Women in IT – All or Nothing?

• 20% of IT staff are female

• 5% of women consider a career in IT

• 5% of senior IT staff are female

• Image problem – macho, 24 x 7 culture

• 50% female staff

• 30% middle management

• 15% Board level

What has happened to them all along the

way?

Women in IT Recruitment

Two sides to moving on

• Culture fit

• Revenue - hugely positive factor

FAIR?

• As a business, no discrimination

• Bill a lot of money

• Live to work

Choices

• Women chose to OPT out of this lifestyle• Did not want to take the all encompassing

challenges to reach the top• I chose to OPT in and was positively

encouraged• Gender was not a factor, results were• Director after six years• Hugely fulfilling job• Fantastic lifestyle

What if things were different?

• Part time - not as a Sales Director

• Fixed hours - not as a Sales Director

Possible? Yes.

• With a fleet of staff

• Full support at home

How have things changed?

• Changes very encouraging• Biggest factor in bidding for business is

diversity policy• Not just lip service, not just ticking boxes• Firms recognising value of female Executive

Director• At present 15 women Executive Directors,

BUT Marks & Spencer and J. Sainsbury employ 1/5.

Why?

• Women guide rather than demand

• Patience

• Intuition

• Goal driven

• Focused

Best news of all

• Competency-based interviewing

• Based on evidence, not ‘feeling’

• Used for recruitment AND promotion

What about Computer People?

• Group now has 1500 Staff supplying people to organisations across the UK and the world

• It is critical that our employees, clients and candidates fully understand the benefits of a diverse work force

• Company has benchmarked ethnicity and diversity of those people we attract, interview and retain

• Competency interviewing ensures no personal prejudice• Family friendly initiatives - e.g. early morning sales meetings• We intend to ensure management of diversity will combat

prejudices, stereo typing, harassment and undignified behaviour• We recognise the need to balance personal and working lives

Conclusion

• Whole IT market is more aware of female talent and the value that brings

• Increase in female representation not through legislation, more through simple steps– Look at skills when hiring, not gender– Ensure women are included in selection panels– Research your company - why don’t more women

want to go for IT– Try hiring more women!