What Women in Tech Really Want from Their Employers

When it comes to jobs, women value different things than men, according to Dice’s Diversity and Inclusion Survey (PDF). (Nearly 4,000 tech pros responded to the survey across the United States and United Kingdom.)

In terms of employer attributes, women value benefits above all else, followed (in descending order) by a competitive salary, manageable working hours, a challenging work environment, and positive culture. That stands in pretty sharp contrast to men, who value a challenging work environment first and foremost, followed by (also in descending order) a competitive salary, positive culture, benefits, and open/transparent communication:

For startup founders and managers looking to draw more women onto their teams, focusing on superior benefits and salary is a good place to start; but don’t neglect the impact of work-life balance and positive culture.

Workplace culture has a huge impact on tech firms’ ability to hire and retain women employees. “Two-thirds of the U.S. women surveyed feel female employees are not equally represented at senior levels within their current or most recent employers,” read the report accompanying the survey data. “And unfortunately, 63 percent of women think nothing will change this calendar year.”

If that wasn’t bad enough, some 40 percent of women reported that they’d experienced discrimination at either their current or most recent employer. “It’s clear that this could be a major hurdle to finding and sustaining the best female talent in tech,” the report added. “Not only could employers lose the female talent they currently have, but they risk recruiting future talent.”

In other words, hiring and retaining women isn’t just a matter of offering killer benefits or summer Fridays; it also hinges on changing culture—a process that requires money, a plan, and patience. For example, big tech firms such as Google have pumped considerable resources into employee diversification, only to see their employee composition shift only slightly from year-to-year (if at all). Any firm dedicated to shifting their ranks needs to commit for the long-term, and prepare for setbacks; but blending a diversity of voices into company culture really can result in stronger workflows and products.

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One Response to “What Women in Tech Really Want from Their Employers”

  1. Larry

    Is anyone else sick and tired of being sick and tired of this mindless far-left “Social Justice” mantra of “Diversity”, “Inclusive”, “Tolerance” and all of the other Orwellian nonsense. Is anyone else sick and tired of the Victimhood Olympics whereby we have all the Victims slinging their elbows clamoring for the moral high ground proclaiming “I am more of a victim than you”.

    To wit :

    Notice this bare assertion without the slightest evidence which we are supposed to accept as truth :

    “…blending a diversity of voices into company culture really can result in stronger workflows and products.”

    I suppose by “Diversity” and ‘Tolerance” they mean James Damore??

    Is anyone else sick and tired of the “Diversity” and ‘Tolerance” miscreant mobs shouting down speakers on our supposed “Institutions of Higher Learning” which have turned into taxpayer supported far-left Indoctrination camps. Where instead of institutions of higher learning they have been reduced to a mob of knuckle dragging cretins who, in the sake of “Diversity” and “Tolerance” shout down(or refuse to allow on campus) anyone who disagrees with their Neolithic mindset. They have not evolved from the primitive creatures in the beginning of “2001 A Space Odyssey” using their clubs to get their way at the water hole. They have somehow skipped 500,000 years of civilization. And maybe worse, these primitive creatures are not just the students.

    This mob include the “Professors” who pour this far-left Social Marxism into the tiny pea-sized brains of their victims. It includes the so-called “Administrations” who allow this Brownshirt mentality to infect these institutions.

    A few thoughts from Mr. Orwell seem appropriate :

    “So much of left-wing thought is a kind of playing with fire by people who don’t even know that fire is hot.”

    Of course we can excuse these cretins since they have not evolved since before fire!

    “Nearly all creators of Utopia have resembled the man who has a toothache, and therefore thinks happiness consists in not having a toothache.”

    So happiness to the snowflakes and their mentors – the imposter “Professors” the toothache is anyone with an opposing viewpoint who disagrees with them and getting rid of the toothache is not having to listen to ANY opposing viewpoint and using the mob to get rid of them.

    “If liberty means anything at all, it means the right to tell people what they do not want to hear.”

    But of course primitive devolved creatures know only the club.

    And of course this mob mentality is a direct consequence of democratization of Higher Education where mobs of people without the mental acuity, aka, IQ, to actually get a real education are easily drawn into the Victim world with indoctrination programs such as ‘Women’s Studies”, “African American Studies” and other such nonsense and the mobocracy mindset encouraged by the so-called “Professors”.

    And as a result, due to a lack of any real intelligence, they all suffer from a chronic case of the Dunning-Kruger effect :

    In the field of psychology, the Dunning–Kruger effect is a cognitive bias in which people of low ability have illusory superiority and mistakenly assess their cognitive ability as greater than it is. The cognitive bias of illusory superiority comes from the inability of low-ability people to recognize their lack of ability; without the self-awareness of metacognition, low-ability people cannot objectively evaluate their actual competence or incompetence.

    And the really sick part of all this is that the hard-working taxpayers are forced at gunpoint to contribute to this mass insanity.

    Larry