February 11 is designated by United Nations as the International Day of Women and Girls in Science, different from International Women’s Day in that there is a focus on one area of academic discipline – science.
But the fostering of greater participation for women goes beyond just science to include other disciplines, including technology, engineering, mathematics and even medicine.
In the report, Advance Your Organization By Improving The Workplace Experience For Women, Forrester posits that to start attracting women, technology leaders should start by capturing the value that women in their current organization and company provide.
Early years in STEM
“Since I was about five or six years old, I knew I wanted to be someone who would create things. When I wrote my first programme, I felt this overwhelming sense of satisfaction as I was among the few women in the classroom who managed to do so,” recalls Elif Tutuk, vice president of innovation and design at Qlik.
“To be honest, I was never afraid of joining the STEM (science, technology, engineering, and math) industry because of my gender. I knew being curious, driven, and open-minded, especially to new challenges, would make me successful.
Elif Tutuk
“So, I kept learning and working hard to expand my knowledge and skills - fortunately, without facing many barriers.”
Behind the lack of representation in STEMM
While the tide for women participating in technology continues to progress towards gender parity, men still account for most professionals in the (STEM) industry worldwide.
Acknowledging the disparity, Aditi Agarwal, lead consultant at Thoughtworks, drawing from her own experience in the field notes that the ratio of women to men was low among her computer engineering cohorts, and this translates to the industry and subsequently to leadership roles.
“Some women who left the workforce for parenthood, also found it harder to return to management positions. The lack of management representation also triggers imposter syndrome, causing many women to decline leadership opportunities even if offered,” she laments.
This perceived lack of representation is cascading down to junior positions and creating a self-perpetuating cycle by discouraging younger women professionals from pursuing more senior opportunities in their careers.
“Moreover, some recruiting practices still have remnants of bias that limit or exclude women from being considered for management positions. Existing unconscious bias in the work environment also forms a barrier to women being fully accepted into the naturality of becoming part of management,” adds Yvonne Szeto, vice president for commercial APAC at Worldpay.
Tutuk believes women still face many challenges that can make it intimidating when considering a job after college. Two of the biggest challenges are confidence and the lack of mentorship.
Dispelling the spectrum of bias
Aditi concedes that human nature may have some influence on the perpetuation of bias. It’s natural to be inclined towards those who behave and think alike. “This ‘familiarity bias’ can be experienced consciously or unconsciously during recruitment where candidates whose backgrounds and experiences are similar to the interviewer tend to be preferred,” she posits.
That said, Tutuk is encouraged to see greater transparency in acknowledging the bias that exists in the workplace – a critical step toward eradicating it.
“But an unintended consequence of this new level of openness and discussion may be that some young women are entering the workforce with fear and trepidation – instead of enthusiasm and optimism,” she warns.
She calls for more opportunities to tell positive stories loudly and frequently. “For example, we need to do more to showcase what women of character and strong work ethic are doing and reward them for their important work. It is also key for successful women to share how they meet female and male collaborators and supporters on their journey,” suggests Tutuk.
Start with encouragement, support and accountability
Szeto believes that workplace diversity reflects the make-up of our customers, partners and suppliers. “Without it, our view of the world and how we can serve it well would be imbalanced. We should implement hiring practices that mitigate bias such as considering candidates based on who is the best fit for the job. We should also spotlight female contributions at the workplace, by encouraging discussions that are represented by a diverse makeup of individuals,” she elaborates further.
Diversity, be it gender, nationality, or age, is key to unlocking greater innovation. Aditi maintains it is important to keep nurturing young women’s interests in STEM through hackathons and quizzes, whilst also providing opportunities for practical industry experiences with internships and mentorship programmes.
“Above all, industry needs to be held accountable for discriminatory behaviour and be receptive to feedback on how it can champion safe, diverse, and inclusive space."
Yvonne Szeto
Tutuk proposes companies create safe platforms for women to hone their skills and knowledge and share their learnings and positive experiences.
She cites the example of Singapore’s Nanyang Technological University (NTU) which launched a programme to help deal with these issues by developing workshops to help women build their skills and confidence while connecting them with their role models and mentors.
“That is an excellent first step for the STEM industry in Singapore, and I believe that the gender disparity will improve as more companies take on a similar approach,” she continues.
Advice for aspiring women
“Do not be afraid to get uncomfortable,” says Tutuk. “Often, you may find yourself with opportunities beyond your comfort zone, but the truth is that you can make the best out of it by taking the first step. It’s okay to feel uneasy when trying things, you’ve never done before because you never know; it might turn out to be something that you like.”
Szeto called for patience. “Change takes time, and we are making great progress in it to give women the opportunities to be in this industry. And if you are already part of STEM and believe in this cause, then lean in and help make it happen!” she adds.
For her part, Aditi encourages those in STEM to believe in themselves and their capabilities, while also being comfortable with failure. Stay accountable but also be aware that success can depend on factors outside of our control.
“For aspiring technologists, do not be daunted by the lack of representation. These are interesting problems in STEM, that we can solve together by combining our diverse experiences and talents."
Aditi Agarwal
