Is your Shortlisting Gender Neutral?

Is your Shortlisting Gender Neutral?

Ironing out gender bias in the recruitment process.

By Rose McCarter-Field

Are you confident that your shortlisting process is totally unbiased? Gender neutral shortlisting starts from way before you read the CVs. First ask yourself, are you looking for ‘someone like me’? Or someone like a particular person in the team?

This mindset prevents diversity from the start.

Create a diverse team, including a woman to collate your shortlist criteria. This helps to iron out inherent biases in your process. This team can provide a different perspective and help your process become more inclusive. Women typically don’t apply for a role if they don’t think they are 100% qualified, so be honest and fair in setting out this criteria.

This leads to a closer look at which skills, experiences, and qualities are actually essential and which are nice to have. Be sure that you don’t think an item on your shortlist is essential, when there are alternative skills, experiences, and qualities that are just as valuable.

Research and experience has shown us that women tend to be more modest in the job application process. Be aware of this when reading applications and in interviews. Be inquisitive rather than ready to strike someone off because they didn’t ‘sell’ themselves. In the interview, ask about their experiences, give them time to talk. The more inquisitive you are with all your candidates, the fairer picture you will build of their capabilities.

As always, if you need any help with the recruitment of people of all genders or assistance with your international payroll, get in touch.

team@projectrecruit.com

Spread the word

February 17, 2021July 5, 2022

Inspire the Next Generation of Talented Females

Inspire the Next Generation of Talented Females

How sponsorship can reduce gender disparity and double the size of the talent pool in the technology sector.

By Rose McCarter-Field

Does the male dominance of high profile figures in technology such as Elon Musk, Steve Jobs, and Jeff Bezos make the technology sector more appealing to men than women? Does the way we associate with the gender of high profile leaders have an impact on who we aspire to be? And in turn, reduce the number of women applying for technology roles?

Sponsoring women in technology is key to getting visible female leaders. These leaders have the ability to inspire the next generation of female talent. But, if we want to sponsor more talented women in technology, where do we find them?

The research in my last article on gender equality in technology showed that there is a higher probability of men receiving work related sponsorship than women. As a result, women are more likely to aim for careers in companies with high profile female leaders, where they can see career progression opportunities for themselves. Typically this means seeking careers outside the technology sector.

How do we get talented female leaders to inspire the next generation, if these women aren’t applying for technology roles? How do we encourage more female sponsorship in the workplace? And why are we not sponsoring the women we already have? Statistically speaking, if there are less women than men, then the probability of choosing a man for promotion is higher. But the numbers show a greater bias than statistical likelihood, with the majority of women being in entry level technology jobs.

Research shows that we are more likely to sponsor and promote people with classically masculine attributes. See the research for this in my previous article.(1). And that these attributes can be used to successfully predict a person’s rise to leadership, but can not be used to predict the success of their performance as a leader. Research also shows that we favour people that remind us of ourselves. Neither of these biases help with our ability to choose the best person for a job. The Halo Effect (also known as the Halo Error) means that these biases make us more likely to assume intelligence in people fitting these preferred profiles. If people do not fit the preferred profile, they have to prove their talent more definitively to be seen as equally skilled.

Why do other sectors not seem to have the same level of gender bias? Why is technology so far behind on gender equality? If we want more talented women in technology we have to show them that it is possible for them to succeed. We need people of all genders in leadership to inspire the next generation. In turn, a more diverse leadership, allows less room for subconscious bias.

What can you do? If you are in a leadership position, next time you are looking to sponsor someone, consider your own biases. Consider sponsoring someone different to your usual profile. Perhaps even purposefully sponsor a talented woman to start breaking down the gender disparity. And whilst doing so, be aware that they will likely face sexism on this journey.

Research from Harvard Business Review showed that 44% of Senior Leaders agreed with the statement that ‘A female at my company would never get a top position no matter how able or high-performing’ (2). If half the people in the company think the woman you are sponsoring will not make it to a senior position, imagine the bias of ambitious people wanting to get to the top and how they might communicate with her differently to those that they think will get to the top. Just be aware of the day to day biases that will be faced, no matter how unintentional, and don’t let that stop you from sponsoring a woman.

As an influential person leading us to the future of technology, it is in your power to make this change. To recognise the biases, to promote talented people of all genders. To empower people of all genders. You can change the statistics. 17% of people in technology are women and this number has been getting lower in the past year (1). If you want to see talented women in your company, you need to make the change.

Equally, if you are an ambitious woman, find yourself a mentor. Choose someone who sees and respects your talents and is keen to help you to achieve your goals. It doesn’t have to be someone in your company, it doesn’t have to be a woman. Find someone you respect and admire and ask! And check out PWC’s The Tech She Can® Charter.

Kamala Harris, America’s Vice President provided phenomenal strength to the 2020 US presidential campaign. She provided a younger, more vibrant personality. She was frightfully successful in political debates, as admitted by Joe Biden himself. She raised millions of dollars for political causes. She made a stand for transparency in leadership by making her tax returns publicly available. All these assets and actions gave the Democratic party strength. She also showed women, African Americans, Blacks, Asians, and Indians that they could succeed in American politics.

Sponsorship of the right woman can add strength to your leadership. By opening up to the other 50% of the population, you will double your talent pool. Show them they are welcome.

As a reminder of what is possible, here are just a few inspirational women working in technology today:

Joanna Shields, CEO of BenevolentAI: Uses AI to improve healthcare. US-born tech executive Joanna Shields is the CEO of BenevolentAI, a health-tech startup that aims to use AI to discover, test and ultimately develop new medicines.

Luciana Lixandru, Investor: Accel’s star young investor in London, helping start ups gain millions of pounds of funding (including Deliveroo).

Marta Krupinska, Entrepreneur: Marta set up a number of companies including being a cofounder of Azimo, the international money transfer platform which has raised $66 million to date. She is now helping Google champion new startups.

Bailey Kursar, Entrepreneur: Bailey puts ethics at the heart of money management. After cutting her teeth in marketing roles at the likes of Monzo, Zopa and Funding Options, entrepreneur Bailey Kursar decided to go it alone by founding Toucan, an ethically-minded money management app.

Safra A Catz, CEO of Oracle Corporation: Safra is an American billionaire banker and technology executive, now CEO of the Oracle Corporation.

Roshni Nadar Malhotra, Chairperson of HCL Technologies: Roshni is the first woman to lead a listed IT company in India. In 2019, she is ranked 54th on the Forbes World’s 100 Most Powerful Women list.

Wu Wei (Maggie Wu), CFO at Alibaba Group: Wu Wei is a Chinese business executive who is responsible for instituting Alibaba.com’s financial systems and organisation leading up to its initial public offering in Hong Kong in November 2007, as well as co-leading the privatisation of Alibaba.com in 2012.

Jennifer Morgan, an American technology executive: Jennifer is the first female chief executive of SAP, and she is the first female CEO of a company on the DAX index. She is the former Co-Chief Executive Officer at SAP SE. She became the first American woman ever appointed to the SAP executive board in 2017.

1. Rose McCarter-Field, Why has gender equality not improved in the technology sector in the last ten years? And why is it now getting worse? https://www.linkedin.com/pulse/why-has-gender-equality-improved-technology-sector-mccarter-field/?trackingId=rAYAC%2B9YRZydSIg8biUXZQ%3D%3D
2. Harvard Business Review, What’s Holding Women Back https://hbr.org/2014/03/whats-holding-women-back-in-science-and-technology-industries
3. Business Insider, UK Tech 100 https://www.businessinsider.com/uk-tech-100-2019-most-important-interesting-and-impactful-people-uk-tech-2019-9?r=US&IR=T
4. 10 Women in Tech Leaders You Probably Haven’t Heard Of https://in.finance.yahoo.com/photos/10-women-who-lead-big-tech-and-youve-not-hear-of-them-111519616/amy-hood-executive-vice-president-000000691.html?guccounter=1&guce_referrer=aHR0cHM6Ly93d3cuZ29vZ2xlLmNvbS8&guce_referrer_sig=AQAAAEYHMTyEOjJ7CAvAp_ZYwtUk-sPmeP_JCIPTvLYm0v9W-jpYpd1jFBUO6a_hogE0COBI5XyrU5OduFMBGKifkjM3WOYy07l7JxKZJZ8-EnnfQD6V1RYv_XJPtN4NrMGDNaP49C-Xchim7bMtGNxvBh8tkMXe2Mb6O1qwAfMyGJVb
5. Forbes, 50 Women Led Start Ups That Are Crushing Tech https://www.forbes.com/sites/allysonkapin/2019/02/20/50-women-led-startups-who-are-crushing-tech/?sh=66aa2de152b3
6. PWC, The Tech She Can https://www.pwc.co.uk/who-we-are/women-in-technology/tech-she-can-charter.html

Spread the word

January 20, 2021July 1, 2022

Why has gender equality not improved in the technology sector in the last ten years? And why is it now getting worse?

Why has gender equality not improved in the technology sector in the last ten years?
And why is it now getting worse?

Technology is booming. Gender equality at an all time high. Why has gender disparity not improved in the technology sector in the last ten years? And why will there be further reductions of women in technology following the pandemic?

For the past decade women in technology have accounted for 17% of staff(3). While the world is improving it’s gender equality at work, more needs to be done to diversify the technology industry.

By Rose McCarter-Field

In the UK alone, technology firms attract billions in venture capital funding every year. Technology is a fast growing innovative industry, continually creating new jobs and launching revolutionary products and services. Yet, while other industries across the world are improving their gender equality, at all levels, the technology industry seems to have stagnated. There has been no increase in female staff in the past 10 years.

The vast majority of job applicants in the technology sector are still male. Does part of the problem still start at school? Vanessa Vallely, founder of WeAreTechWomen, believes education is still a limiting factor in the connection between gender and the careers people aspire towards. Gender identity and how people identify careers that suit them, starts at a very young age. Even basic factors such as everyday language used to identify tasks as male or female have a significant influence on the roles people see themselves filling.

Perhaps the domination of male role models in technology is important? Mountain moving women such as Grace Hopper, The Queen of Code, have shown us that technology doesn’t have to be a man’s industry. Elon Musk, Mark Zuckerberg, and Jeff Bezos are the technology leaders inspiring our generation. But people are inspired into action by those they can relate to. Is it easier for a man to see himself as Elon Musk than a woman? And are women more likely to go into an industry with female role models, that they can more easily relate to?

Research by Harvard Business Review shows that another part of the challenge is women leaving the industry soon after joining. Women working in science, engineering and technology (SET) fields in the U.S. are 45% more likely to quit the industry within a year of starting than their male counterparts(5). The reasons for such a high rate of women leaving the industry so quickly is not certain. Though a lack of sponsorship from people in senior positions has been identified as one significant factor(3). Career progression is often accompanied by internal support and sponsorship is often triggered by a leader seeing something of themselves in a younger person. However, the people in senior positions are typically men. If they want gender equality, these leaders need to sponsor people of all genders to support their progression.

Overt misogyny is sadly still prevalent. There is also the less obvious and often unintentional day-to-day gender bias. Maddy Cross, talent director of Notion, which specialises in investing in technology businesses, thinks men in authority still have a huge role to play in changing attitudes and culture(3).“… micro-sexism happen[s] in business every day,” Cross says(3). Until there is gender equality in leadership, it will be difficult to break down cultures of sexism. And until gender equality is a reality in the workplace, it will be difficult to identify and confront sexist behaviours.

It may not just be externally imposed sexism in the workplace that is the cause of the gender disparity. Nicola Anderson, Chief Marketing Officer at MyTutor, has found that women in technology often won’t apply for a job if they don’t feel they have exactly the right experience(3). As a result, women are hesitating more than men to put themselves forward for promotion. This same self-hindering behaviour has been reported in other industries(11). Why are women more likely to hesitate? I do not believe it is a lack of ambition or determination.

The Harvard Business Review’s report found a culture in SET that made women feel isolated. When 72% of SET women perceive a bias in performance evaluation, it is no surprise that they might hesitate to apply for promotion. Nearly one-third of senior leaders in the U.S. and more than half in China and India expressed a belief that a woman would never achieve a top position at their company, no matter how able or high-performing.

The 2020 TrustRadius Women in Tech Report included 600 tech professionals, including 270 women, 315 men, 5 non-binary respondents, and 6 respondents who chose to not identify their gender. The report found that as a result of the COVID-19 pandemic, women in technology are 1.6 times more likely to be laid off or furloughed than their male counterparts. This gender disparity has been identified as a consequence of women being more likely to hold entry level jobs and junior positions4. As a result, in the coming months, we could see the striking 83% male dominance of the technology sector increase even further. Furthermore, Stephen Rooney, Director of STEM Women, reports that diversity initiatives are being put on hold while companies respond to the pandemic.

Despite the Equal Pay Act, the gender pay gap is a persistent issue. Glassdoor research in the U.S. shows women in the technology industry earning 94.6 cents for every dollar earned by a man(2). Whereas in Biotech and Pharmaceuticals women earn 97.8 cents for every dollar earned by a man. This is a challenge across all sectors and the technology sector comes below average, which is another deterring factor for women joining the industry.

In the 60s Dame Steve Shirley cheated the overt gender bias of her time. She was a coding legend and philanthropist who changed her name from ‘Stephanie’ to ‘Steve’ to aid her career. When she signed business letters as ‘Steve’ rather than ‘Stephanie’ she started to get responses and found trading was made possible. She hired hundreds of female programmers to work on projects such as programming the Concorde’s black box flight recorder, all under her adopted masculine name ‘Steve’. Though gender equality has improved greatly since the 60s, arguably not so much in the technology sector.

Harvard Business Review research shows that regardless of gender, behaving like a man is still beneficial in progressing one’s career in SET. Multiple studies show that classic male attributes such as a low voice, being tall, and having a symmetrical chiselled jaw are still an effective means to predict a person’s rise into a leadership position [examples: Business Insider(1) & Psychology Today(6)]. There is however no link between these attributes and predicting a person’s effectiveness as a leader.

Our experiences tell us that a person in SET is more likely to be male and that someone with stereotypically masculine attributes is more likely to be promoted. Historically, the success of women in these fields has been shadowed by their male counterparts. Marie Curie’s first Nobel Prize nomination was initially awarded to her husband. Our experience makes it easier to instinctively imagine a successful male in these roles. Until gender equality becomes the norm, our inbuilt stereotypes and conscious or subconscious biases will not change. Until we have a real mix of types of people across all roles in the technology industry, breaking down current ‘masculine’ stereotypes, we can not break this inbuilt bias.

It is up to the leaders in technology to notice the extent of the gender equality in their company, to sponsor and promote skilled people of all genders. It is up to the leaders in technology to understand and breakdown their own biases towards stereotypically male behaviours. We need to see people of all genders excelling, with their own personalities, not having to become masculine to succeed.

Ruth Bader Ginsburg “I’m sometimes asked when will there be enough [women on the supreme court] and I say, ‘when there are nine,’ people are shocked. But they’d been nine men, and nobody’s ever raised a question about that.”

As a reminder of what is possible, here are just a few inspirational women that have changed history:

Jane Goodall: Jane’s research in chimpanzees triggered a redefinition of the term ‘human’.

Florence Nightingale: A pioneer in data visualisation with the use of infographics, effectively using graphical presentations of statistical data. As well as being “The Lady with the Lamp”.

Margaret Hamilton: An American computer scientist, systems engineer, and business owner. She was director of the Software Engineering Division of the MIT Instrumentation Laboratory, which developed on-board flight software for NASA’s Apollo program.

Sally Ride: An American astronaut and physicist. Born in Los Angeles, she joined NASA in 1978 and became the first American woman in space in 1983.

Grace Hopper: “The Queen of Code” An American computer scientist and United States Navy rear admiral. One of the first programmers of the Harvard Mark I computer, she was a pioneer of computer programming who invented one of the first linkers.

Valentina Tereshkova: Engineer and former cosmonaut. The first and youngest woman to have flown in space with a solo mission on the Vostok 6 on 16 June 1963.

Mae Jemison: An American engineer, physician, and former NASA astronaut. She became the first black woman to travel into space when she served as a mission specialist aboard the Space Shuttle Endeavour.

Dame Stephanie “Steve” Shirley: IT pioneer, businesswoman and philanthropist. Steve founded the Xansa plc software company, who hired hundreds of female programmers.

1. Business Insider 2014 https://www.businessinsider.com/physical-attributes-of-leaders-2014-10?r=US&IR=T
2. Glassdoor 2019 https://www.glassdoor.com/research/app/uploads/sites/2/2019/03/Gender-Pay-Gap-2019-Research-Report-1.pdf
3. Guardian 2020 https://www.theguardian.com/careers/2020/jan/02/ten-years-on-why-are-there-still-so-few-women-in-tech
4. Guardian 2020 https://www.theguardian.com/careers/2020/jun/18/everything-has-been-pushed-back-how-covid-19-is-dampening-techs-drive-for-gender-parity
5. Harvard Business Review 2014 https://hbr.org/2014/03/whats-holding-women-back-in-science-and-technology-industries
6. Phycology Today 2017 https://www.psychologytoday.com/us/blog/talking-apes/201708/the-look-leader
7. STEMWOMEN 2021 https://www.stemwomen.co.uk
8. TrustRadius Report 2020 https://www.trustradius.com/buyer-blog/women-in-tech-report
9. TrustRadius Report update 2020 (post COVID) – https://www.trustradius.com/vendor-blog/covid-19-women-in-tech
10. WeAreTechWomen 2020 https://wearetechwomen.com
11. Women and Higher Education Leadership 2013 https://www.ses.unam.mx/curso2015/pdf/23oct-Morley.pdf

Category: Industry Insight