Strategies to Bring out the Gender Impartiality of Technology Firms

While discussing the gender bias issue that women face in the tech industry briefly, we can see that according to the TrustRadius 2021 Women in Tech Report, 72 percent of women are outnumbered 2-to-1 at work. More worrisome, 26% of women report being outnumbered 5-to-1. Women are not only outnumbered at work. They also face pervasive "bro culture" (72 percent) and believe they must work harder than co-workers to prove their worth (78 percentage). When it comes to getting a promotion, 39 percent of women in tech see gender bias as a barrier, compared to 8 percent of men. And it's obvious that these thoughts and issues are making the industry less appealing to women.

Consider the well-known Meta Platforms, Inc. (Facebook) as an example. According to a June 2020 Statista report, only 24% of females work in tech-related roles at Facebook. We could see a similar gender percentage for tech-related roles in other organisations within the industry, such as Google and Apple. One of the main reasons for this is that not enough people understand their role in achieving gender equality in their tech firms.

The first step is to make a conscious decision to work with women. Tech leaders and professionals should tell people both inside and outside their networks that they want to hire women for positions at all levels of their organisations, fund female founders, and collaborate with women.

The next step is to request that women candidates be referred to your company by people in your network. Request that your HR team prioritise those referrals. Introduce female candidates to co-workers, managers, mentors, and business partners. After their interviews, solicit feedback from your colleagues and share it with them. This is something we already do for our friends, former classmates, and former co-workers. It's time to broaden the group of people we assist.

It is not enough to simply hire female tech workers at the entry level. We need more women in positions of management and leadership. 

The perspectives of the women in tech enrich the conversations we're already having as an industry, as well as those that have yet to begin. How does Compaira help women in technology?

How does Compaira help women in technology?

Compaira provides individuals with the skills and perspective they need to succeed in their desired profession, not just in the technology industry, but in any field, including leadership positions. Compaira benefits both employers and job seekers by serving as a link between job seekers and the positions they seek. The candidate's ability, attitudes, and personality all have an impact on this. The employer would not know your name, age, gender, or ethnicity unless Compaira's AI algorithms shortlisted you based on your matching abilities and personality to the opening.

Candidates, on the other hand, will be given the necessary information when applying for positions at Compaira. As a result, the candidates are well-versed in the company and its job requirements. In a nutshell, the identity of a candidate is formed by a combination of abilities and characteristics.

Compaira ensures that job candidates are treated fairly and are placed in positions that are a good fit for their skills, abilities, and personalities. You don't have to worry about whether the industry will accept you because of your diversity, or whether you'll have opportunities for advancement because if you have the necessary skills and competencies, you might be able to find your ideal job with Compaira right away.