Death of homogeneity and the rise of gender diversity in tech
Ageism, Sexism, and a sprinkle of a thousand -isms, a lot of us normalised working in homogeneous industries, digital technology included.
The tech industry has traditionally been male-dominated, with a lack of diversity in gender and ethnicity. However, in recent years, there has been a significant shift (thank heavens) towards gender diversity, driven by the death of homogeneity in tech.
This shift has been driven by a number of factors, including increased awareness of gender inequality, changing social norms, and the business case for diversity or just the fear of being called out on social media!
In tech, homogeneity has historically been the norm, with a lack of diversity in gender, ethnicity, and other factors. This has created a culture of exclusion, with women and other underrepresented groups feeling marginalised and undervalued.
That's not to exclude the excesses of a few available women, who, in order to exist within the industry, have sought to ensure they make it their life's mission to step on other women who dare try to rise to the top within the same organisation or structure.
One of the most significant shifts in the tech industry has been the rise of gender diversity through STEM initiatives like Women in Tech, International Women’s Day, and others.
This has been driven by a number of factors, including increased representation of women in leadership positions, advocacy and activism by women in tech, and the recognition of the business case for diversity.
Companies are recognising that gender diversity is not only the right thing to do, but it is also good for business. A diverse workforce can bring new ideas, perspectives, and approaches to problem-solving, which can drive innovation and growth.
Research has shown that diverse teams perform better, are more innovative, and are better able to meet the needs of a diverse customer base.
Increasing gender diversity in tech also requires addressing the systemic barriers that have prevented women and other underrepresented groups from entering and advancing in the field.
These barriers include bias in hiring and promotion, lack of access to training and mentorship, and a culture that values long hours and overwork. Many companies and organisations are taking steps to address gender diversity in tech. These efforts include:
Recruiting and hiring initiatives
Companies are working to diversify their recruiting and hiring processes, including removing biased language from job descriptions and using blind hiring techniques to reduce bias.
Training and development programmes
Many companies are offering training and development programs to help women and other underrepresented groups develop the skills they need to succeed in tech.
Mentorship and sponsorship
Mentorship and sponsorship programmes can help women and other underrepresented groups connect with experienced professionals who can provide guidance and support. Platforms like ADPlist and MicroMentor could be places to start.
Diversity and inclusion initiatives
Companies are implementing diversity and inclusion initiatives to create a more inclusive culture, including unconscious bias training, employee resource groups, and diversity metrics.
As companies continue to evolve into better versions of themselves in order to survive the tech apocalypse; the unavoidable death of homogeneity in tech has created several opportunities for increased gender diversity and inclusion in the industry.
While progress has been made, there is still a long way to go to achieve true equality and representation. Efforts to address systemic barriers and promote gender diversity in tech will require continued commitment and action from individuals, companies, and the industry as a whole.
By working together, we can create a more diverse, inclusive, and innovative tech industry for all. Amen… or this writer merely wishes? Time will reveal all.
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