In a recent episode of our Matrix Work in Progress podcast, Cécile Bonnet, the managing director of Bright Network Technology Academy centred on a pressing issue in the tech world: the persistent gender gap. Despite positive signs of change in recent years, the gap remains wide, and the journey towards gender parity in technology is […]
In a recent episode of our Matrix Work in Progress podcast, Cécile Bonnet, the managing director of Bright Network Technology Academy centred on a pressing issue in the tech world: the persistent gender gap.
Despite positive signs of change in recent years, the gap remains wide, and the journey towards gender parity in technology is far from over.
Bonnet cited research from the graduate training network’s forthcoming survey – due for release this September – that reveals women make up just 20% of accepted applications to computing degrees across the UK – representing an increase of just 2% since 2020.
Bright Network’s research reveals that over the past three years, we have observed a heartening trend: the number of females studying computing degrees is on the rise – perhaps unsurprising given how, with the rise of generative AI technology is now a visible part of our every day lives.
Accepted applications to computer science degrees have increased from 5,805 in 2020 to 7405 in 2023. This statistic is encouraging, but it’s important to contextualise it. Even with this increase however, females are still significantly outnumbered by males in computing degrees, as in the same years the number of men who had applications accepted to computing degrees increased from 26,895 to 28,755. This underscores the magnitude of the gender disparity we are dealing with.
Simultaneously, the technology sector has experienced unprecedented growth, now representing 5.8% of the UK workforce. Vacancies for software developers have surged and this boom has created a fiercely competitive hiring landscape, particularly when it comes to attracting female technologists. Businesses are finding it increasingly challenging to hire female talent in tech, with the current numbers offering little hope for a significant shift soon.
Bonnet shared some enlightening insights during our interview that stated how female technologists have clear preferences when it comes to choosing a role explaining that almost a third (32%) of female computer scientists state that people and culture is the most important aspect they consider when looking for a role, while just 27% state that pay is high on their agenda.
D&I – a key focus
Despite their preference for the Technology, Engineering and Consulting (TEC) sector, female computer scientists rank it as the second least diverse sector narrowly behind Banking and Finance. This perception is more pronounced among females than their male counterparts, indicating the largest gender gap in any sector.
“As graduates become more conscious of diversity issues, they may increasingly turn to sectors that they perceive as more inclusive. Therefore, it is imperative for businesses in the TEC sector, as well as banking and finance, to demonstrate their commitment to diversity and inclusion,” Bonnet said.
She also emphasised that showcasing a company’s dedication to diversity is crucial throughout the hiring process. She urged that special attention must be paid to female candidates, highlighting how diversity is at the core of the hiring strategy and that businesses must be transparent about their efforts to close the gender gap and promote diversity across their teams.
And I agree; transparency is essential not only during recruitment but also in retaining female talent.
Next level role models
One of the key strategies Bonnet has suggested is the need to highlight female role models at every level of the business, not just in senior leadership positions.
Having visible role models can significantly influence female graduates considering a career in tech. Highlighting role models who are just 2-3 years into their careers can be particularly impactful, as it provides a more relatable and attainable vision of their potential future within the company.
Internal initiatives, such as networks aimed at empowering female employees and celebrating their successes, play a vital role in this effort while engaging with junior women in the organisation to understand their challenges during the application process can help businesses build tailored support systems for new candidates.
From my point of view, recruitment is only half the battle in building diverse technology teams. Retention is equally crucial. Data shows that female computer scientists prioritise work-life balance and mental well-being more than their male counterparts.
They are less likely to work outside of contracted hours or take on responsibilities beyond their role. To increase job satisfaction, companies need to ensure that all aspects of a role are clearly detailed in job descriptions and that workloads are manageable.
Does working from home help or hinder women’s tech careers?
Flexible working arrangements are a key component in attracting and retaining female technologists. Clear expectations should be set during onboarding, and new joiners should know where they can be flexible with their work. Additionally, pairing female junior technologists with sponsors who can champion their achievements can accelerate their career growth and increase their engagement with the company.
Following this very insightful podcast discussion there is no doubt in my mind that closing the gender gap requires a concerted effort to attract, retain, and support female technologists. By focusing on diversity and inclusion, highlighting role models, and offering flexible working conditions, businesses can create an environment where female technologists thrive.
The journey towards gender parity in tech is ongoing, but with deliberate and sustained efforts, we can make significant strides. As a woman in the tech recruitment sector, I truly wish for a continued push for change to help build a tech industry that is inclusive, diverse, and equitable for all.
