The technology industry is a fast-moving, forward-thinking industry that is often hailed as a pioneer of innovation and encompasses many different innovative subsectors such as telecommunications and cybersecurity. But all of these sectors have one thing in common: a noticeable lack of diversity.

In fact, statistics show that women will only hold 26.7% of tech jobs globally in 2023. Further research found that 78% of students could not name a single notable woman working in tech and (even more worryingly) only 3% of women say a career in tech is their first choice. This shows that there is a significant lack of visibility when it comes to women in tech, which ultimately hampers recruitment and ambition. Figures like these make us think not only about how we can encourage greater female participation in the tech workforce, but also what actions are needed to attract women into senior roles. Why Is An industry that thinks so progressively but is so far behind when it comes to representation? And what should be done about it?

The image problem of technology

I’ve been working in cybersecurity for over 15 years and it’s pretty obvious that things aren’t really improving in terms of diversity in cybersecurity. That’s because cyber has an image problem.

When we think of cybersecurity, the word “vulnerability” usually triggers concern, as it denotes potential weak points that need to be identified and reinforced to minimize the associated risks. In particular, the discourse around cybersecurity is characterized by language that emphasizes strength and resilience. This emphasis on absolute strength also seems to extend to the professionals dedicated to protecting organizations from threats. As a result, the cybersecurity industry has drifted dangerously toward a militaristic and hyper-masculine culture. It is imperative that we commit to changing this – now.

What we actually need is a little more vulnerability.

Vulnerability is by definition a “Willingness to show feelings or to openly show or admit one’s own weaknesses.” In the broader context of technology, we need emotional openness and a willingness to collaborate and ask for help when needed. When we as organizations are so siloed, echo chambers of our own ideas and thoughts, we ultimately stifle innovation and give our competitors an advantage. We saw this recently with the internal disputes that plagued the top team at OpenAI. When a lack of collaboration shows up in the news, as opposed to the innovative technology being developed, then there’s a problem. Both a PR problem, a technology problem, and a culture problem.

Rejecting machismo: making technology more inviting

The real root problem of technology-related industries is the existing culture. A culture that was established decades ago and that technology has failed to shake (or seems to actively want to shake). Cybersecurity in particular has a macho problem. A problem that is deeply and subconsciously rooted in everything from the language in marketing materials to the names of companies and tools. Anyone who has never worked in this industry would recognize it immediately, but for many who have been working in the field for ages, this might come as a shock.

There is a broader pattern of behavior throughout the tech industry that often makes it an inhospitable place for women (and other underrepresented groups as well). In this case, we’re talking overt and subtle harassment, sexism, and microaggressions that continue to this day. Women who survive the entry-level process into the tech community (the 3% who actively seek a role in the field) are met with a culture that makes them feel even more marginalized. It’s no wonder the tech industry has a recruitment and retention problem.

First, we need to modernize our language because it is what we show the world about our company and our values. But we also need to address the culture that comes with it, which values ​​strong male voices above others and reinforces that value through sexist behavior. Without diversity of thought, perspectives and experiences, the industry’s growth will continue to be stunted.

Active allies and innovation

A lack of diversity within an organization and its top team is also a real problem. Ultimately, this hampers innovation because there is a lack of broad experience and perspective – and we therefore do not benefit from the wealth of knowledge that is out there. We need to be challenged and our minds need to be stretched to innovate effectively. As mentioned earlier, technology is all about forward thinking, so it is important that when developing new technologies with big opportunities, we consider our unconscious biases. This is something we have seen with generative AI, particularly with LLMs (Large Language Models). When we fail to acknowledge pre-existing biases, we build products and platforms with those values ​​built in.

We must consciously choose and advocate for change. That is why active allyship is important. “Active” means more than just words and statistics. We all know there is a problem, but what is being done about it? Real allyship requires consistent action, empathy and self-reflection. Ultimately, we want to create a space where everyone feels valued and empowered. According to Charity Skills for Care:

– Giving marginalized voices a hearing: As a leader, know when to step back and let someone else speak. Encourage the exchange of ideas and successes. Listen to these voices and draw attention to their perspectives.

– Active listening: Create a safe space for women to work and share their experiences. Try to consider their feelings, perspectives and concerns without judging them. Show genuine interest.

– Offer support and mentoring: Make a conscious effort to support the professional development of marginalized communities. Give them the opportunity to reach their full potential and advance.

– Take responsibility: Recognize and take responsibility for the cultures that exist and continue to exist in organizations. Be open to feedback and willing to evolve.

So what does this look like in practice in tech? When hosting panels at conferences, make sure you have a broad coalition of representatives from diverse cultures, races and genders. Ask them to talk about their expertise and insights rather than focusing on their gender, ethnicity or neurodiversity. The same goes for executive recruitment – ​​encourage women, people from diverse ethnic and cultural backgrounds and neurodiverse candidates to fill tech leadership roles.

How can we make technology more attractive to women?

In many cases, we should not just lecture about why there are no women in the technology industry. Rather, we should ask ourselves why women want a career in technology. First of all, the gender pay gap is still significant. According to statistics, 78% of large companies admitted that there is a gender pay gap, and women often earn up to 28% less than their male colleagues in the same technical positions.

In addition, research has shown that women in the tech industry are looking for flexible working hours when it comes to roles in the industry. According to one survey, 63% of women said they would look for a job that offers flexibility and the ability to work from home. Flexible working policies and the possibility of hybrid work have become one of the most important factors for many applicants, not just women, since the pandemic. If companies want to bring women on board, they need to cater to women.

Without flexibility, it’s no surprise that half of women in tech leave their jobs before age 35. Women also quit their jobs 45% more often than men. That’s bad for retention, innovation and even security.

Fostering an open environment where employees can voice their concerns and opinions and encouraging candor also makes the industry a more welcoming place to work.

The future of technology

It’s not about achieving perfection from the start, it’s about identifying problems and changing course. As leaders with an eye on innovation, it’s time to embrace vulnerability and change. We can’t let the fear of change hold us back. If we don’t change now, we’ll be left behind. In the words of Steve Jobs, “The people crazy enough to think they can change the world are the ones who do.”