![]() ![]() Well-known challenges to equitable female representation persist, including factors related to the educational pipeline, recruitment and hiring, retention, pay, and promotion. 8Ĭontinued progress will likely require renewed commitment and greater effort. 7 Without targets and transparency, smaller tech organizations may well be underperforming on gender diversity compared to their larger peers-and they may have fallen even further behind during the pandemic. 6 It’s difficult to pinpoint how these smaller companies are faring, since they don’t typically report diversity data, but a late 2019 study of global tech startup executives found that only 43% had established companywide hiring and promotion goals to increase diversity. While high-profile tech players will likely continue to make and report gains in gender diversity, smaller tech companies with fewer resources and less stature to attract and keep women may find it harder. Further, employment in the tech sector, including for women, began to recover earlier than many other industries, possibly making it easier to maintain progress in gender equity. Moreover, many large enterprises have had workforce diversity pledges and programs in place for several years, and this prior commitment to diversity (gender and otherwise) may have helped them weather the crisis. In part, this may have been because the technology sector was better prepared than most to pivot quickly to remote work and flexible work models when the pandemic began, relying on already familiar connectivity and collaboration tools. 3 Despite women being disproportionately affected by pandemic-driven spikes in global unemployment and reductions in labor force participation, 4 many of these organizations have managed to keep female representation on an upward trajectory. Our analysis of 20 large technology companies that provide annual workforce diversity reports shows that they have maintained their momentum on the gender front in the past two years. ![]()
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