Breaking news: There are still gender parity problems in the UK tech sector. But what a new inclusion initiative, and it’s subsequent findings show, is that a unified rulebook can help firms stay true to their diversity objectives.
An in-depth study of job adverts across the UK has suggested a trend of “gender-coded language” is sweeping the nation.
Simmons & Simmons has a target for women to account for 30 per cent of internal managing associates and partner promotions each year, so here’s how.
For its global workforce IBM wants an environment offering financial security, the prospect of development and advancement – all backed up by inclusion.
Both internally and externally, KPMG is taking action to level the playing field and get more women working in the tech sector.
In the wake of International Women’s Day, which takes place annually on 8 March and calls for people globally to come together and promote a more inclusive world of gender equality, it seems timely to take a step back and remember that gender diversity in the workplace is far more than just a box-ticking exercise.
You might imagine that technology companies are at the forefront of diversity, especially considering most are full of super-intelligent people who would never dream of discriminating against someone. The reality, however is that gender diversity is a huge issue within our industry, and has been for some time.
Under new regulations, UK employers with at least 250 employees will need to publicly disclose gender pay gap information from 2018. It is hoped that this radical shift in approach will help address inequality in the UK and bring it up to speed with its better performing European counterparts.
In her first statement as prime minister Theresa May said of the “underdog”: “I know you’re working around the clock, I know you’re doing your best and I know that sometimes life can be a struggle.” She was not talking about entrepreneurs, but it describes their lives perfectly.
A topical debate in recent years has been the issue of female representation on boards. Company boards around the world are predominantly made up of male executives, with a very small proportion being female.
The question of whether accepting inappropriate behaviour every now and then is important to further the cause of women in business and the professions will be one of many hotly-debated topics at the First Women Summit on 4 February.
Helen Lamb, head of managed infrastructure services and executive sponsor for the Gender Diversity Programme at Fujitsu UK and Ireland, explains why technology businesses need gender diversity, why some struggle to achieve it and the practical steps organisations must take to attract the best female talent.