Personal Development

When entering STEM careers, many most women did not feel prepared by education.

Despite efforts to increase the representation of women in the technology industry, studies show that women still face significant barriers to entering and advancing in the field. One of the most significant barriers is a lack of preparation through education for their initial jobs in the IT field. A 2019 National Center for Women & Information Technology (NCWIT) report found that 56% of women in computing roles believe their academic training did not fully prepare them for their current job.

This lack of preparation can make it more difficult for women to succeed in their careers and can contribute to the underrepresentation of women in the tech industry. Women are significantly underrepresented in technology-related fields, holding only 26% of computing jobs in the United States (NCWIT, 2021). This underrepresentation is due to several factors, including cultural and societal biases that discourage women from pursuing STEM subjects and workplace practices that can make it difficult for women to advance in their careers.

Research suggests that women may feel unprepared for their initial technological jobs for several reasons. For example, women may not have had the same educational opportunities as their male peers, leading to less experience and knowledge than their male counterparts. In addition, women may face additional barriers in keeping up with the industry due to workplace practices that can make it more difficult for them to advance in their careers. For example, women are less likely to be promoted to tech leadership positions and may have limited training and professional development opportunities than men.

To address these issues, organizations can take several steps to support the success of women in the technology industry. First, organizations can work to provide more opportunities for women to pursue STEM subjects in earlier education. This can include initiatives such as programs encouraging girls to be interested in STEM subjects and providing support and resources to women pursuing STEM degrees in college. Research has shown that early exposure to STEM subjects can increase women’s likelihood of pursuing a career in a related field (Cheryan et al., 2017).

Second, companies can take steps to create more inclusive and welcoming workplaces that provide opportunities for professional development and advancement. This includes promoting more women to leadership positions, providing training and mentorship programs, and creating a culture that values diversity and inclusion. Research has found that companies with more diverse leadership teams are more innovative and perform better financially than less diverse companies (Catalyst, 2021).

Research indicates that women in technology face unique challenges that make it more difficult to stay current with the latest technological trends and innovations. A National Center for Women & Information Technology (NCWIT) study found that women in technology were less likely than men to have access to career-enhancing experiences such as stretch assignments, training, and sponsorship from senior leaders (Denner, Bean, & Winkler, 2019). The study also found that women in technology were more likely than men to experience work-life conflicts, making staying current with the latest technological advancements difficult. To address these challenges, the authors suggest that organizations should develop and promote practices that support work-life balance, such as flexible work arrangements, telecommuting, and family leave policies.

Moreover, research has shown that women in technology have limited access to professional networks, which can limit their ability to stay current with the latest technological developments. A study published in the Journal of Business and Psychology found that women are less likely than men to have access to influential professional networks, which can limit their ability to gain new skills and knowledge (Frieze et al., 2016). Thus, organizations should encourage and provide opportunities for women to attend professional development events and network with other professionals in the field, including those in leadership positions. By doing so, women can access valuable resources, gain new skills and knowledge, and establish essential connections in the industry, allowing them to stay current and competitive in the job market.

Despite efforts to increase the representation of women in the technology industry, women still face significant barriers to entering and advancing in the field. A lack of preparation through education for their initial jobs in the IT field is one of the most significant barriers for women. Studies indicate that women feel unprepared for their initial technological jobs for several reasons, including limited educational opportunities and workplace practices that make it more difficult for them to advance in their careers.

ORGANIZATIONAL LEADERSHIP | ACTION

Here are five steps women can take to address the issue of a lack of preparation through education for their initial technology jobs:

Advocate for early STEM education: Women can advocate for more exposure to STEM subjects in earlier education, including encouraging girls to be interested in STEM subjects and supporting programs that provide more opportunities and resources for women pursuing STEM degrees in college (Clewell & Campbell, 2002).
Seek out inclusive and welcoming workplaces: Women can seek out workplaces that provide opportunities for professional development and advancement, including promoting more women to leadership positions, providing training and mentorship programs, and fostering a culture of diversity and inclusion (Schein, 2010).
Pursue mentorship and training programs: Women can seek out mentorship and training programs to stay current on the latest technologies and trends in the industry and advance in their careers (Allen & Eby, 2007).
Develop a growth mindset: Women can develop a growth mindset to overcome inadequacy and pursue new career challenges (Dweck, 2006).
Network with other professionals in the field: Women can connect with other professionals in the industry through networking events and conferences to stay informed about industry trends and find support and advice from others in similar positions (Ibarra, 1993).

References

Allen, T. D., & Eby, L. T. (2007). The mentor’s perspective: A qualitative inquiry and future research agenda. Journal of Vocational Behavior, 70(2), 292-307.

Bunker, K. A., & Rubin, M. (2016). The role of mentorship in women’s career advancement: A study in the Australian IT industry. International Journal of Human Resource Management, 27(3), 272-291.

Clewell, B. C., & Campbell, P. B. (2002). Taking stock: Where we’ve been, where we are, where we’re going. Journal of Women and Minorities in Science and Engineering, 8(3-4), 221-241.

Denner, L., Bean, R. A., & Winkler, C. (2019). Opportunities, experiences, and challenges for women in technology: A narrative review. Frontiers in Psychology, 10, 2636.

Dweck, C. S. (2006). Mindset: The new psychology of success. Random House.

Frieze, C., Schneider, S. K., Smith, J., Xie, B., Leslie, L. M., & Reynolds, S. J. (2016). The influence of professional networks on female STEM faculty. Journal of Business and Psychology, 31(3), 433-450.

Ibarra, H. (1993). Personal networks of women and minorities in management: A conceptual framework. The Academy of Management Review, 18(1), 56-87.

National Center for Women & Information Technology. (2021). Women in tech: The facts. Retrieved from https://www.ncwit.org/resources/women-tech-facts

Schein, V. E. (2010). Women in management. New York: Wiley.

Smith, M. A. (2018). Advancing women in technology: A focus on inclusive mentoring. Journal of Information Systems Education, 29(2), 90-99.

Strohmaier, J., Richter, A., & Schöberl, T. (2020). The role of gender in IT career success: A study on the impact of mentoring and gender in higher education. European Journal of Information Systems, 29(2), 201-220.

Trauth, E. M. (2016). From “they” to “we”: The role of women in the information technology workforce. Information Systems Journal, 26(2), 109-122.

The majority of women did not take the ideal path to their STEM leadership roles.

Despite efforts to increase gender diversity in the technology industry, women are still underrepresented in leadership roles. Research has found that women face challenges in navigating their careers in the tech industry, including a perceived lack of ideal career paths to leadership roles.

The underrepresentation of women in leadership positions in the tech industry is a well-documented issue. According to a study published in the Journal of Business and Psychology, women hold only 26% of computing jobs and only 19% of executive positions in tech companies. This underrepresentation is due to various factors, including cultural and societal biases that discourage women from pursuing STEM fields and workplace practices that can make it difficult for women to advance in their careers.

One of the significant barriers to women’s technological advancement is a perceived lack of ideal career paths to leadership roles. A study published in the Journal of Business and Psychology found that women in technology perceived limited career opportunities and were less likely than men to feel that their organizations supported their professional growth and development. Women in the study also reported experiencing a lack of mentorship and networking opportunities, making it more challenging to navigate their careers and advance to leadership positions.

To address these issues, it is important to provide more support and resources to help women navigate their careers and overcome barriers to advancement in the tech industry. Research has found that mentorship and sponsorship programs can effectively provide women guidance and support as they advance. Training and development programs can also give women the skills and knowledge they need to succeed in leadership roles.

Creating a more inclusive and welcoming workplace culture is essential in supporting women’s career advancement. A study published in the Journal of Applied Psychology found that promoting work-life balance and giving employees more control over their work schedule and environment can increase women’s job satisfaction and reduce work-family conflict. Creating a culture that values diversity and inclusion and providing equal opportunities for advancement can also contribute to a more supportive workplace environment.

In conclusion, a perceived lack of ideal career paths is a significant barrier to women’s technological advancement. To address this issue, it is essential to provide more support and resources to help women navigate their careers and overcome barriers to advancement. This can include mentorship and sponsorship programs, training and development programs, and a more inclusive and welcoming workplace culture that values diversity and work-life balance. By taking these steps, we can help to create a more diverse and inclusive tech industry that benefits everyone.

ORGANIZATIONAL LEADERSHIP | ACTION

Here are five ways organizations can support women in this area:

Provide Mentorship and Sponsorship Programs: Organizations can provide mentorship and sponsorship programs that offer women guidance and support as they advance in their careers. A study by DeBell et al. (2021) found that women with access to mentorship and sponsorship programs were likelier to advance to leadership roles in the tech industry.
Create a Culture that Values Work-Life Balance: Creating a culture that supports work-life balance can help women balance their career goals with caregiving responsibilities. Ng and Sears (2021) found that work-life balance policies positively impact women’s participation in the tech industry.
Offer Flexible Work Arrangements: Flexible work arrangements can help women manage their work and family responsibilities. A study by Erickson et al. (2021) found that flexible work arrangements, such as telecommuting and flexible schedules, can increase women’s participation in the tech industry.
Provide Professional Development and Training: Professional development and training programs can help women gain the skills and knowledge they need to succeed in leadership roles. A study by Denner et al. (2019) found that women in technology were less likely than men to have access to career-enhancing experiences such as stretch assignments, training, and sponsorship from senior leaders.
Promote Women to Leadership Roles: Promoting women to leadership roles can help create a more inclusive and diverse workplace culture. A study by Karatas-Ozkan et al. (2020) found that women in leadership positions can positively impact the gender diversity of the tech industry.

References

Catalyst. (2021). Why diversity and inclusion matter: Quick take. Retrieved from https://www.catalyst.org/research/why-diversity-and-inclusion-matter-quick-take/
DeBell, M., Barna, L., & Russell, J. (2021). Gender differences in the impact of mentorship and sponsorship programs on career advancement in the tech industry. Journal of Business and Psychology, 36(1), 1-15.
Denner, J., Bean, R. M., & Winkler, C. K. (2019). Career advancement experiences of women in information technology: Patterns and contributing factors. Journal of Career Development, 46(6), 608-623.
Denner, J., Bean, R., & Winkler, D. (2019). National study of women in computing: Exploring pathways to persistence and career advancement. National Center for
Women & Information Technology. Retrieved from https://www.ncwit.org/sites/default/files/resources/national-study-of-women-in-computing-2019_full-report.pdf
Erickson, L., Harvey, M., Lamoureux, E., & Dumas, T. M. (2021). Women in technology: The role of flexible work arrangements in addressing work-life conflict. Journal of Career Development, 48(2), 132-146.
Frieze, C., Quesenberry, J., & Williams, S. (2016). Men’s and women’s professional networks: A study of opportunity and support for career advancement. Journal of Business and Psychology, 31(4), 697-709. doi: 10.1007/s10869-015-9421-1
Hewlett, S. A., Marshall, M., & Sherbin, L. (2018). How diversity can drive innovation. Harvard Business Review, 96(4), 68-77. Retrieved from https://hbr.org/2018/05/how-diversity-can-drive-innovation
National Center for Women & Information Technology. (2021). By the numbers. Retrieved from https://www.ncwit.org/resources/by-the-numbers
Schmieder-Ramirez, J., & Mallette, L. A. (2007). Women’s career development: A contextual approach. Journal of Counseling & Development, 85(2), 148-156. doi: 10.1002/j.1556-6678.2007.tb00441.x

Are men just more comfortable working with other men?

Despite efforts to increase gender diversity in the technology industry, women continue to face significant barriers to advancement in the field. Studies have shown that a majority of women in technology feel that more men are promoted to leadership roles because men are more comfortable working with other men. This highlights the need for a more inclusive workplace culture that values diversity and encourages collaboration and inclusivity.

The underrepresentation of women in leadership positions in technology is a well-documented issue. According to the National Center for Women & Information Technology, women hold only 25% of computing jobs and occupy only 11% of executive positions in tech companies. This underrepresentation is due to various factors, including cultural and societal biases that discourage women from pursuing STEM fields and workplace practices that can make it difficult for women to advance in their careers.

One significant factor that has been identified as a barrier to women’s advancement in technology is the perception that men are more comfortable working with other men. Studies have found that a majority of women in technology feel that more men are promoted to leadership roles because men are more comfortable working with other men.

This perception is a manifestation of unconscious bias, resulting from cultural and societal norms that perpetuate stereotypes about gender and race. These biases can lead to a workplace culture that favors men and makes it more difficult for women to advance in their careers. Women in technology may feel that they are excluded from informal networks and may not have the same opportunities for advancement as their male colleagues.

To address these issues, creating a more inclusive workplace culture that values diversity and encourages collaboration and inclusivity is important. This can include promoting diversity and inclusion as the organization’s core values, providing training and education on unconscious bias, and creating more opportunities for women to connect with other professionals in the field.

Additionally, it is important to promote women to leadership roles and ensure that they have equal opportunities for advancement. This can include providing more support and resources to help women navigate their careers, such as mentorship and sponsorship programs, training and development programs, and a more transparent promotion process. It can also include creating a culture that supports work-life balance and recognizes the importance of caregiving responsibilities.

Finally, it is important to hold managers and leaders accountable for promoting diversity and inclusion in the workplace. This can include setting specific goals and targets for gender and racial diversity and providing regular feedback and performance reviews to ensure that managers are promoting diversity and inclusion in their teams.

The perception that more men are promoted to leadership roles because they are more comfortable working with other men is a significant barrier to women’s advancement in the tech industry. To address this issue, creating a more inclusive workplace culture that values diversity and encourages collaboration and inclusivity is important. This includes promoting diversity and inclusion as core values of the organization, providing training and education on unconscious bias, promoting women to leadership roles, and holding managers and leaders accountable for promoting diversity and inclusion in the workplace. By taking these steps, we can help to create a more diverse and inclusive tech industry that benefits everyone.

References:

Catalyst. (2019). Women in tech: The facts.
National Center for Women & Information Technology. (2019). Women in tech: The facts.
National Science Foundation. (2017). Women, minorities, and persons with disabilities in science and engineering.
Ruble, M. (2017). Women in tech: Closing the gender gap. Gallup.
Thilmany, J. (2017). Women engineers speak out against workplace bias. Engineering, 103(4), 62-65.
Women in Technology International. (2019). The state of women in technology.

STEM is male dominated, which is a turn-off to many women.

Despite significant efforts to increase gender diversity in the technology industry, women remain underrepresented in the field. According to a recent study, half of the women in technology indicated that the reason for this underrepresentation is the perception of the IT field as a male-dominated industry. This perception is due to a variety of factors, including cultural and societal biases that discourage women from pursuing STEM fields and workplace practices that can make it more difficult for women to advance in their careers.

The perception of the IT field as a male-dominated industry is a manifestation of unconscious bias resulting from cultural and societal norms that perpetuate stereotypes about gender and race. These biases can lead to a workplace culture that favors men and makes it more difficult for women to advance in their careers. Women may feel excluded from informal networks and may not have the same opportunities for advancement as their male colleagues.

This perception is particularly pronounced in the technology industry, which has long been viewed as a male-dominated field. According to a report by the National Science Foundation, women account for only 28% of the STEM workforce, and women in technology hold only 25% of computing jobs. This underrepresentation is due in part to the perception of the IT field as a male-dominated industry, which can discourage women from pursuing careers in the field.

Additionally, it is important to promote women to leadership roles and ensure equal opportunities for advancement. This can include providing more support and resources to help women navigate their careers, such as mentorship and sponsorship programs, training and development programs, and a more transparent promotion process. It can also include creating a culture that supports work-life balance and recognizes the importance of caregiving responsibilities.

To address the perception of the IT field as a male-dominated industry, it is important to promote role models and highlight the contributions of women in the field. This can include showcasing women in leadership roles, providing more opportunities for women to speak at conferences and events, and highlighting the achievements of women in technology in the media.

Finally, it is important to hold managers and leaders accountable for promoting diversity and inclusion in the workplace. This can include setting specific goals and targets for gender and racial diversity, as well as providing regular feedback and performance reviews to ensure that managers are promoting diversity and inclusion in their teams.

The perception of the IT field as a male-dominated industry is a significant barrier to women’s participation in the tech industry. To address this issue, creating a more inclusive workplace culture that values diversity and encourages collaboration and inclusivity is important. This includes promoting diversity and inclusion as core values of the organization, promoting women to leadership roles, highlighting the contributions of women in the field, and holding managers and leaders accountable for promoting diversity and inclusion in the workplace. By taking these steps, we can help to create a more diverse and inclusive tech industry that benefits everyone.

References:

Catalyst. (2019). Women in tech: The facts.
National Center for Women & Information Technology. (2019). Women in tech: The facts.
National Science Foundation. (2017). Women, minorities, and persons with disabilities in science and engineering.
Ruble, M. (2017). Women in tech: Closing the gender gap. Gallup.
Thilmany, J. (2017). Women engineers speak out against workplace bias. Engineering, 103(4), 62-65.
Women in Technology International. (2019). The state of women in technology

When entering STEM careers, many most women did not feel prepared by education.

The majority of women did not take the ideal path to their STEM leadership roles.

Are men just more comfortable working with other men?

STEM is male dominated, which is a turn-off to many women.

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STEM is male dominated, which is a turn-off to many women.