• Employers, Management advice

Today the tech industry is at an exciting crossroads. The recruitment market is opening up again post-Covid-19 and the benefits of true diversity, particularly in the technology industries, are beginning to be recognised. Companies with greater diversity create better, more innovative products, have greater employee satisfaction and engagement and are able to hire and retain talent more successfully. Now is the time to revitalise your operational processes, explore diversity and begin the project to transform your organisation! 

Whilst other sectors of the STEM (Science, Technology, Engineering & Maths) industries have increased the number of women in core roles they remain underrepresented in the technology sector. Only 16% of UK tech industry roles are held by women, a figure that has remained stationary over the past 10 years. A recent study of women in tech showed that women are less likely than men to consider a career in technology but, according to PwC, 83% of female millennials actively seek out companies with strong records on inclusivity and diversity. 


Historical barriers to gender diversity in tech 

Historically companies are failing to attract and retain women in tech roles and two of the most debilitating barriers to increased diversity has been the gender pay gap and workplace discrimination.  


  • The gender pay gap in tech 

The average pay gap across all sectors in the UK for 2020/21 is 12.5% but in tech women earn up to 28% less than their male counterparts. 


  • Work-based discrimination 

CIO.com’s research shows that over 74% of women working in computer jobs report experiencing gender-based discrimination at work and the perception of the tech sector as male dominated and having a ‘macho’ workplace culture can put women off tech roles. These two factors combined with a lack of encouragement for girls to pursue a STEM education and a perception of STEM subjects as being ‘for boys’ means companies struggle to hire women. 

This failure leads to a vicious circle. Fewer women in tech lead to fewer female role models for girls and students aspiring to take STEM subjects at school and university. 83% of female STEM students find it impossible to name a role model who had inspired them to pursue a career in technology and only 22% of students overall can name a single famous female role model in tech. 


The rise of women in tech 

However, all this is changing, as women employed in the technology sector are working with companies and the government to encourage and support diversity and inclusion within the industry and close the gender parity gap. 

Over 400 companies have joined the Tech Talent Charter (TTC) which aims to close the gender gap in the science and tech industries. These companies report having 25% of tech roles filled by women compared with the UK average of 17% 

Others are attempting to change the lack of investment available for female and BAME start-ups. According to ITV.news, only 1p of every £1 of business investment in the UK goes to female-led start-ups and businesses with all female teams receive only 1% of the available capital. 

Additionally, the rise of flexible working and digital solutions for home working has boosted female applications for senior roles by 20%. The ability to fit work around home and family life could encourage women to remain in roles, increase their likelihood of career progression and close the gap in wages. 


How to create a truly diverse organisation: 

Creating a strong and inclusive recruitment strategy can help you widen your talent pool to recruit from, improve your hiring retention and strengthen your organisation’s overall diversity. Follow our easy tips to increase your diversity and create equal opportunities-based recruitment processes: 

  • Write inclusive job descriptions – avoid jargon, gendered language and look hard to ensure the role, benefits and the skills required are clearly defined. 
  • Widen your search – it’s easy to rely on existing connections and networks. Be imaginative, utilise social media and look for new places to advertise. 
  • Speed up the application process – make things quick, easy and consider accessibility. 
  • Plan your interview – set the tone, decide who will be part of your interview panel, prep the right questions and think about the impact of unconscious bias. 
  • Engage a specialist recruiter, like Formula, who can help you manage your recruitment process from strategy to onboarding. 

At Formula we believe diversity and inclusion should be at the heart of every recruitment strategy and can help you achieve this. 


How can we help? 

Do you ever wish you had a recruitment specialist who cares as much about your business as you do?  

At Formula, we get to know you, your organisation and what you’re trying to achieve in the long-term to make sure we get you there! We source high-quality, diverse talent with a view to your current needs, and your long-term strategy.  

Get in touch to find out how we can help you today

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