We Need to Keep Women in Technology
The “glass ceiling,” a commonly discussed phenomenon for women in the workforce, is not reflective of most women’s experience in the technology workforce. The “glass ceiling” refers to an invisible, impenetrable barrier women face after reaching a certain level in their career while their male colleagues continue ascending around them. While there is a large national conversation around this glass ceiling and helping women rise to the highest levels of corporate leadership, the reality is that many women who start their careers in tech don’t ever end up in even early management positions. In tech, we’re not battling the “glass ceiling” so much as we are the “broken rung,” as women are struggling to enter the first level of management at the same rate men do.
In corporate America, for every 100 men promoted to manager, only 72 women are promoted. For Black and Latina women, these numbers are even smaller (according to McKinsey’s 2020 Report, for every 100 men promoted only 58 Black women and 68 Latina women receive promotions). With men outnumbering women nearly 2 to 1 in early managerial positions, it’s no surprise that so many women leave companies, industries, and even the workforce all together after getting stuck at entry-level jobs.
As an executive working in technology for over 20 years, I’ve seen the “broken rung” force many talented women out of the tech industry. The bad news is that even in 2021, this is a huge barrier to women’s success. The good news is that there are plenty of measurable changes that can be made to address the issue. Here are four measurable actions that can help.