According to the Australian Workplace Gender Equality Agency, the national information, media and telecommunications industry is split 40 per cent women and 60 per cent men. However, while 40 per cent of this sector is female, women hold less than 27 per cent of full-time positions.
While much work needs to be done on gender diversity in IT, the future is bright. The diversity policies of A-list companies such as Google and Deloitte reflect a push towards a better working environment, in recognition of the fact that diversity is key to success.
To explore this topic, ThinkFWD asked three women to reveal their experiences in the IT industry. Fi Slaven has spent more than 15 years in the IT industry, with current positions as general manager of William Buck Victoria and director of Go Girl, and was recently awarded the 2014 iAwards ICT Woman of the Year.
Sara Ogston has spent five years in the IT industry and currently works as project manager of research platforms at the University of Melbourne. Sara also serves as an associate board member for the Victorian ICT for Women Network.
Siew Ching Wan has also spent five years in the IT industry and works as an enterprise information management analyst at Deloitte.
ThinkFWD sat down with Fi, Sara and Siew Ching to get their perspectives on the state of women in IT and how the industry can encourage gender diversity.
Why aren't more women in IT?
Fi: Girls are not particularly encouraged to pursue IT careers and so the pipeline is very small. This is why Go Girl is such an important program to encourage girls.
The industry is male-dominated and so women tend to find niches. Rising to executive ranks is difficult because merit tends to be biased towards men. Please note however, women are also biased towards women and where there is a woman in a position of authority, there tends to be more women in the group.
Sara: I think it's a combination of girls not getting interested in IT at a young age and women not having the confidence to apply for roles without meeting every job description requirement. Also, the link between being good with everyday technology like tablets, computers and phones and growing up with these powerful tools isn't being connected to working in or being interested in IT.
Siew Ching: Comments such as, “Oh wow, you know SQL?” and even innocent remarks such as, “You play games?” are usually only addressed to females. This creates an atmosphere where women are not ‘normal’ in IT.
What challenges have you faced getting into the industry and/or your current position?
Fi: [Just] the normal challenges that any person faces, but I am often seen as pushy or even aggressive (not assertive) because I want to be heard.
Sara: The biggest challenge I think I've faced is quieting the inner voice of comparing myself to those who have more experience or have degrees in IT. My skills are more business focused, so I don't need the technical background. However, I do sometimes feel like I'm at a disadvantage because of it.
Siew Ching: Going against the stereotype of a typical ‘female job’ and being labelled ‘non-technically minded’. Discrimination against racial heritage.
What changes can employers make to attract women to the industry and retain them?
Fi: There is no secret formula, but employers can actively work to understand how to encourage and retain women by working with women groups, such as Vic ICT for Women, Women in Technology and Females in IT and Telecommunications. Employers should actually consider what conditions women want to work under. All job ads and position descriptions tend to be very masculine.
Sara: Companies that value their employees in general will attract and keep women. Flexible work environments with opportunities for lateral movement and training is really important. Good maternity and paternity leave is key to keeping women in the workplace (not just in IT).
Siew Ching: Acknowledging gender bias, flexible working hours and conditions, childcare options and support, mentorship for women towards leadership and supporting women returning to the workforce.
What impact do you think gender equality will have on IT?
Fi: The question really has to be: why wouldn't you do this? Studies show that diversity adds to group IQ and outcomes, and so all departments and firms are stronger and more profitable with equality.
Sara: Women experience the world differently to men, so they bring a different perspective to the table. However, to say that women make IT more personal is selling the gender short. The competitive advantage of the future is the difference of opinion in a team and being able to bring those differences to meet in the centre to create great ideas. A colleague once told me that every successful team in IT needs a hipster, a hustler and a hacker.
Siew Ching: Less unnecessary risk-taking and more governance on unethical practices and ego-fuelled politics.
What advice do you have for young women wanting to pursue a career in IT?
Fi: IT is a career that is recognised internationally, well paid, covers every industry and has so many options. IT is definitely ‘it’, so give it a go.
Sara: Find women and meet women already in the industry and learn from their experiences and advice. Be curious and open to new opportunities.
Siew Ching: Pursue your interest and do not be intimidated. Broaden your network and seek a career mentor for your own professional development (not because women need a mentor to have a career).
