Little progress has been made since last year when it comes to the gender pay gap and career progression for women in tech, according to US tech firm Ivanti.
Women in tech are still battling with pay inequality and corporate cultures that continue to favour men in leadership positions, reveals the Ivanti Women in Tech Survey 2019 (of more than 800 women). There’s also the perception that the glass ceiling for women in tech is ‘greater’ this year (31% compared to 24% last year), and still holding them back from progressing further in their careers.
When asked why they thought professional advancement in tech is slower for women than men, 62% cited ‘stereotypes that still favour men in leadership roles’. They also believe that men and women in similar roles are judged by different criteria.
Outdated attitudes towards women in tech haven’t changed much according to Ivanti’s findings. Although the number of women who said they aren’t taken seriously in the workplace dropped by 10%, 53% is still very high. In short, the tech industry needs to do more to entice talented women to work in tech, and ensure that their aspirations are valued and supported, so they stay and progress in their careers.
ROOM FOR IMPROVEMENT
Despite the implementation of equal pay legislation in the US and UK, in 1963 and 1970 respectively, Ivanti’s survey reveals that pay is still a key issue for many women in tech. Nearly two-thirds (64%) stated that equality in pay and benefits would attract them to a new role, while 46% suggested that the industry still needs to close the gender pay gap to encourage more women into tech careers.
So plenty of room for improvement to help women in tech climb up the career ladder. More focus on career advancement/paths are cited as the top ways that companies can help. According to Ivanti’s research, more flexible and part-time work schedules and career advancement are key drivers for employee satisfaction, as well as the retention of women in tech.
Over half of the respondents (51%) said that positions offering greater flexible working policies would attract them to a new role, while one-third stated that more support from their employer for part-time work in management positions would help them progress into senior roles. Finally, nearly 75% highlighted the importance of industry collaboration and partnership with schools and universities to encourage more women into tech careers.
“Although some progress has been made, women in tech are still battling pay inequality and an organisational culture that continues to favour men in leadership positions,” said Sarah Lewis, Director of Field Marketing at Ivanti. “While women in tech movements are challenging the status quo, more needs to be done not only to entice talented women to work in tech, but to make sure their aspirations are valued and supported.”
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