Why Women Don’t Stay In Tech
A friend of mine and I had a long discussion today about why women don’t stay in technological fields. As a former engineer, she felt that she was an exception to the rule, and perhaps women weren’t wired to be in those fields – that their brains might work in a different way that makes it harder to learn and to succeed.
The research couldn’t disagree more! The materials that I’ve read over my lifetime point out over and over again that there is nothing different about women’s brains and men’s. We’re capable of learning and doing the same things (with a wide range of ability within each sex but not between the sexes).
The one thing that IS different is our socialization – how we are raised, how we are praised, how we are guided in our choices and actions. This directing happens at many levels, from our parents and family to the media we consume/encounter to the spoken and unspoken expectations of others in our community and various social circles. We are wired to conform, for our safety (so we’re not isolated from the group that provides us protection). And all these influences make a difference. Entering a field that is dominated by the other sex can be a difficult journey.
Having a diverse workforce is essential – and beneficial. In addition to giving us the wide range of perspectives that help us meet the needs of our customers, it also leads to an increase in creativity and to better decision-making overall (as long as the environment is open to alternative points of view and discussing conflict). You should want to expand beyond your same-old circles for recruiting and hiring (and promoting).
When you hire workers who don’t fit your normal mold, consider the path they have taken to get to you. How can you better welcome them into your work community? How can you intentionally support them as they continue to fight against the unseen tide of “you don’t belong here”?
Are there resources within your company – or outside of it – that will make their transition easier?