* Women in IT retention strategies
Why does it appear that the movement of getting more women into IT or promoting the advancement of women already in IT takes one step forward and then another back? For example, in January, it was reported that Cisco managers in the United Kingdom get rewarded for hiring women to their teams, and the new hires are place on a special program to equip them with the necessary IT skills and knowledge. But in the same month, Dice.com released its annual technology survey that found that women in IT make 12% less on average than their male counterparts. What more needs to be done to get women into IT and what do employers need to do to make technology an attractive sector for female workers?
At a recent Women in Information and Communications Technology National Forum meeting in Toronto, some presenters said school teachers are failing to promote IT as a career for young women and that young female students are less likely to take math and science classes that can prepare them for a career in IT. One presenter urged employers to look beyond computer science graduates and to consider women with other skills critical for IT, such as communications, critical thinking, management and even philosophy, reports Computerworld Canada.
According to the Computerworld Canada story, other presenters offered more ways to attract women into IT:
* Women could be attracted to tech jobs that better the world in some way, such as catching child predators online, or battling identity theft.
* Employers should also offer a family-friendly and flexible environment. The corporate culture should encourage employees to define their own roles with the company supporting a flexible hierarchy that would make it easier for employees at all levels to communicate with each other.
* Employers should measure by results rather than how much employees stick to the 9-5 hours. Flexibility to telecommute is important, say employment experts, as are flexible work schedules, options for continuing education, onsite child care and fitness facilities.
Another way employers can advance the careers of women in IT is to establish a mentoring program. Women in Technology International (WITI), which provides careers and professional development support to a global network of professional women working in all sectors of technology, has been urging employers to create such programs for a while (see “Do certifications help women better succeed in IT?”). Earlier this month it launched the WITI Mentoring Program “designed to offer opportunities for members to learn how to be a better boss, mentor or coach as well as to be mentored to develop better leadership and drive business success.” The program allows members to find mentors and mentorees within the WITI membership, through corporate sponsorship or through WITI GEN, WITI’s Global Executive Network.
How else should employers encourage women in IT?
* Mark your calendars for a teleconference event on March 31 from 11 a.m. and 6 p.m. EST. The Women in Tech: A TeleSummit for Women in Technology “aims to create a supportive network for the vibrant and thriving community of women in technology professions by giving them an open platform to share their talents, experiences and insights via virtual workshops and panel discussions,” say the organizers. Some of the panel discussions include topics such as women and social capital; open source for women; everything you wanted to know about tech but were afraid to ask (a man); and building an online campaign and save the world.
* InformIT has a series of podcasts with women entrepreneurs in IT provided by the National Center for Women in IT.
