Computing jobs continue to increase and offer some of the highest salaries, yet the industry is failing to attract diverse talent.
The US Department of Labor estimates 1.1 million computing-related job openings in the US by 2024.
However, with a reduced pipeline of college graduates and women continuing to leave IT jobs at a startling rate, the industry's ability, including the supply chain and logistics industries, to fill them may be difficult.
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Women hold a whopping 57 percent of all professional occupations, but in computing roles, they only hold 25 percent of the jobs.
Out of the 25 percent of women who are in computer jobs, only 14 percent are in architecture and engineering roles, and the ratio is much smaller in leadership positions and innovative roles.
Read: A Breakthrough Moment for Women in Global Trade
The below graphs from the Bureau of Labor, 2016, show the alarming truth:
The attrition rate for women in technology is more than double that of men, and half of women in IT depart the profession entirely by their thirteenth year.
In a 2016 survey of technical women, most who had left IT jobs named the nature of their workplace as a central factor.
They described poor prospects for development and advancement, inadequate support, exclusion from innovative roles, unequal pay, and a lack of flexibility to help them (and their male co-workers) balance work and personal responsibilities.
The IT job titles that women hold most frequently are project manager and business analyst; men are most often software engineers or systems administrators. Technical women, in other words, are often channeled into “execution” roles, which can limit their ability to innovate or make significant contributions.
Visit International Women's Day 2018 campaign theme: #PressforProgress
Research has shown that teams equally balanced between men and women were more innovative and efficient. Diverse teams improve creativity, problem-solving, and productivity and provide companies with larger talent pools. Simply put, without women in IT, companies are only accessing 43 percent of the potential talent pool.
Implicit bias can blind management to highly-qualified associates, create workforce churn, and discourage women who stay from voicing their best ideas. Plus, it can hinder communication with female clients.
Begin with an honest look at potential bias in your workplace, and then set goals and strategies. These could include:
Remember: of the great number of women who leave IT, most said they would have stayed in the IT workplace was an equal landscape.
There are many things we can all do as employers to retain and attract women in IT and improve diversity in the workplace.
Can your company afford not to?
See the brilliant #PressForProgress campaign showcasing women mentors in technology. All around the world, women are using digital technology to innovate. To celebrate these achievements, the SecDev Foundation is featuring inspiring women and their work every day in March. The campaign Cyber Women reflects the International Women’s Day 2018 theme of #PressforProgress by showcasing women who are making a difference with and in technology. View the interactive map featuring impressive women - with each day new details of a mentor on social media.
Source: International Women's Day
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