While there's no magic formula businesses can use to shrink the gender gap in technology, there are some concrete steps companies can take to recruit, hire and retain female tech talent, according to Sharon Florentine, a writer for CIO.com, the US trade magazine for Chief Information Officers and IT leaders.

 

Diversification works

Over the last decade, research has shown that companies' bottom lines benefit when they actively recruit, develop and advance women. Studies demonstrate that enterprises that strive to include women are better able to attract and retain talent, reduce turnover costs, enhance organizational performance and build a robust leadership pipeline. A study by the non-profit Anita Borg Institute for Women and Technology has shown that when Fortune 500 companies had at least three female directors, return on invested capital jumped over 66 %, return on sales went up 42 % and return on equity increased by 53 %. Another survey, conducted by research firm Gallup, found that companies with more diverse staffs have a 22 % lower turnover rate.

 

Here are some ways you can help attract and retain more women in your organization and draw from a more diversified field of talent in general.

 

Offer paid parental leave - for men and women

A family-friendly benefits and leave policy is critical to attracting and retaining talent, especially women. Despite a gradual cultural shift, women are still responsible for the majority of child care and household duties, and a generous, paid-leave policy and flexible work options - while a major draw for parents of both sexes - is one way to make your business more attractive to women.

 

Showcase your company's flexibility

Workplace flexibility is another selling point that can really make a difference in your employee's lives, while at the same time, if done correctly, save your organization money. The technology and IT industries are leading the pack in regards to remote employees and flexible schedules, which can be really appealing to women who are often juggling career, children and home responsibilities. The IT Industry is also much more forward-thinking as far as remote working, virtual environments, flexible schedules, work-sharing, according to Sharon Florentine.

 

Offer equal pay for equal work

Women in the U.S. make only 66 % of what men are paid for similar work, according to the World Economic Forum. Equal pay for equal work is one of the major factors to consider when looking to attract, hire and retain female tech talent.

 

Provide role models

Since the mid-1980s, the IT industry has been dominated by men, and many women, familiar with discrimination and harassment issues don't find it a hospitable environment in which to build their careers. That said, having female leadership - visible, accessible female leadership - can help attract and retain talent.

 

Encourage them early

Experts agree that supporting organizations that encourage young girls to pursue careers in IT can hold the key to ensuring a pipeline of talent for the future.

 

While woman make up 48 % of the U.S. workforce, they comprise only 24 % of STEM (science, technology, engineering, and math) workers. This underrepresentation has remained fairly consistent at 24 % over the past decade, even as women's share of the college educated workforce has increased from 46 % to 49 %. That low level of representation is consistent across all levels of the STEM career pipeline. According to a 2012 research report by GSRI, girls lose interest in math and science during middle school, and STEM interest for girls is low, overall, compared to boys.

 

Build a talent diversification strategy

Finally, there are a number of HR and recruiting strategies available that can help your organization in these endeavours. You can leverage diversity associations that target underrepresented groups such as Women in Technology for example, or create marketing and sales collateral specifically targeted to diversity groups. You can also use diversity-focused media and social media outlets to advertise your positions, attend minority and diversity focused career fairs or partner with your current employees to reach out to their own professional networks.

 

Read the complete article on CIO.com