2024-12-06 15:05:00
Gender diversity in decision-making positions can promote a more inclusive work environment, contribute to innovation and improve organizational performance. Therefore, increase female representation in leadership positions is one of the main challenges in the Information Technology (IT) sector.
“The IT industry has realized the importance of including women in leadership roles and the value they bring to companies. Mainly with approaches that encourage creativity and productivity”, says Débora Nakano, Executive Manager at Experisvertical do ManpowerGroup for Recruitment, Selection and Management of IT Professionals.
Although efforts to increase this female presence may be growing, progress is still needed to achieve significant results in the sector. Among the proposed strategies, Débora Nakano highlights the creation of more welcoming environments, including zero tolerance policies for harassment and discrimination and the active promotion of equal opportunities for all employees. “These policies are essential to create a workspace where everyone feels valued, regardless of gender,” comments Nakano.
The manager also points out the mentoring as an effective measure to stimulate female development in leadership. For Débora, connecting women in junior positions with experienced leaders can provide essential guidance to advance the careers of these professionals: “mentoring programs are an interesting tool to help women develop leadership skills and increase their visibility in the organization”, she adds .
Furthermore, companies in the sector are encouraged to offer ongoing training in technical areas and interpersonal skills, such as project management and communication, with the aim of expanding opportunities for women to assume roles of greater responsibility. Work-life balance policies, such as remote work options, are also recommended to ensure the retention of female talent.
Another measure necessary to achieve gender equality is the promotion of pay equity. “Reviewing compensation practices to ensure women receive fair compensation for their work is critical to reducing gender disparities,” emphasizes Nakano. Regular auditing and transparency in salary policies are recommended by the expert.
Promote the visibility of women in leadership positions and create support networks and affinity groups They are also part of the initiatives defended to inspire and train employees. These groups provide a safe space for women to share experiences and advocate for internal changes that reinforce diversity and inclusion.
Nakano also highlights the importance of senior management’s commitment to gender diversity. For her, business leaders must be defenders of these practices, which includes allocating resources to inclusion initiatives and ensuring that actions are implemented effectively.
The manager of Experis Finally, it highlights the importance of monitoring and sharing advances in female representation in leadership positions to reaffirm the commitment to gender diversity and identify areas that need improvement. “Publishing progress demonstrates how serious companies are about change and inspires other organizations to do the same,” concludes Nakano.
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What are some strategies companies can implement to increase gender diversity in tech leadership?
## Breaking Barriers: The Fight for Gender Equality in Tech
**Host:** Welcome back to the program. Today, we’re exploring the ongoing challenge of gender diversity in the tech industry. Joining us is Débora Nakano, Executive Manager at Experis, a ManpowerGroup vertical specializing in IT recruitment and management. Débora, thanks for being here.
**Débora:** Thank you for having me. It’s a pleasure to be here.
**Host:** The tech world is known for its innovation and progress, but it still struggles with achieving gender balance at leadership levels. Why is it so important to have more women in these roles?
**Débora:** You’re right, the tech industry is known for innovation, and that innovation thrives on diversity of thought. Women bring unique perspectives and experiences to the table, which can lead to more creative and effective solutions. Studies show that companies with diverse leadership teams perform better, are more innovative, and are better able to attract and retain top talent.
**Host:** So, what are some of the barriers standing in the way of women reaching leadership positions in tech?
**Débora:** Unfortunately, there are still several obstacles. There can be unconscious bias in hiring and promotion practices, and women may face a lack of access to mentorship and networking opportunities. Sometimes, the work environment itself can feel unwelcoming, with a lack of flexibility and support for work-life balance.
**Host:** What strategies can companies implement to address these challenges and create a more inclusive workplace for women?
**Débora:** That’s a great question. It starts with creating a culture of zero tolerance for harassment and discrimination, and actively promoting equal opportunities for everyone. Mentoring programs connecting experienced leaders with junior women professionals can be extremely beneficial. Additionally, offering ongoing training in both technical and interpersonal skills can equip women with the tools they need to succeed.
**Host:** what message do you have for young women who are considering a career in technology?
**Débora:** I would say, go for it! The tech industry is full of exciting opportunities, and your unique perspective is valuable. Don’t be afraid to chase your dreams, seek out mentors, and build a strong network. Together, we can create a more diverse and equitable tech world for everyone.
**Host:** Thank you so much, Débora, for sharing your insights and expertise with us.
