My daughter is in her first year of college. He will chart his career path in today’s workforce in just a few years. My advice ultimately hits home because I have spent my professional life creating opportunity for people through career success. At TEKsystems, a global provider of business, technology and talent solutions, I lead our human resources team and corporate social responsibility strategy.
We prioritize diversity, equity and inclusion (DEI) initiatives because we believe they will continue to have a positive impact on the work experience. Indeed, our recent study found that 96% of IT workers say their leadership makes it clear that DEI initiatives are a critical impact on company strategy.
It is important to examine the impact of these initiatives and the difference they make in the workplace for women. I have seen the impact that organizations can have when they intentionally build pathways for opportunity, create a sense of belonging, and advocate for women in the workplace. Something I hope my daughter experiences—regardless of her career path. But with women currently making up only 25% of the IT workforce, it’s not time to slow down.
Finding job growth in a volatile labor market
The labor market continues to fluctuate: Between a continuing lack of labor with the right skills for IT, to technology layoffs from the biggest names in the industry, to the ongoing impact in the pandemic, it is difficult to determine where the job market is headed. and what it means for the IT workforce. Our study shows that while more than half of women in IT feel they do growth opportunities in their current workplace, this pales in comparison to the 89% of men who feel they have the same ability to grow in their jobs. It is challenging to see major changes in IT hiring due to the high demand and low supply of talent, coupled with how quickly companies can move through the hiring process given the when- those needs.
As an industry facing a talent shortage, it is imperative for IT teams to develop diverse environments where people feel they belong, especially for talent new to the workforce (such as my daughter’s) or from a less traditional background. Companies need to create cultures that help women overcome barriers. Employee networks build systems where workers feel seen, heard and supported by creating forums for conversation where people can empathize with those who understand what they’re going through, and for others who learn, listen and empathize. There’s nothing better than being able to connect with someone who understands what you’re going through.
DEI is effective, but there is much work to be done
DEI programs will continue to drive growth and create new pathways, expanding the talent pool to facilitate IT hiring. Through Schools is an example of a program that is making a difference for women and minorities in IT. By providing rigorous free training for individuals who are often excluded from technology careers, it helps train and connect skilled talent to leading businesses with the right professional skills and technical guidance for in high demand jobs.
A few years ago, we had an amazing graduate from ours Through Schools customized tech training partnership—a mother of four who has been out of school for years and has no IT background. He admits he was afraid he wouldn’t make it as he entered the 15-week, full-time training. He had competing forces in mind. But he overcame them, worked tirelessly with the support of his family and instructors, and graduated valedictorian of his class, now a confident, certified IT professional at TEKsystems.
Opening doors for women to succeed in IT, like this mother of four, is critical. Establish alternative pathways to acquire the skills they need to teach and progress they deserve. And frankly, traditional forms of education, such as bachelor’s and master’s degree programs, do not produce enough people to meet the needs of the IT job market, and these programs may not be accessible to everyone. The more avenues for women in IT, the better.
Speak for the woman who is not in the room (or let her in there)
Part of sponsoring a woman’s career in IT can accelerate and enhance her journey. If you’re an early professional, find a sponsor to speak for you when you’re not in the room, and accept being the only woman in the room if that’s the case. When you’re in your career, look for opportunities to help other women.
Sponsorship is important because you don’t put yourself in front of every executive or every person you want to have an impact on your career. Having sponsors to talk about you when you’re not in the room is important.
The mother of four who started her IT career—I remember seeing her impact when we first met her—from the second people interacted with her, they started talking about her in a very positive way and urging others to meet him and take him. the company he never mentored in any way. Getting sponsors, being a sponsor—whatever the role, the payoff is real for women making their way in IT.
Hitting the bottom line of DEI
Not to mention, DEI makes business sense. Companies report a more diverse workforce (63%), improved company performance (58%) and better employee retention (55%) as the biggest successes of their initiatives related to DEI. A key part of encouraging retention is creating a sense of safety and security for employees, which can be measured by their sense of belonging. While the majority (58%) of IT women surveyed said they felt they had a sense of belonging at work, 85% of men responded that they felt a sense of belonging. By increasing the focus on sponsorship and mentorship, these numbers will increase for women.
Make progress for parity
DEI programs help set organizations on the right path to attract and retain talented women in key IT roles. By committing to DEI, encouraging sponsorship, and working with programs like Per Scholas to recruit diverse talent with the right skills, IT organizations will be better equipped to nurture, retain and promote diverse talent in their ranks. Organizations can influence and shape the experience of women in IT—from creating access and opportunity from day one to instilling that belonging and encouraging sponsorship. This is no time to slow down progress for equality—for my daughter and all the talented young women out there.
Faith Rottmann Johnson believes in the power of people—their ability to create lasting, positive change in their workplaces and their communities. He currently manages the strategic human resources and corporate social responsibility programs worldwide at TEKsystems. He has over 26 years of experience as a human resources professional.