By Insaaf Daniels, Human Capital General Manager at redPanda Software

While the world, and our country, has made strides in pursuing gender equality and parity in the workplace, the truth is that more needs to be done. The IT industry is a crucial cog in the machine taking us into the fourth industrial revolution, but even so, a startling statistic recently revealed that only 23% of technology jobs in South Africa are held by women. As if that weren’t sobering enough, another report found that only 17,2% of software developers in South Africa are women. This is unsustainable and must change.

Of course, there are many parts of the industry that are far more transformed, and this is encouraging. This is the result of a conscious decision and opening the playing field, fairly, to both men and women. redPanda Software, for example, boasts a workforce ratio that’s 41% women, while 58% of managers are female. This is not a box-ticking achievement, this is an important strategy in ensuring young girls have role models and are shown the truth that not only are they welcome in the industry, but their presence is crucial. 

If we pull the lens out and take a global view, there are a number of reasons why there are so few women working in technology. Women do not enter the industry at the same rate as men, and as a result, there is a shortage of female role models. Statistics indicate that fewer women are majoring in technology-related fields in high school and university, which limits the pool of female candidates available to companies.

There is no single intervention to respond to this. However, there is optimism in the industry because things are shifting. More women are opting to embrace technical fields and more women are making the decision to study computer science as a result of coordinated attempts to effect change. 

IT leaders have a responsibility to keep the momentum going and to speed up the change. They can do this by doing the following:

1. Create a strong culture of support for women through mentors and skill-building opportunities

Diverse leadership has many proven advantages, but the IT industry hasn't quite embraced this to its full potential. Companies should reaffirm their commitment to improving gender equality if they want to effect long-lasting change.

Creating a strong culture of support for women through mentors who can offer encouragement and empathy, as well as assist women in working toward goals and overcoming hurdles will go a long way towards supporting equal access to skill-building opportunities.

2. Be aware of inequities imposed by a hybrid economy

Many companies have introduced flexible work schedules, and women are appreciating this independence. Following the pandemic, according to a FlexJobs survey, 68% of women want to work remotely, with 80% ranking it as their favourite career benefit.

While women are taking advantage of working remotely, businesses must be aware that it can increase injustices if not applied correctly. Employees who work in person might receive more visibility from management, which might lead to additional opportunities. In an environment where businesses are seeking to improve the prospects of women in the workplace, this must be front and centre of leaders’ minds, especially where a significant portion of women choose remote or hybrid working. Leaders need to be aware of this to level the playing field and improve the workplace environment for everyone.

3. Appreciate that women experience the tech industry differently from men

The majority of women in IT say they believe they should be putting in more effort than their male peers in order to establish their worth. Additionally, gender bias is four times more likely to be viewed as a barrier to promotion by women in tech than by males. And when it comes to their chances for advancement, women of colour in tech are even less optimistic.

Compared to their male counterparts, women in tech report having higher burnout this past year. In the TrustRadius analysis, it was discovered that 57% of the women surveyed claimed to have burned out more than usual during the pandemic, as opposed to 36% of the men. 

While it’s not clear what is driving this, it may well be that more women than men report taking on additional work responsibilities for the reasons already mentioned. Being aware of this would go a long way to guarding against it.

4. Keep telling the good stories

We must keep on telling the good news and success stories. We must celebrate the women leaders in tech. This need not always be on a grand scale and can be recognition within teams and businesses. Men have always had other men to admire, and it must be the same for women. At redPanda Software we have a goal of ensuring there is a woman in every role in teams. 

5. Double down on recruitment

Different companies will do things differently, but from a redPanda Software perspective, our recruitment strategy is infused with our goal to drive gender parity, from recruiting to internship and training programmes. It’s one thing to say that men and women should have the same opportunities but the proof of the pudding is in the eating. 

Women, themselves, need to be encouraged to make the most out of their careers in IT, and to grow and achieve the success we all wish to see. Here’s some advice for women pursuing a career in tech:

• Have confidence in your expertise

Women frequently underrate their skills and performance, according to the National Bureau of Economic Research, and are more prone to rule themselves out of consideration for positions if they do not fully satisfy the requirements.

Women are more prone to suffer from imposter syndrome in a male-dominated field like technology. Having confidence in your knowledge, expertise, and viewpoint is critical. 

Our managing director Gerhard Nortje strongly believes that women should stand their ground and not back down. He has created an environment where employees are encouraged to stand out from their peers - both men and women. His belief is that there are many mediocre developers hiding within larger teams in the industry at large. The key is creating an environment where accountability and a pursuit of excellence is rewarded. Women are encouraged to take advantage of environments like these. 

• Pursue the benefits of mentorship

The next generation of innovators must have access to a professional network. This is especially true for women working in technology. Women can increase their visibility, social connections, and access to opportunities by seeking out mentorship. Having a supportive, encouraging person nearby who is eager to advise and help is invaluable. 

How we are doing it at redPanda Software

Through our hiring procedures, we have placed a strong emphasis on providing opportunities for women in technology. This includes making a concentrated effort through our annual internship programs and our academy.

The theme of our recent national women's day, "women supporting women," challenged us to consider how we may advance professionally, while bringing all women with us. As a result, deeper ties and relationships were forged. We will start a mentorship pathway to help with that, focus on our internal community, welcome regular women-led talks, and drive a rotation of women mentors who will also offer support for us as we manage our lives as women and mothers in the tech industry, in addition to mentorship specific to the industry.