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Women in IT – All or Nothing?

Women in IT – All or Nothing?. 20% of IT staff are female 5% of women consider a career in IT 5% of senior IT staff are female Image problem – macho, 24 x 7 culture. Women in IT Recruitment. 50% female staff 30% middle management 15% Board level What has happened to them all along the

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Women in IT – All or Nothing?

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  1. Women in IT – All or Nothing? • 20% of IT staff are female • 5% of women consider a career in IT • 5% of senior IT staff are female • Image problem – macho, 24 x 7 culture

  2. Women in IT Recruitment • 50% female staff • 30% middle management • 15% Board level What has happened to them all along the way?

  3. Two sides to moving on • Culture fit • Revenue - hugely positive factor

  4. FAIR? • As a business, no discrimination • Bill a lot of money • Live to work

  5. Choices • Women chose to OPT out of this lifestyle • Did not want to take the all encompassing challenges to reach the top • I chose to OPT in and was positively encouraged • Gender was not a factor, results were • Director after six years • Hugely fulfilling job • Fantastic lifestyle

  6. What if things were different? • Part time - not as a Sales Director • Fixed hours - not as a Sales Director

  7. Possible? Yes. • With a fleet of staff • Full support at home

  8. How have things changed? • Changes very encouraging • Biggest factor in bidding for business is diversity policy • Not just lip service, not just ticking boxes • Firms recognising value of female Executive Director • At present 15 women Executive Directors, BUT Marks & Spencer and J. Sainsbury employ 1/5.

  9. Why? • Women guide rather than demand • Patience • Intuition • Goal driven • Focused

  10. Best news of all • Competency-based interviewing • Based on evidence, not ‘feeling’ • Used for recruitment AND promotion

  11. What about Computer People? • Group now has 1500 Staff supplying people to organisations across the UK and the world • It is critical that our employees, clients and candidates fully understand the benefits of a diverse work force • Company has benchmarked ethnicity and diversity of those people we attract, interview and retain • Competency interviewing ensures no personal prejudice • Family friendly initiatives - e.g. early morning sales meetings • We intend to ensure management of diversity will combat prejudices, stereo typing, harassment and undignified behaviour • We recognise the need to balance personal and working lives

  12. Conclusion • Whole IT market is more aware of female talent and the value that brings • Increase in female representation not through legislation, more through simple steps • Look at skills when hiring, not gender • Ensure women are included in selection panels • Research your company - why don’t more women want to go for IT • Try hiring more women!

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