Kiandra’s Post

Only 28% of leadership roles in the IT industry are occupied by women. Unfortunately, many women leave IT careers due to issues such as workplace culture, pay inequity, microaggressions, and inadequate opportunities for growth and promotion. CIO UK Events has highlighted three successful women who have been making a significant impact in the tech and IT industry. Check out the full article- https://lnkd.in/eVyUw37u

👩💻 Women in Tech: From 8% to Empowerment ⏳ Then and Now: In the 1970s, women constituted only 8% of the STEM workforce. These pioneers faced constant barriers, yet their resilience paved the way. Fast forward to 2024: global tech giants are making strides. Nearly 33% of their workforce now comprises female talent. While technical roles still lag behind, each percentage-point gain signifies progress. 🎯 Fortune 500 Leadership: The journey continues. As of March 2023, 41 female CEOs helm America’s top companies, a leap from 7 in 2002. This translates to around 8.2% female representation at the helm. Notable trailblazers include Karen S. Lynch at CVS Health and Mary Barra at General Motors. Let’s champion more equitable leadership! 🌈 💡 Hophr is making strides toward a more inclusive and equal world with its community of over 35,000 female data professionals network. We connect talented women with companies that value diversity, innovation, and excellence 🚀 Let's build a better tech future, together 🌍💪 #WomenInTech #DiversityInTech #Innovation #JoinTheRevolution

Check out these motivational and uplifting first-hand accounts about how transparent leadership and work-life balance initiatives are reshaping the landscape for women in IT. #AuthenticLeadership #InclusionInTech #WorkLifeBalance #IWD2024 https://bit.ly/49VWXRr

The impact of company culture on a woman’s career trajectory is SIGNIFICANT! When organizations effectively empower women in tech, you see them rise. But this appears to be more of the exception rather than the norm. We aim to change that with an in-depth discussion and Q&A this Thursday evening at the ARA Mentors and Echo Global Logistics’ Fall Event.  Together, we’re hosting an amazing lineup of guest panelists — from tech executives and HR professionals to diversity and inclusion advocates — ready to tackle a topic many women in tech are all too familiar with: the need for an inclusive culture that champions women's career advancement. These experts will focus on: 💠 The current state of gender diversity in tech and leadership roles. 💠 Strategies for creating an inclusive environment that promotes retention and advancement. 💠 Success stories and lessons learned from organizations that have effectively empowered women in tech. 💠 The role of leadership in driving cultural change. “Empowering Every Voice: Building Inclusive Cultures that Propel Women in Tech” is the panel discussion you don’t want to miss!  We hope to see you there! Register by visiting https://bit.ly/4fVUda1 #WomenInTech #Inclusion #Tech #Technology #IT #ITCareers #WomenLeaders

Three accomplished women share their experiences charting paths to the #Csuite and the insights they’ve learned about changing the equation for women #CIO aspirants in a male-dominated field. https://buff.ly/481pW48 #WomenInBusiness #Workplace #leadership #careeradvice #IT #WomenInTech

5 𝐰𝐚𝐲𝐬 𝐭𝐨 𝐀𝐜𝐜𝐞𝐥𝐞𝐫𝐚𝐭𝐞 𝐅𝐞𝐦𝐚𝐥𝐞 𝐀𝐝𝐯𝐚𝐧𝐜𝐞𝐦𝐞𝐧𝐭 𝐢𝐧 𝐓𝐞𝐜𝐡! Hollie Rottman and I are thrilled to announce the release of our latest whitepaper, where we dive deep into the experiences of over 50 Female Tech leaders. Our focus was to uncover the barriers that hinder female advancement in the Tech industry and find effective strategies to overcome them. 𝐇𝐞𝐫𝐞'𝐬 𝐰𝐡𝐚𝐭 𝐰𝐞 𝐟𝐨𝐮𝐧𝐝: ♦ 𝐀𝐰𝐚𝐫𝐞𝐧𝐞𝐬𝐬 𝐢𝐬𝐧'𝐭 𝐞𝐧𝐨𝐮𝐠𝐡: Despite growing awareness and some progress, efforts to advance women in Tech often yield only marginal improvements. ♦ 𝐈𝐧𝐢𝐭𝐢𝐚𝐭𝐢𝐯𝐞𝐬 𝐟𝐚𝐥𝐥 𝐬𝐡𝐨𝐫𝐭: Many well-meaning initiatives like gender quotas, women's programs, and mentoring schemes fail to drive substantive change. ♦ 𝐋𝐢𝐩 𝐬𝐞𝐫𝐯𝐢𝐜𝐞 𝐛𝐲 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩: Women in Tech feel that organisations often pay lip service to the cause, with policies and initiatives not translating into real-world impact. ♦ 𝐏𝐞𝐫𝐜𝐞𝐩𝐭𝐢𝐨𝐧 𝐯𝐬. 𝐫𝐞𝐚𝐥𝐢𝐭𝐲: There's a significant gap between HR leaders' perceptions and the actual experiences of women in the workplace. ♦ 𝐀𝐜𝐭𝐢𝐨𝐧𝐚𝐛𝐥𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬: Our research surfaces practical steps companies can take to genuinely advance and support Women in Tech Leadership. We believe these insights can drive real change. 𝐂𝐨𝐦𝐦𝐞𝐧𝐭 "𝐲𝐞𝐬" 𝐛𝐞𝐥𝐨𝐰 𝐢𝐟 𝐲𝐨𝐮’𝐝 𝐥𝐢𝐤𝐞 𝐭𝐨 𝐫𝐞𝐜𝐞𝐢𝐯𝐞 𝐚 𝐜𝐨𝐩𝐲 𝐨𝐟 𝐭𝐡𝐢𝐬 𝐫𝐞𝐬𝐞𝐚𝐫𝐜𝐡! #femaleleadership #femaleadvancement #genderequality #femalesintech #genderdiversity #belongingintech #cultureofbelonging

🦸♀️ Early exposure to tech can inspire future leaders. Stories from successful women in IT emphasize the importance of fostering interest in technology from a young age, via CIO. https://bit.ly/497NHt2 #ITSM #CompanyCulture

I had a very interesting conversation earlier this week with a strong female engineering manager and she told me about the fact that many women in tech leave the industry before the age of 35 😭 So, I did my research: Key Reasons 🚩Workplace Culture: Gender bias, discrimination, and exclusion from key networks create a hostile environment. 🚩Career Advancement: Limited promotion opportunities and persistent pay gaps lead to frustration. 🚩Work-Life Balance: Demanding hours and lack of support for parental responsibilities make it hard to stay. 🚩Isolation: Being one of the few women in a male-dominated space can feel lonely and unsupported. 📊The Stats 📊 Women in tech are 45% more likely than men to leave the field within a year. 56% of women leave their tech jobs mid-career, often due to unfair treatment and lack of role models. 🌟 What Can We Do? 🧠 Mentorship Programs: Support and guide women through their careers. Diversity and Inclusion Initiatives: Foster inclusive cultures with training and employee resource groups. 🧠Flexible Work Policies: Offer remote work and flexible hours to balance work and life. 🧠Leadership Development: Prepare women for senior roles and ensure clear advancement paths. Creating a more equitable and supportive environment is crucial. It’s time for organisations, leaders, and policymakers to take action and retain talented women in tech. 🌐✨ #WomenInTech #DiversityAndInclusion #TechIndustry #WorkplaceCulture #Leadership #Mentorship #CareerDevelopment #WorkLifeBalance

Why Men Need to Show Up for Women-Centric Events “The future belongs to those who believe in the beauty of their dreams.” ~Eleanor Roosevelt I had the chance to speak at the Product Leadership Forum earlier this year, an event curated especially for women in tech. The energy was electric, but something was hard to miss—only about 10-15% of the attendees were men. With the Grace Hopper Celebration just around the corner, I’ve set aside two days in November to be inspired by the incredible women and nonbinary technologists shaping the future of tech. Yet, I can’t help but wonder if we’ll see the same pattern—few men showing up. And this isn’t just about tech events. Across all spaces where gender diversity is in focus, we need men to be present too. Here’s why it matters: 1. Expand your horizons: Hearing women’s and nonbinary people’s experiences can spark fresh insights and lead to more innovative solutions. 2. Break out of the echo chamber: Growth happens when we step outside our usual circles and engage with voices that challenge our views. 3. Create truly inclusive cultures: Real allyship means more than applauding from the sidelines. It’s about standing alongside women and nonbinary colleagues, supporting their journeys. If we want to build a future where diversity isn’t just a checkbox, then we need more men to show up—consistently and genuinely. Allyship is an action. It starts by showing up. Will you? #AllyshipMatters #WomenInTech #InclusiveLeadership #DiversityAndInclusion #SupportHer

Women lead. When mothers lead!! Thank you Zeena Zalamea for inviting me to The Reboot to talk about women in tech and my research on mother-inclusive workplaces.  The AHA moment in my research was when I realized we’ve been asking CEOs (especially in tech) the wrong question. We were asking them “Are you hiring women?” when we should have been asking them “Are you hiring mothers too?” And that’s what I’m asking with my doctoral research, to try and figure out how companies can attract, recruit, retain, and support mothers to leadership roles, especially that 75% of women in tech are recruited for entry-level roles and more than 56% of women in tech leave their jobs at the midway point of their careers (i.e. when they become mothers).   The reality is, without a D&I strategy that goes beyond hiring, a strategy that goes beyond ticking the “diversity” box, and a strategy that goes beyond “meeting the quota”, the corporate world will never have a sustainable gender balanced leadership pipeline. Without this shift, the gender gap at the top will never be closed. Why? Because it is highly unlikely to make any significant progress towards closing the leadership gender gap without the inclusion of working mothers. And that was my AHA moment, when I realized that MOTHERS are the crucial missing piece of puzzle in the leadership conversation. #changetheconversation #mothersintech #womenintech _________ I initiate conversations that matter. On mothers. On leadership. On inclusion.