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Women In Tech: 3 Ways Companies Can Bridge The Gender Gap

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'They cited their top reason for leaving was due to culture and not because their job was hard.'

recently interviewed Vodafone on how they reduced gender bias in their job descriptions across their global offices. The telecommunications company piloted a program replacing"masculine" words such as win, aggressive, kick and outstanding with more neutral and"feminine" ones such as bold, top-tier, extraordinary and improve.

It's crucial companies understand the importance of promoting inclusive cultures. HR professionals can champion this cause by partnering with marketing teams and hiring managers to promote women leaders in tech as well as their female employees across their social media channels. They can also use the online space to promote internal happenings such as women's groups, women's day events and book clubs to name a few.

more than providing baseline incentives. Companies need to actively invest in their female employees to prevent them from feeling isolated. There are aTo name a few that have been most effective are establishing mentorship programs, funding and supporting workshops, conferences and events that focus on their career path and enhancing their skill set. Some companies have invested in the inception of internal women-focused groups.

 

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