Strategies for Hiring More Women in Tech

While women are making strides in the tech workforce, more efforts are needed to ensure they have equal opportunities, pay, and career growth.

Women have increasingly gained recognition in the tech world, but they still face challenges. Despite improvements, systemic barriers and biases persist, making it difficult for many women to achieve equal recognition and career advancement. From pay gaps to subtle workplace discrimination, the road to true equality in the tech industry is still under construction.

Deloitte's Women @ Work: A Global Outlook report reveals that while women are increasingly represented in tech, 44% of women surveyed faced micro-aggressions or harassment at work in 2023. This statistic highlights the emotional and psychological toll these experiences take on women, potentially discouraging them from remaining in the industry or advancing their careers. These ongoing issues demand focused action to create more supportive, inclusive environments.

This article explores how tech organizations can empower women, enhance hiring strategies to attract more female talent, and foster an inclusive culture that supports women in tech.

As technology continues to evolve, the need for diverse talent grows stronger. This article will highlight actionable strategies that tech companies can adopt to attract more women into the industry, ensure they have the necessary resources to thrive, and cultivate a culture where their contributions are recognized and valued. These strategies not only promote gender equality but can lead to enhanced innovation, productivity, and a more positive workplace overall.

The importance of diversity

Diverse workplaces foster high-performing teams and motivated individuals. By bringing together people from different backgrounds, skill sets, and experiences, companies are able to approach problems from a variety of perspectives. This diversity of thought has been shown to improve problem-solving capabilities, generate innovative ideas, and lead to more successful outcomes. A diverse team can better anticipate the needs of a diverse customer base, ensuring that your organization is equipped to address a broad spectrum of challenges.

Candidates today also seek out organizations that prioritize diversity and inclusivity. A company that actively fosters diversity creates an environment where individuals feel valued, heard, and supported. Women in particular often look for work environments where they can grow, receive mentorship, and contribute meaningfully. Research consistently shows that diverse workplaces lead to higher job satisfaction, better employee retention, and stronger organizational performance.

Moreover, increasing the representation of women in tech helps to challenge traditional gender roles, paving the way for future generations to view the industry as accessible and welcoming. Tech organizations that champion diversity can set a powerful example for others to follow, helping to shift the broader industry culture.

Eliminate unconscious bias in job descriptions

Unconscious bias in job titles and descriptions can create invisible barriers for women and other underrepresented groups. Subtle language in job descriptions can unintentionally discourage certain individuals from applying, even if they’re fully qualified. Words like “aggressive,” “dominant,” or “competitive” can be perceived as masculine traits, while words like “nurturing” or “supportive” are often associated with women. These types of biases can dissuade talented women from applying for roles or lead them to question their fit for the position.

To eliminate unconscious bias, ensure that job descriptions are free from gendered language. Use gender-neutral terms, such as “they” instead of “he/she,” and avoid overly masculine or feminine adjectives. It’s also essential to review role requirements to ensure that they are necessary for the job, as overly strict qualifications can inadvertently weed out capable candidates who may not meet every single criterion.

Additionally, it’s crucial to create a welcoming tone during the interview process. Avoid emphasizing a "toxic" or gender-prejudiced workplace culture, and instead, foster an environment that values open communication and collaboration. By revising job descriptions and making the hiring process more inclusive, you create a more attractive space for women and underrepresented groups to apply and thrive.

Involve female employees in hiring

Women should not only be represented in the workforce but should also be actively involved in the hiring process. Introducing female candidates to current female employees during interviews or recruitment can help candidates feel more comfortable and see themselves succeeding in your organization. Seeing women in leadership roles or other key positions within the company helps to break down stereotypes about what the workplace looks like and can inspire confidence in potential hires.

Involving women in the hiring process also helps to ensure that the recruitment experience is more inclusive. Female employees can share valuable insights into what it's like working at your organization, providing a more authentic perspective for the candidate. Additionally, women who feel empowered to participate in recruitment efforts are more likely to refer other qualified women to the organization, further strengthening your diversity pipeline.

Incorporating female voices in hiring can also help to identify and eliminate biases in the interview process. It ensures that women candidates are evaluated on their skills and experiences rather than unconscious gender-based assumptions, leading to fairer, more objective hiring decisions.

Promote family-friendly policies

Women often bear the largest responsibility for household tasks, even in dual-income households. According to Deloitte, 88% of women work full-time, but nearly half are still the primary caregivers for children, elderly relatives, or other dependents. Balancing work and home life can be particularly challenging in high-demand industries like tech.

Offering family-friendly policies, such as flexible work hours, paid parental leave, and remote work options, can significantly improve the work-life balance of your employees. For women, this flexibility is critical to maintaining both professional success and personal well-being. In fact, research shows that remote work can improve productivity by offering women the autonomy to manage both professional and personal responsibilities effectively.

Promoting flexible working arrangements doesn’t just benefit women—it also boosts overall employee satisfaction and loyalty. It allows workers to meet their obligations at home without sacrificing career growth, which is a win-win for both the employee and the organization.

Highlight learning and development opportunities

Career advancement is a top priority for women in tech. A key motivator for women to stay in the tech field is the availability of career development opportunities that enable them to upskill and advance. Organizations that offer clear pathways for career growth are more likely to attract and retain top female talent.

Highlighting learning and development opportunities during recruitment helps ensure that women know they will be supported in their professional growth from day one. Offering mentorship programs, leadership training, or upskilling opportunities also signals that your organization values the long-term success of its employees.

Creating a culture where skill development is encouraged, recognized, and rewarded helps women feel empowered in their careers and more invested in the organization. Furthermore, emphasizing these opportunities can serve as a key differentiator in a competitive talent market, making your company a more attractive place for women to build a long-term career.

Retain diverse talent

Once you’ve made efforts to hire more women in tech, the next challenge is retaining them. Some of the most common reasons women leave tech companies include limited career advancement, lack of mentorship, and poor work-life balance.

To address these challenges, it’s important to actively foster a workplace where women can thrive. Providing equal opportunities for career growth and leadership roles, especially for underrepresented women in the industry, will help to build loyalty and trust. Women need to see that they can move up the ranks and that leadership positions are attainable.

Moreover, promoting a culture of work-life balance is essential for retaining diverse talent. Flexible work arrangements, supportive policies, and a healthy work culture that values well-being can significantly impact retention rates. When employees feel supported in both their personal and professional lives, they are more likely to stay with the company long-term.

Find diverse talent with Glocomms

At Glocomms, we specialize in helping tech organizations secure the best talent for their open roles. Our focus on diversity and inclusion ensures that your company has access to a broad spectrum of candidates, including qualified women in tech. By partnering with us, you’ll be able to find the right people to not only fill vacancies but also support your company’s long-term success in creating a more diverse and inclusive workforce.

Submit a vacancy or request a call back to learn how we can help you find the right talent to drive your company forward. Together, we can create a brighter future for women in tech and build teams that reflect the diversity of the world we live in.