Women in Tech: How HR Can Foster Gender Equality in Tech Workplaces

Human Resources lays the groundwork for helping our organizations thrive. How? Because how we treat our staff matters. Jobsity’s VP of People Operations, Paola Martinez, says: “The great thing about HR is that it focuses on talent; it focuses on the person. And people are what run companies, people are the backbones of companies, the foundations of companies.” When it comes to setting yourself apart from the competition, your company culture and the unique talents of your employees are what makes your company one-of-a-kind.

HR managers’ people-first approach paves the way for increased retention, performance, and attraction to top talent. So what can we do to help our companies succeed, not just today but in the long term?

Diversity and inclusion are key. Having a more diverse, inclusive workplace refreshes our perspectives and revolutionizes our ability to problem solve. And when it comes to tech organizations, gender inequity is a great place to start.

We need to improve gender inclusion in tech if we want to reap the rewards of boosted revenue, innovation, and retention. This means cultivating workplaces where women aren’t just present, but where they also feel heard, valued, and empowered.

When it comes to cultivating healthy workplaces for women, we need to identify what gender bias (or sexism) looks like. Paola doesn’t think one’s beliefs about gender are something you leave at the door, or pick back up when you return to the office: “That is something that comes from within, and what your values are as a person.” We carry our values with us everywhere we go. When we adjust our perspectives on gender in the workplace, our perspectives outside of work also shift for the better.

The tricky thing about tackling gender bias at work is that it permeates many areas of an organization. For our DEI strategies to work, HR needs to tackle each area: harmful beliefs, harmful behaviors, and harmful policies.

Paola believes that this new ebook for HR managers (and our accompanying webinar) is a great tool for jumpstarting progress:

“We have to be conscious of building that awareness, to bring it to the table, to talk about it, to not make it a taboo. . . to specifically start targeting sections of the company or specific behaviors that can be going on in different areas that can help you improve gender equality in the workplace.”

But starting the conversation isn’t enough.

For HR initiatives on gender equity to stick, Paola says that it’s essential to get buy-in from company executives. To accomplish this, HR needs to be equipped with the right information. What’s the business case for gender equity? How does gender bias hurt the bottom line? Paola recalls past employers being disinterested in gender equity because they thought it didn’t impact revenue or performance:

“The response I got was ‘We are here to make such-and-such product. Everything else is extra and is going to take time out of the manufacturing process, so convince me why we need it.’ So sometimes what we have to do is bring to the table why and what do we get out of all of this?”

HR needs to make clear why gender bias should be everyone’s concern, from the top down, including both women and men.

Ready to cultivate an equitable workplace for women in tech? Our new ebook for HR managers can help you get started.

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