Helping tech employers to attract and retain more women in their workplaces.
Are you a tech firm that lacks diversity?
Are you actively trying to recruit more women but getting nowhere?
Do recruiters constantly tell you that it’s difficult to hire more women?
If you answered yes to any of those questions, then you are not alone and you are in the right place.
So why is this a problem for you?
- Did you know that bridging the UK gender gap in work has the potential to create an extra £150 billion on top of business-as-usual GDP forecasts in 2025, and could translate into 840,000 additional female employees.1 In this scenario, every one of the United Kingdom’s 12 regions has the potential to gain 5–8 percent in GDP, with the largest opportunities in London, the North West, and South East.
- The UK is ahead of peers on gender parity in legal protection and entrepreneurship. However, women are working in less productive sectors and occupations, and being paid less period.TO CAPTURE THE £150 BILLION, THE UNITED KINGDOM WILL NEED…840,000 more women in the workforce, women able to do paid work for about 30 minutes more per day and women able to do paid work for about 30 minutes more per day more women employed in most productive sectors. 2
- Analysis of employment data from the last 15 years alongside nearly three million university records finds that women make up just 14.4 per cent of individuals working in STEM occupations in the UK with as many as 70 per cent of women with STEM qualifications not working in relevant industries. Women are more likely than men to pursue studies – and subsequently take up employment – in caring or teaching roles. 3
- High gender diversity companies have delivered slightly better returns, with lower volatility, compared with their low diversity or sector peers, and they have moderately outperformed on average in the past five years. 4
Given the economic cost of low female participation in the technology industry (14% in UK), these statistics and research findings should be causing some alarm for your firm. If you continue to ignore 50% of the working population, you simply will not be able to plug your current and future talent gaps. In addition to that, smart technology firms that are taking this seriously will be streets ahead of you in the war for talent.
Diversity yields better products/services, fosters closer links to your customers (which helps you create better products for them), helps senior management make better business decisions, reduces litigation, are more innovative and ultimately have better long-term financial returns.
As a whole, the technology industry is starting to look and discuss these issues, but there is still a long way to go. It’s easy to name a few very high profile technology firms who haven’t prioritised diversity and are having to (very publicly) get their house in order. Uber and GitHub are classic examples. However it isn’t all bad as Etsy and Pintrest are leading the way in showing how diversity can be achieved. It is obvious which out of these four firms, women and diverse job candidates are more likely to choose….
Who are we?
Welcome to Equality Pays. We are a UK based Tech Gender Equality Consultancy dedicated to helping tech firms attract and retain more women.
We give you clarity in how to attract and retain more women and help you achieve this quicker than if you were doing it alone. The process is not the same for everyone, but working with us will make it easy as we have tried and tested methods that can be customised to suit your business needs.
You can find out more about us here.
How can we help you?
If you want more reading on the framework around attracting and retaining more women in tech visit our resources page.
If you know that you have an issue in your workplace and are ready to find your unique solution visit our Work With Us page to see the different options available to you.
See what a happy client has to say about Equality Pays:
“Michelle is passionate and knowledgeable about gender equality issues. She is always meticulous in her preparation, highly organised and calm in a crisis. You feel very safe with the work and projects in her hands! It was a pleasure working with Michelle and I highly recommend Michelle for any future opportunities.”
Polly Williams, Head of Scientific Engagement at The Royal Society