As well as we think we are standing right now in regard to our equality rights and performance, subgroups of minorities still exist where some individuals are better regarded than others. According to Pr News Wire (2019), 46% of women surveyed in an Ivanti Women Tech Survey 2019 stated that the marketing industry has not been able to completely close the gender gap to encourage more women to take part in the tech industry. Most of the women interviewed argued that stereotypes will determine men and women to be viewed as having separate roles within one company, with males being valued at a higher demand rate and thus women being disadvantaged.
Here are some of the main reasons women in tech industry are still experiencing inequality. Check them out to find more. You are welcome to add solutions and comments!
Highest paying jobs: predominantly male
The first reason why women in tech can sometimes show lower salaries than men are that, unfortunately, until now, most of the highest paying jobs in the technological world are predominantly male – and guess what? According to the Business Insider, women earn an average of 79 cents for every dollar that a man makes in the United States. One of the main issues is that women are being underrepresented in various leadership roles and positions, which is why this wage gap is bound to happen.
“Women must understand the value they bring to the company and how their inputs will change its future,” writes online assignment help coordinator, Jenna Wilkinson. They need to do that by identifying their talents to understand how well they are performing in one field of interest or another. More than that, they must be able and willing to contribute more actively to the work environment by speaking out and stating their opinion, which is what all women leaders do.
When it comes to companies, they must also be able to identify qualities and develop women leaders as much as possible. More than that, when recruiting, the one-size-fits-all model does not work for women, as special issues such as maternity care can intervene. That’s why companies need to learn how to do recruiting the right way, minimizing the differences between the sexes and hiring best college essay services to come up with the right interview format questions. Companies must also understand what women value the most (e.g. flexible hours, job-sharing, or mentorship programs) to offer them real incentives to get involved. They should also provide support groups for women and policies and practices that benefit them so that they are able to get more involved.
Women not taken seriously
In a recent survey conducted by Paychex, more than 67% of women involved in the tech industry in the United States argued that they feel underestimated or not taken seriously at work. In another survey, about 58% of women said that they felt that men acted uneasy in the presence of a woman in a business environment, while around 57% confirmed that they have watched their female counterparts get passed over for promotions, writes The Ladders. With a wider representation percentage, women would feel more heard in the industry and thus, switching jobs would not be a temptation for most of them anymore.
But things are far from being perfect, according to the same survey. At least in the Bay Area, more than 80% of managers, entrepreneurs, and directors are male, while women stated that about 45% of their job interviews took place in the presence or assisted by a male counterpart, compared to 1% of the interviews that take place in the presence or assisted by a woman. “Things could change for the better if you ask me,” writes Natalie Matthews.
Salary conversations used to be taboo
Figuring out whether someone is earning more than you or not – as childish as this might sound – it something that should definitely be discussed openly. “The reason why most of the times these subjects are taboo or avoided is that the big guys (the big companies that run the world) do not expose facts about salaries transparently, making people less comfortable when exposing their own wages,” according to assignment help director, Greg Walden. This type of secrecy is another one of the reasons why women and men are unequally paid in the tech world in the United States – when we don’t have discussions and debates about what’s going wrong in the industry, we will not be able to come up with solutions to the issue. More than that, these taboo conversations will make people uncomfortable talking about the subject, leaving both genders unaware of the things that go wrong and should actually be changed.
More data is now available
With the new tracking technologies available, the gender pay gap has actually shrunk. The problem though is not as much at the paying level – when we are looking at stats, we see that the issues arise to enlarge the opportunity gap between genders; that means, since men hold most of the highest paying jobs, women will nevertheless be paid less in the long run. These stiff structural hierarchies influence the opportunities that one gender might have over the other, turning women into less-likely individuals to move up the career ladder within the workplace.
According to PayScale, women and men start their careers at about the same level and as equally contributors; but time shows that by the middle milestone of their career, men will nevertheless earn more than women because their position upgraded. Thus, by their mid-career point, only 41% of women reach the management level within the workplace, while about 57% of men are already there by that time. However, it’s important to mention that the next factors are taken into consideration within the hiring process to ensure that men and women have equal chances of participating in the work environment: years of experience, job title, industry, and location.
More women must enter the tech industry
Encouraging diversity in the tech industry has been something discussed for many decades. However, recently, companies have started taking action in this direction to support women’s decision to enter this world with more enthusiasm and willpower. There are a bunch of essay writing service now available to hire only women, while other services require the same exact gender-based qualities to qualify for a leadership position.
So to the question, how can we bring more women in the tech industry?, these are some of the best answers found by Entrepreneur.com.
- Encourage diversified leadership: ensure that your company has the same opportunities for both women and men from the very first start and give women the incentive to engage in leadership roles. By implementing this, it is possible to see an increased customer engagement rate, more creativity involved in the workplace, sustainable growth, and an increased ability of the company to select and recruit outstanding talents.
- Help women find their way to tech: pushing for a quick close in the pay gap at a political and social level will encourage more women to enter the tech workforce out of willingness to help out the agenda. “This also makes the tech industry more welcoming for women and helps them gain a sense of safety and security,” according to specialist Kera Bright.
- Lead more mentorship programs and involve in leadership advocacy: hiring women in the tech industry is only the first step to encouraging active participation in this world. The next one is guiding them through the process and helping them become true leaders. This comes only through hands-on experience, so finding them a qualified mentor could be one of the solutions. Also, for example, for those who need help writing college papers or any other services available, there should always be someone willing to encourage this opportunity.
- Help women develop a passion for tech: making girls interested in the STEM related fields and subjects starting in school is something that should definitely be considered – the sooner you start loving and getting used to something, the easier it is to fall in love with that activity and become the best at it. The next generation should (and probably will) be taught to love tech to the moon and back.
There are many reasons why women still experience inequality in the workplace, but all these issues can be solved by implementing some of the above strategies. In the end, we must learn how to equally assess qualities and come up with trackable measures that concern all genders instead of trying to close the pay gap, which is not our only concern here. It would be a smarter idea to simply discuss these problems and find solutions together than hide beyond taboo ideas and conversations and never open these topics. Here we are, doing it!
Author: Tiffany Harper is a talented writer from New York, an extremely active woman, and a real leader. She began her career as a journalist and later proceeded as writer and editor. Sometimes she works as the special content consultant and essay writer with boom essays review and research paper writing services, mostly in business and technology areas. Also she provides some help with dissertations to best writing service. Please do not hesitate to contact her on Twitter.by