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August 5, 2019

TECH WOMEN – HOW TO MOTIVATE

In the tech industry, the ratio of women to men is still quite off balance.

Let’s explore a few points that may help any tech business owner to assess and pinpoint gender bias or inequality in the workplace and swiftly address it.

 

WHAT IS YOUR MALE TO FEMALE EMPLOYEE RATIO?

If you have more men than women in your office it’s not necessarily a bad thing. The REASON for it, however, needs to be clear. If it’s because the qualified applicants are predominantly men, that may be acceptable.

If it’s because, in your experience, men are harder workers, stronger salespeople or more intelligent in the field, you need to pull the breaks. 

Make a concerted effort to find a female with the same qualities and abilities as the men you’ve employed. Try and find the balance. There are many capable women in the tech field.

 

ARE YOU LOOKING FOR WOMEN WITH POTENTIAL AND WHO ARE INTERESTED IN THE TECH FIELD?

Oftentimes, when a position opens up in the tech department, the first point of action is to find a candidate. So, before you go to market, have a look around the office. Are there any women in the workplace who may be keen to explore a career in tech? An opportunity in an employee’s field of interest will be more beneficial to you than a candidate with ten certificates.

Find her, support her, encourage her.

 

IF YOU HAVE WOMEN IN YOUR TECH TEAM, LET THEM SPEAK – AND LISTEN TO THEM!

There isn’t anything much more frustrating to a woman who speaks and isn’t listened to. 

It takes a bold leap to share ideas and opinions around a table where you’re the minority. Take what she says into consideration. Tell her, privately, why her ideas and suggestions were not acted on or thank her for her contribution and involve her on the implementation thereof.

 

In a nutshell –

 

ASSESS your team. Find the balance.

Give OPPORTUNITY to women who want to learn.

LISTEN to women’s ideas and make sure they know that you’ve HEARD them.

 

She may be the one who “brings it home” in your organisation.

 

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Lisa Bell


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