clear Career Progression Path with mentorship and sponsorship - Bias in growth opportunity for #WIT is real, if there is no intentional support to overcome these bias, talent walks away. 4. I Need to See More Like Me! There is a lack of role models. Accelerated Women in tech leadership programs, fast-tracking the leadership journey of high potential women are some ways to address this. 5. Collective Ownership. Gender Diversity in tech is not a HR, leadership or DEI responsibility. Make it the very fabric of the org. to drive shared accountability. 6. Data is not just diagnostic, it's directional. It guides us on investments to be made, unseen bias and where and what needs to change, it's your mirror don't ignore it. #Inclusion is a organisational capability and leaders are it's torch bearers. Their actions, direction and decisions every single day, signal what truly matters. The Women in tech, talent pool exists. The question is, are you ready to retain, grow, and lead with them? #WomenInTech #WIT #GenderEquity #DiversityInTech Diversity Simplified Image description: A newspaper article titled “It’s Not the Pipeline, It’s the System” from Times of India, Bangalore edition which highlights the gender gap in engineering.

How to solve the "pipeline problem" in diversity hiring? It's not a shortage of talent, it's a failure in strategy. As a diversity and inclusion advocate and co-founder of Chezie, I have often encountered the "pipeline problem" excuse in discussions about diversity recruiting failures. Let’s address this misconception and explore the real reasons behind the underrepresentation of diverse talents in top companies. → 𝟏/ 𝐃𝐞𝐛𝐮𝐧𝐤𝐢𝐧𝐠 𝐭𝐡𝐞 𝐏𝐢𝐩𝐞𝐥𝐢𝐧𝐞 𝐏𝐫𝐨𝐛𝐥𝐞𝐦: • 𝐆𝐫𝐚𝐝𝐮𝐚𝐭𝐢𝐨𝐧 𝐫𝐚𝐭𝐞𝐬: Data from a 2014 USA Study revealed that Black and Latinx computer science students graduate at twice the rate of their hiring in major tech companies. • 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲 𝐟𝐥𝐚𝐰𝐬: This indicates that the issue isn't a shortage of qualified candidates but rather how recruitment strategies are structured. → 𝟐/ 𝐂𝐨𝐦𝐦𝐨𝐧 𝐏𝐢𝐭𝐟𝐚𝐥𝐥𝐬 𝐢𝐧 𝐃𝐢𝐯𝐞𝐫𝐬𝐢𝐭𝐲 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠: • 𝐍𝐚𝐫𝐫𝐨𝐰 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐜𝐡𝐚𝐧𝐧𝐞𝐥𝐬: Many firms repeatedly tap into the same prestigious schools, overlooking the rich talent in less traditional spaces. • 𝐋𝐚𝐜𝐤 𝐨𝐟 𝐬𝐮𝐩𝐩𝐨𝐫𝐭: Minority students at top schools often face a steeper curve in recruitment preparation. → 𝟑/ 𝐄𝐱𝐩𝐚𝐧𝐝𝐢𝐧𝐠 𝐭𝐡𝐞 𝐓𝐚𝐥𝐞𝐧𝐭 𝐏𝐨𝐨𝐥: • 𝐏𝐚𝐫𝐭𝐧𝐞𝐫𝐬𝐡𝐢𝐩𝐬: Organizations like America on Tech are making strides in preparing diverse students for tech careers. • 𝐀𝐜𝐭𝐢𝐯𝐞 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭: Companies must actively seek partnerships with such organizations to diversify their recruiting pipelines. → 𝟒/ 𝐑𝐞𝐭𝐡𝐢𝐧𝐤𝐢𝐧𝐠 𝐇𝐢𝐫𝐢𝐧𝐠 𝐏𝐫𝐨𝐜𝐞𝐬𝐬𝐞𝐬: • 𝐁𝐥𝐢𝐧𝐝 𝐫𝐞𝐬𝐮𝐦𝐞 𝐬𝐜𝐫𝐞𝐞𝐧𝐢𝐧𝐠𝐬: Implement technology that evaluates candidates based on skills and experience, minimizing unconscious bias. • 𝐒𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬: Standardize interview questions and use performance tasks to assess candidates fairly. → 𝟓/ 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐅𝐢𝐭 𝐯𝐬 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐀𝐝𝐝: • 𝐒𝐡𝐢𝐟𝐭𝐢𝐧𝐠 𝐟𝐨𝐜𝐮𝐬: Transition from seeking a "cultural fit" to a "cultural add" to encourage diversity. • 𝐄𝐧𝐫𝐢𝐜𝐡𝐢𝐧𝐠 𝐜𝐮𝐥𝐭𝐮𝐫𝐞: This shift brings new perspectives that enrich the company's culture. The real challenge isn't finding diverse talent; it's about creating a recruitment strategy that genuinely values diversity and inclusivity. Companies need to move beyond the convenient narrative of the pipeline problem and implement concrete steps to improve their diversity recruiting outcomes. Have you seen improvements in diversity hiring? Share your experiences and let's push for real change together.

After the launch of Tech Sis, I heard the same question countless times from countless male friends, ecosystem partners, etc. -- "How can I help?" Well, after talking with many abundantly talented women in the fintech/VC/banking spaces, I have some thoughts! I present... 💜 Amplifying Female Voices in the Workplace: A Guide for Male Allies 💜 Creating an inclusive workplace means ensuring that everyone’s voices are heard—and that means allies have an important role to play in helping talented women gain visibility and access to growth opportunities. Here are some ways male allies can champion their female colleagues and move the needle on career equity: Speak Up for Women in Every Room: Support women’s contributions not just publicly but behind closed doors as well. If you’re in decision-making meetings, ask yourself, “Whose voice is missing?” and actively advocate for her input. Allyship is about supporting women where it counts, especially when they're not present. Recommend Women for High-Visibility Roles: When new projects or roles open up, look at the skills women around you bring to the table and put their names forward. Many women face barriers to promotion not due to skill gaps but because they haven’t had the chance to shine. Be the one who brings their name into the spotlight. ✨ Share the Stage, Literally and Figuratively: If you notice women getting interrupted or overlooked in discussions, use your position to bring the focus back to their insights. In meetings, invite their input and be a voice that redirects attention where it’s deserved. On panels or speaking engagements, advocate for gender diversity in lineups and let women lead the conversation whenever possible. 🚨 Sponsor, Don’t Just Mentor: 🚨 🚨 🚨 🚨 While mentorship is crucial, sponsorship—actively recommending women for critical career steps—has an even greater impact. Seek ways to sponsor women by vouching for their potential and championing their goals to others in your network. Women often progress faster when they have sponsors pushing them forward in tangible ways. 🚨 🚨 🚨 (Can you tell I really wanted to emphasize this one?) Celebrate Women’s Wins: Be the first to recognize and celebrate women’s successes. Acknowledging accomplishments in a genuine way amplifies their impact and keeps the momentum going for the next opportunity. Every small recognition strengthens a culture of mutual support. Every little step counts when it comes to fostering an inclusive environment. When we’re intentional about allyship, it doesn’t just support individual careers—it changes company culture and creates a stronger, more resilient workforce. We are here to help create spaces where women’s voices aren’t just heard but are truly valued and elevated! 💜 What did I miss? What advice can you offer me to continue to be a champion for my fellow women (and overlooked men) as well? #womeninfintech #womeninfinance #womeninVC

#Diversity in high-tech fields remains critically low. The Equal Employment Opportunity Commission (EEOC) recently reported that #Black and #Latino professionals are underrepresented in high-tech roles, especially in leadership. These numbers highlight ongoing structural barriers in hiring, promotion and retention. This gap is a missed opportunity to tap into a wealth of diverse talent and perspectives essential to the future of tech. However, addressing and thoroughly fixing these challenges will require time, consistent effort and a long-term commitment to systemic change. Companies can support the progression of representation in tech by investing in training, mentorship and internship opportunities that open doors for people who were historically shut out. Programs like internXL, a platform that is committed to increasing diversity and inclusion in the internship hiring process for top companies, are making a significant impact. Similarly, the expansion of STEM education at institutions like Cornell University is helping to connect talented young people from underrepresented communities with opportunities for high-tech careers. When we work together to remove these barriers, we’re fostering a more inclusive workforce and strengthening innovation, problem-solving and leadership in the industry. Let’s build a tech future that reflects the diversity of our society. https://bit.ly/3UNtOCh

The UK tech sector employs over 1.8M people, contributing billions to the economy and driving innovation. Yet, beneath the surface, we're facing a diversity crisis. Women currently make up just 21% of tech teams, with only 5% in leadership positions. Alarmingly, 1/3 of women in tech are considering leaving their roles due to limited career progression and an unsupportive work culture. This attrition isn't due to a lack of talent, but structural barriers and cultural biases that remain deeply embedded. Ethnic minorities face a similarly tough landscape, with representation dropping significantly at senior levels. We have to move beyond viewing diversity as a box-ticking exercise. Genuine inclusion means dismantling biases, embedding transparency, and holding ourselves accountable. For a truly equitable future, we must: • Create inclusive cultures with psychological safety • Ensure flexible work environments • Implement structured career progression and mentoring • Foster authentic role models • Hold leadership accountable with clear ED&I metrics I’ve been running businesses for 25+ years, and this has proved to be an indisputable fact: Diverse teams are more innovative, resilient, and powerful. The future of UK tech relies on making the tech ecosystem more diverse - so let's commit to making it happen. 📷 - quote by Grace Hopper, graphic by Words of Women

Think of the most innovative tech companies you know. Now, picture the leadership teams behind them. Do you see a diverse and inclusive representation of women? The reality is, that women remain vastly underrepresented in the tech industry. Despite comprising half the global workforce, only 28% of tech professionals are women, according to a recent World Economic Forum report. This imbalance isn't just a missed opportunity for talented individuals, it has significant implications for the entire tech landscape. Here's why a more gender-balanced tech industry is a win-win for all: -Enhanced Innovation: Studies show that diverse teams are more innovative and generate a wider range of ideas. When women are missing from the table, the potential for groundbreaking solutions shrinks. -Closing the Talent Gap: The tech sector faces a global skills gap, and attracting more women can help fill the void with a vast pool of untapped talent. -Creating Products for Everyone: Women are powerful consumers whose unique perspectives are crucial in shaping the technology that impacts everyone. Underrepresentation in tech development can lead to products that miss the mark for a significant portion of the market. So, how do we bridge the gap? ✔ ️Encouraging girls to pursue STEM fields from a young age is crucial in building the pipeline for future generation. ✔️ Providing women in tech with access to mentors and role models can inspire them to pursue leadership positions and shatter glass ceilings. ✔ ️Creating inclusive workplaces within tech companies to ensure fair opportunities and empower women to thrive. Investing in women in tech isn't just the right thing to do, it's a catalyst to discover the power of human ingenuity. Imagine the groundbreaking innovations that could emerge when brilliance and diverse perspectives of women and men collaborate at the forefront of technology. Let's not just bridge the gap, let's shatter it and build a future where the only limit is our collective imagination. What do you say?

How can we bridge the gender gap in the Australian tech industry and why is it important? By 2026, it is forecasted that Australia will need over 1.1 million technology workers, but there’s already a significant skills shortage. Increasing female participation, still low at 29%, would expand the talent pool and address this gap. Women are leaving high-tech jobs at twice the rate of men, often due to a pervasive “bro-culture” in many tech companies. This environment forces women to change their personas to fit in, leading to underrepresentation and a potential worsening of the skills shortage. In this short video, I talk to Pauline Fetaui about her real-life experiences. ❓ Why does it matter? Gender diversity reflects the customer base, enhances creativity and boosts productivity. Increasing female participation could add $1.8 billion to Australia’s economy annually over the next 20 years💲 How can we reduce the gender gap? 👩🎓 Eradicate Stereotypes: Make tech attractive to girls in school and university. 🤝 Promote Best Practices: Reduce unconscious bias with better recruiting and retention policies. 👨💼 Male Leaders Leading by Example: Admit there’s a problem and address the ‘bro culture.’ Increasing female participation isn’t about excluding men. It’s about standing together for better representation in tech. What has been your experience with regards to the gender gap in the tech industry? #WomenInTech #TechDiversity #GenderEquality #DiversityAndInclusion

I've been thinking a lot about the opportunities I've had during the past six years as a woman in tech and how many distributed grass roots programs and initiatives both #Amazon and #Google have to make gender equality a priority. I think we are so FAR from being done but at the same time these initiatives make sure that the entire company knows how important the issue is and how to get involved in a practical way (walk the talk). If you are not sure if these programs are needed, here's some data: 📉 Gender Pay Gap: Even at the forefront of innovation, the global gender pay gap persists. According to the WEF Global Gender Gap Report 2021, women earn only 84 cents for every dollar earned by men. 🚀 Underrepresentation in Leadership Roles: Tech giants like Amazon and Google should be champions of diversity, yet the McKinsey "Women in the Workplace 2020" report reveals a stark reality. Only 38% of manager positions are held by women, with decreasing percentages at higher levels. Some of the actions I've seen had a positive impact: 🔎 Equal Pay Audits: conduct regular audits to identify and rectify gender pay gaps. Transparently communicate the results to employees, showcasing a commitment to fair compensation. 💸 Transparent Promotion Processes: clearly communicate the criteria and steps for career advancement, and regularly review and address any gender disparities in promotions. 📊 Leadership Development Programs: establish leadership development programs that specifically target and support the advancement of women within the organization. Provide mentorship and sponsorship opportunities. There is no silver bullet, it is the daily work that will allow gender equality to fully happen across the workplace . 💪🌈 #GenderEquality #TechDiversity #InclusiveLeadership #WorkplaceEquality

Organizations striving for growth and innovation. It's time for your leaders to break free from relying on the same individuals repeatedly and embrace a more inclusive approach to decision-making. It's important to foster a culture that encourages fresh perspectives, fuels innovation, and drives success! Here's how to do it: 🔹 Embrace Diversity: Recognize the immense value diverse voices bring. Seek individuals from different backgrounds, experiences, and perspectives to tap into a wide range of ideas, insights, and solutions. 🔹 Expand Your Network: Engage with professionals from various industries, attend conferences, or join online communities related to your field. Broaden your network to open doors to new opportunities, collaborations, and fresh outlooks. 🔹 Foster a Safe Environment: Create a space where everyone feels comfortable sharing their opinions. Respectful communication and active listening ensure that all voices are heard and valued. 🔹 Break Down Hierarchies: Challenge traditional hierarchies and encourage leadership at all levels. Empower team members to take ownership of their ideas and initiatives, regardless of position. This promotes inclusivity and discovers hidden talents and innovative thinkers. 🔹 Establish Mentoring Programs: Develop initiatives that pair experienced professionals with rising talent from diverse backgrounds. This provides opportunities for knowledge exchange, skill development, and nurturing of fresh perspectives. 🔹 Embrace Technology: Utilize technology to facilitate collaboration and gather input from a wider audience. Leverage online platforms, surveys, or virtual brainstorming sessions to ensure all stakeholders have a voice in shaping the future. Create a culture that celebrates diversity, inclusivity, and innovation. By embracing fresh perspectives, we can unlock limitless potential. Inclusion isn't limited to race and gender. #Innovation #Diversity #Leadership #Inclusivity #FreshPerspectives

The pathetic gender ratio in tech isn’t just numbers on reports. It’s reality. But companies can take simple steps to move towards gender parity. If you haven’t already read it, I highly recommend diving into AIM Research’s Women In Tech report (2023 India). The image below highlights the simple actions that can improve the numbers: 1/ Hire women from colleges: Men are more likely to apply to tech roles and in massive numbers. It helps to go where women are. 2/ Increase engagement: I’ve heard from a lot of my female friends that they don’t feel their companies are invested in their career growth. It’s time to change that. Studies have shown that when women lead businesses see up to a 41% increase in revenue. 💪 That. is. huge. 3/ Mentorship + Sponsorship: Merely helping women upskill isn’t enough. Too many companies are investing in “development” but aren’t creating roadmaps where women can truly move up. I’ve asked so many people if their manager has ever helped them land bigger oppurtunities and the responses were just heartbreaking. 4/ Promoting allyship at work: The world would fall apart without allyship. We all need people who can advocate for us, take our name when oppurtunities arise, and be our confidants. Such a collaborative culture should be the standard. What do you folks think? Note: I’ve spent the last 2 years researching and writing women in tech, and gender diversity for several clients across the world. Now, I want to create that impact in India too. Will write down my observations, share ideas to get more women in tech, and create helpful content to support women. #womenintech #womeninbusiness #genderequality #genderdiversity #diversity