2024-12-06 15:05:00
Gender diversity in decision-making positions can promote a more inclusive work environment, contribute to innovation and improve organizational performance. Therefore, increase female representation in leadership positions is one of the main challenges in the Information Technology (IT) sector.
“The IT industry has realized the importance of including women in leadership roles and the value they bring to companies. Mainly with approaches that encourage creativity and productivity”, says Débora Nakano, Executive Manager at Experisvertical do ManpowerGroup for Recruitment, Selection and Management of IT Professionals.
Although efforts to increase this female presence may be growing, progress is still needed to achieve significant results in the sector. Among the proposed strategies, Débora Nakano highlights the creation of more welcoming environments, including zero tolerance policies for harassment and discrimination and the active promotion of equal opportunities for all employees. “These policies are essential to create a workspace where everyone feels valued, regardless of gender,” comments Nakano.
The manager also points out the mentoring as an effective measure to stimulate female development in leadership. For Débora, connecting women in junior positions with experienced leaders can provide essential guidance to advance the careers of these professionals: “mentoring programs are an interesting tool to help women develop leadership skills and increase their visibility in the organization”, she adds .
Furthermore, companies in the sector are encouraged to offer ongoing training in technical areas and interpersonal skills, such as project management and communication, with the aim of expanding opportunities for women to assume roles of greater responsibility. Work-life balance policies, such as remote work options, are also recommended to ensure the retention of female talent.
Another measure necessary to achieve gender equality is the promotion of pay equity. “Reviewing compensation practices to ensure women receive fair compensation for their work is critical to reducing gender disparities,” emphasizes Nakano. Regular auditing and transparency in salary policies are recommended by the expert.
Promote the visibility of women in leadership positions and create support networks and affinity groups They are also part of the initiatives defended to inspire and train employees. These groups provide a safe space for women to share experiences and advocate for internal changes that reinforce diversity and inclusion.
Nakano also highlights the importance of senior management’s commitment to gender diversity. For her, business leaders must be defenders of these practices, which includes allocating resources to inclusion initiatives and ensuring that actions are implemented effectively.
The manager of Experis Finally, it highlights the importance of monitoring and sharing advances in female representation in leadership positions to reaffirm the commitment to gender diversity and identify areas that need improvement. “Publishing progress demonstrates how serious companies are about change and inspires other organizations to do the same,” concludes Nakano.
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What concrete steps can companies take to create more welcoming environments for women in tech?
## Breaking Barriers: A Look at Women in IT Leadership
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**Host:** Welcome back to Tech Talk. Today, we’re focusing on a crucial topic: the role of women in IT leadership. Joining me to discuss this is Débora Nakano, Executive Manager at Experis, the IT recruitment and management specialist of ManpowerGroup. Débora, thanks for being with us.
**Débora:** Thanks for having me.
**Host:** Débora, let’s start with the big picture. As we know, the tech industry still struggles with gender diversity, especially in leadership positions. Your organization sees this firsthand. What are some of the biggest challenges facing women aiming for leadership roles in IT?
**Débora:** You’re right, there’s a clear need for change. While the IT industry recognizes the value women bring to leadership, conscious effort is needed to bridge the gap.
We often see a lack of welcoming environments, with implicit biases and even instances of harassment and discrimination. Moreover, women might not have equal access to mentorship and networking opportunities, both vital for career advancement.
**Host:** Absolutely. Creating those welcoming environments seems crucial. What are some concrete steps companies can take to foster that change?
**Débora:** I believe zero tolerance policies for harassment and discrimination are essential. Companies need to actively promote equal opportunities for all employees, regardless of gender.
Mentoring programs are also incredibly effective. Connecting junior women with experienced leaders can provide invaluable guidance and support.
**Host:** Those are excellent points. Beyond creating supportive environments, what about skills development and recognition?
**Débora:** Ongoing training in technical skills and areas like project management and communication is vital. Women need to be equipped with the tools to take on more senior roles.
Work-life balance policies, such as remote work options, are also key to retaining female talent, particularly those with family commitments.
**Host:** We can’t forget about pay equity either. How important is pay transparency in addressing the gender gap?
**Débora:** Paying women fairly for the work they do is non-negotiable. Companies need to regularly review their compensation practices to ensure complete pay equity.
**Host**: Very crucial advice, Débora. Thank you so much for sharing your insights regarding the important issue of advancing women in tech leadership. It’s clear that addressing this requires a multifaceted approach.
**Débora:** Thank you for having me.
**Host:** We hope this conversation has sparked important discussion and inspires action within the tech industry. Stay tuned for more Tech Talk.
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