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IT is certainly not a female-free zone – however, not enough women are aware of the opportunities there for the taking. Maggie Berry, managing director of womenintechnology.co.uk, explains, ‘Women are missing out on all these great jobs – which, as it happens, are also really well paid. IT is a sector where you can work with cutting-edge technology – it is certainly not a case of sitting in a dark corner writing computer code. There are some truly fantastic business-facing positions out there where your technology role has a direct impact on the success of the firm.’
The shortfall of women coming into the IT industry is also bad for business as organisations strive for a diverse workforce.
Various factors contribute to the shortfall of women, especially in more senior management positions. The fact that many women take a career break to have a family is one reason, but it seems that a mixture of confidence and bluster propels men to the top. ‘Men tend to push themselves forward more than women,’ explains Maggie. ‘They are more likely to “blag it”, applying for jobs even if they don’t tick all the boxes, pushing for early promotion and moving between organisations more frequently to advance their careers. Women seem to be more reticent, whether it’s by not putting themselves forward for a promotion or holding back from moving firms through a sense of loyalty.’
If a technology career appeals, research the variety of roles available and speak to women already in work. Your university careers service may run a scheme through which you can contact alumni. Non-corporate organisations such as womenintechnology.co.uk and the Women’s Business Network are also useful.
Many employers are eager to cater to their female recruits. ‘It’s not uncommon for the larger blue-chip firms to have a range of measures in place specifically for their female employees, from women’s groups within the organisation to mentoring or buddy systems where you are paired up with a more senior woman in the company,’ says Maggie.
A smaller firm may not offer the same level of support. In this case, take control of your own career destiny and find a mentor. ‘Mentors are very helpful at all stages of your career,’ Maggie explains. Even if an organisation does not have a network aimed at women in particular, nearly all of them will have some kind of mentoring scheme in place to help you settle in. ‘You can also gain mentoring support through online groups,’ adds Maggie.
To investigate whether a particular employer offers a positive working environment for women, try asking recruiters probing questions and make the most of any time you spend with the organisation. Ask for examples of what career paths senior women within the business have taken, and request to see the office environment you will be working in.
It’s easier to get a feel for the atmosphere once you’ve wandered around. Examine whether women figure prominently in the organisation’s recruitment events, for example at employer presentations, assessment centres and interviews.
Maggie recommends that you network from the outset: ‘Go to events and meet people from other organisations as well as your own. You’ll have fun at the same time as broadening your commercial and professional skills. It’s important to look at the broader market and not just keep your head down – it will help you plan where you want to go in your career.’
‘Women in technology face quite specific challenges, largely building their confidence and raising their profile in a male-dominated environment. They do a great job and expect to receive recognition – often without realising there is more to do to get noticed.
As a graduate technologist, you should find ways to add broader project management skills to your technical capabilities. Project management roles help you develop your client and stakeholder-facing skills and can bring broader career opportunities. Have the courage to gain any international experience you need early in your career, simply because it can be harder to do later on once you have a family and other responsibilities. Find a mentor. Employers often have mentoring schemes, but try to find someone outside of work as well. It doesn’t have to be often – even catching up for an hour a few times a year is valuable. Keep it simple: go for coffee and bounce ideas around. Become a mentor yourself. Even with one year’s experience you can provide new hires and students with invaluable insights and develop your self-confidence at the same time.’
Dr Suzanne Doyle-Morris, author of Beyond the Boys’ Club
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