Toxic environments are identified as the most common factor that put women off tech roles, with 21% citing frequent experiences
Only 26% feel that a lot of progress has been made to attract women to tech roles in the last five years
BOSTON–(BUSINESS WIRE)–The majority of women in technology have experienced toxic work environments, with 21% experiencing it frequently. That’s according to Talent Works, Boston-based Recruitment Processing Outsourcing (RPO) provider, which surveyed 400 women in technology on their experiences on recruitment and employment across the Eastern Seaboard.
The results, released today on International Women’s Day, make for concerning reading.
When asked what puts women in technology off taking a role, a toxic culture was the most common answer (35%). Fixing the gender pay gap topped the list of what women feel is needed to feel supported in tech (63%), followed by promoting healthy work cultures (58%).
An overwhelming percentage of respondents said the responsibility to create organizational change lies at the top (69%), with 67% of respondents noting they’d be more likely to join a tech firm that has female leadership.
Jody Robie, SVP at Talent Works, commented: “Supporting women in technology needs to be an ongoing and intentional effort. It needs to start at the top, and include a clear commitment to ensure women’s success consistently at all levels of an organization. Companies may be getting better at recruiting female talent, but there is still work to do to ensure the employee experience and road to success is an equal commitment.”
The application process also has a considerable impact on whether women apply for a role, with 65% of respondents being confident that they can spot a toxic work environment during the application process.
Pamela Reeve, Chair of The Commonwealth Institute, a non-profit organization that propels women leaders to achieve professional and personal success, commented: “Creating an inclusive tech culture where women rise as far as their talent and ambition will take them is not the result of slogans, pronouncements or required training programs alone. Every element must be addressed, from language, selection criteria, development opportunity assignment, pay equity, flexible hours and location. It starts with leadership, cascades throughout the entire company, and then flows back up in performance and feedback.”