Women accounted for 34% of India’s IT sector workforce in 2021. This also, not surprisingly, coincides with the fact that the number of women enrolling in B-Tech programmes has doubled in the last few years given how the IT industry has boomed in recent times. A recent survey by the Ministry of Education of India also revealed that this enrollment has gone up from 8% in 2016 to 19.72% in 2021. While one can argue that the representation of women in C-suite roles is yet to see any significant uptick, there has surely been a gradual shift in the approach of women towards roles that were predominantly led by men.
Organizations these days are also making conscious efforts to create a more gender-diverse workforce, which according to research has proven to accrue multiple benefits for businesses. McKinsey found that gender-diverse organizations have a 48% chance of outperforming companies with the least gender diversity. Moreover, companies with a strong representation of women at the top earn up to 50% higher profits. All this doesn’t even take into account the intangible benefits of a diverse workforce like a variety of new ideas, a range of perspectives, better collaboration and improved talent retention.
Evidently, organizations would serve their interests better by taking concrete steps to boost gender diversity. Initiatives could include mentorship/leadership programs for women, diversity and inclusion training for all employees, as well as equal access to projects, training and allied resources that can accelerate skill-building.
At the same time, women in the technology industry need to challenge themselves more and develop a growth mindset. Here are a few ways in which they can build a strong profile for themselves:
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