A recent study conducted by the Fawcett Society in collaboration with Virgin Media O2 has brought to light the pervasive issue of a ‘tech bro’ culture, which is contributing to an exodus of women from the technology sector. This trend is not only alarming due to the inherent gender bias it reflects, but also because it represents a significant loss of talent in an industry already grappling with a skills shortage. The study’s findings are stark: a quarter of women in tech consider leaving their jobs weekly, and a troubling number of men in the sector believe women are inherently less suited for tech roles.
These attitudes have tangible consequences. With an estimated £1.5 billion annual loss in the UK economy due to a shortage of STEM skills, the exclusion of women from tech roles exacerbates this gap. Jemima Olchawski, Chief Executive of the Fawcett Society, emphasises the nonsensical nature of this exclusion in the face of such a shortage, pointing out the missed opportunity for both the economy and women professionals.
Virgin Media O2, understanding the criticality of addressing this issue, commissioned the report as part of their commitment to a diverse and inclusive workforce. Nisha Marwaha, Director of People Relations and DE&I at Virgin Media O2, reinforces this commitment, highlighting the essential role of gender equality in driving better outcomes.
The report underscores that superficial gestures are insufficient to tackle the deep-rooted cultural issues within the tech sector. Real change requires systemic and cultural shifts, as echoed by Susanne Sos at the report’s launch panel. To catalyse this change, the report offers a suite of recommendations. These include reducing bias in recruitment processes, countering stereotypes, normalising flexible work arrangements, fostering an inclusive social culture, and ensuring equitable training, pay, and progression opportunities.
A significant focus is on the need for transparent and fair processes for flexible work, reformation of parental leave policies, and encouraging men to take paternity leave, as highlighted by Vanessa Chiedza Sanyauke, founder of The Hill app and CEO of Girls Talk Corporation. Additionally, Susanne’s comments on the panel regarding the increasing challenges women face as they ascend the tech career ladder underscore the need for systemic change.
Driving positive change in the technology sector, particularly in addressing the gender gap, requires a multifaceted approach. The report outlines several key strategies that need to be implemented to foster a more inclusive and equitable environment. Here’s a detailed look at these strategies:
Recruitment Process Reformation
Enhance the inclusivity of recruitment by ensuring job advertisements highlight flexible work options, eliminating salary history questions to prevent perpetuating wage gaps, using gender-neutral language in job descriptions, and setting targets to improve representation of women and underrepresented groups.
Combatting Stereotypes and Expanding Access
Tackle gender stereotypes and widen access to tech careers through initiatives like expanding tech skill programs for all ages, offering returner programs for career break returnees, integrating gender equality into school STEM curricula, and increasing educational funding for tech expertise.
Flexible Work and Parental Leave Policies
Normalise flexible and part-time work arrangements and equitable parental leave. This includes clear processes for flexible work requests, reforms in parental leave for both parents, and encouraging paternity leave to promote shared parenting responsibilities.
Cultivating an Inclusive Culture
Foster a workplace culture that actively opposes racism and misogyny. This should involve clear mechanisms for reporting and addressing grievances, conducting exit interviews to identify systemic issues, and providing support for employees facing discrimination.
Equity in Training, Pay, and Career Progression
Ensure equal opportunities in training, transparent pay scales, and fair progression routes. Regular audits of pay and bonuses to address disparities, along with advocating for mandatory publishing of gender and ethnicity pay gap data, are crucial steps in this direction.
The report is a crucial step towards understanding and addressing the gender gap in technology. Its findings and recommendations provide a roadmap for meaningful change in the sector. As the industry continues to evolve, it’s imperative that these insights are heeded and acted upon to ensure a more equitable and inclusive future in tech.
