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Gender Inequality and Diversity in Tech Industry

Publish On : 20/10/2015

Afrina Khan

Today’s women are interested to work in tech industry and they want to be actively involved in creating a better tech world. As no woman has missed the news that technology is the industry to end all industries and that, as Silicon Valley investor Marc Andreessen puts it, software is eating the world. It has been twenty years since “tech is where the money is.”And the idea that women are not exposed and participate in technology at a young age as it is expected is common specially in leadership and core programming all over the world. Where women love operating, owning, buying, and using technology. What actually holding them back?

Though, it is a universal fact that the tech industry has a serious discrepancy in gender issue . Bangladesh has also the same. Though the women participation has been increasing in tech industry but the ratio a slower than it has expected. And we all know that gender inequality in tech industry is a tough nut to crack. More over there are very few women working in leading position to make policy and decision.

When women aren’t involved in the decision-making process and persisting wage inequality, thus companies risk missing the crucial female perspective.Still more than 80 percent men are holding STEM jobs in tech industry. Among those women who do make their way into STEM workforce, as many as 50 percent are expected to leave eventually because of unreceptive work environment and limited promotion opportunities. Encouraging women to take leadership and technical roles in technology, the Internet and gaming, if they want them, is a noble goal. But any plan designed to increase the number of women in a given STEM field is doomed to failure unless businesses tell themselves the truth about their supposed “ socio and women problem.” On the other hand the reason more women aren’t working in technology is a combination of sexism, outdated social attitudes and stereotypes, historical prejudices and too few educational support programmers for women. We’re told that women find it more difficult to get jobs and that when they do get jobs they’re subjected to hostile workplaces, sexism and bullying and that they’re paid less than their male counterparts for the same work.

In opposite Some times it has found By and large, women simply don’t want to build spaceships or code iPhone apps and there is absolutely not believing themselves and for the misconception of programming and coding.

Women should always remember that surviving in a fast-paced, maledominated field as a woman requires a thick skin. When starting a career in any industry, a very common scenario is that women go through working with men, who are prone to locker room talk and silly jokes. Unfortunately, malicious and sexual harassment are still common in the tech industry. In addition to blatant discrimination and harassment, women struggle to overcome the confidence gap, a lack of support from their peers and a challenge of building a career while raising a family.

If we look at properly that men feel comfortable applying for jobs when they only meet 50/60 percent of their qualifications, but women won’t apply unless they meet all of them. Women also tend to underestimate their capabilities — especially when it comes to asking for a promotion. Despite efforts to drive young women into this and establishing funds for female founders, women still make up just a little of the privately held venture and computing workforce.

Now, we have a bird’s-eye view of how these issues hold women back and what to do to make the industry more attractive and friendly for the future female leaders to adjust. In short you can say that Other broads don’t have your back. Leave the coalition-building to politicians and focus on your own career, because the only people showing up to women in tech meetups and pounding the hash tag are losers, burn-outs and the terminally mediocre. But I know how tough it is to do.‌

Finally I can say that the challenge for businesses isn’t how to get more women into technology. Rather to know how to get a disproportionate slice of an ever-diminishing pie, by making their offerings as attractive as possible to prospective female employees. (That may include childcare and more flexible working hours.)




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