Retaining Women in Technology
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Championed by: Melyssa Barrett, Wnet DEI Content Chair CEO, Jali Enterprises |
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Diversity, equity, and inclusion is not for the weary. The challenges are vast, progress is slow but impactful. Many companies who were committed to change after George Floyd have grown impatient and limited their zeal (and resources) for progress. However, the ability to create centers of excellence in diversity, equity and inclusion often require transformational change to systems, climate, infrastructure and culture. Increased efforts on recruitment of new hires or greater attention on executive roles can often mean that retention efforts take a back seat. |
According to McKinsey & Company, a management consulting firm whose fact-based insights help inform management and policy decisions, women are promoted at a slower rate than men across all industries and roles. Only 86 women are promoted to manager for every 100 men at the same level and yet the gender gap for women in technology is even more significant with only 52 women being promoted to manager for every 100 men. Their research has proven that the most gender-diverse companies are 48 percent more likely to outperform the least gender-diverse companies. Processes for promotion have long been an item to evaluate to close the gender gap.
