New research from Ivanti has found that the majority of women who work in the technology industry are still experiencing inequality when it comes to salary and career progression.
The Ivanti Women in Tech Survey 2019 surveyed over 800 women about their experiences and priorities working in the technology industry. Despite the implementation of equal pay legislation in the US and UK in 1963 and 1970 respectively, the report revealed that pay is still a key issue for many of the respondents.
Nearly two in three (64%) stated that equality in pay and benefits is the main factor that would attract them to a new role, while 46% suggested the industry still needs to close the gender pay gap to encourage more women into the industry.
Flexible and part-time work schedules and career advancement are also topics those surveyed identified as areas for improvement. Respondents cited both as key drivers for employee satisfaction and retention. According to over half of respondents (51%), greater availability of flexible working policies would attract them to a new role, while one third stated that greater support from their employer for part-time work in management positions would help progress their career.
Interestingly, the perception of a “glass ceiling” holding women in technology back is greater this year than last. As many as 31% cited this as a key challenge, up from last year’s figure of 24%.
The report also revealed that 40% of respondents identified career coaching and mentoring as one of their top three priorities, and, compared to last year’s key findings, the number of women who stated that they aren’t taken seriously in the workplace has decreased by 10%. However, this figure is still high at 53%.
“Although some progress has been made, women in tech are still battling pay inequality and an organisational culture that continues to favour men in leadership positions. While women in tech movements are challenging the status quo, more needs to be done not only to entice talented women to work in tech but to make sure their aspirations are valued and supported,” commented Sarah Lewis, director of field marketing at Ivanti.
“At Ivanti, we have found that by standing up programs that are both gender and diversity inclusive, we can inspire greater collaboration and innovation and build an environment where women thrive,” said Sue Uses, vice president of human resources, Ivanti. “We’ve found that the value of empowering women in technology in our organization has a direct benefit to our entire employee population in terms of inspiring greater communication, inclusion and productivity.”
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