The women in the technology sector are starting to break the glass ceiling in their companies, and also to reduce the gender gap in the sector, which has traditionally been directed, and mostly composed, by men. This is confirmed by a recently published Deloitte Global report, which predicts that in 2022 there will be almost 33% womenon average, in large technology multinationalsmore than 2% more than in 2019.
According to this report, the presence of women in the templates of technology companies globally has increased by 6.9% from 2019 to 2022, while their presence in technical positions in said period has increased by 11.7%. It is noteworthy in this regard that the greatest growth, of almost 20%, has occurred in women who hold managerial positions. So much so that, according to the report, they anticipate that «almost one in four leadership positions in large technology multinationals will be held by women in 2022, which represents an increase of more than 4% since 2019«.
The technology, multimedia and telecommunications sector in the United States has one of the highest percentages of women on boards of directors, only behind the consumer sector, with 25% of positions held by women, compared to 17.4% held in 2018. This has been helped by diversity legislation in states with a high proportion of tech companies, such as California and Washington.
Many tech companies have publicly committed to improving gender diversity, including increasing the presence of women in tech and leadership roles. The report cites HP as an example, which has committed to achieving gender parity in managerial positions and above by 2030. Also to meet or exceed labor market representation of racial and ethnic minorities. Intel, which wants to double the number of women and underrepresented minorities in senior leadership positions by 2030, is another example.
The report also notes that despite these advances, tech companies should not be complacent as there is still a lot to do in terms of template diversification. Both in diversity and promotion, and also in talent acquisition and retention. Also in relation to mentoring programs and initiatives to support women who work in technology in their advancement towards leadership positions.
