The tech industry is notorious for its underrepresentation of women. As the topics 'women in leadership' and 'inclusive tech' continue to need our focus, I've reflected on my journey, particularly stepping into leadership roles.
While I write this, I'm thinking about current and potential women leaders and current and potential allies who want to show up for women in their workplace.
Here's my story with a sprinkling of data, and my five tips for navigating the 'only' waters.
What being the only is like at work
The Leanin.org Women in the Workplace 2018 report on corporate America reported;
1 in 5 women report being the only woman or one of the only women in the room at work—, thus are 'Onlys'.
40% of senior-level women and women in technical roles are 'Onlys'.
Onlys’ experience is worse: 80% experience microaggressions, compared to 64% of women overall.
Onlys are 1.5x more likely to consider leaving their jobs.
My early career of not being the 'only'
My first few years of experience building software products were full of amazing women. Our team was an anomaly. We were 70% women. I was involved in all hiring. We hired for future potential talent - not just technical skills. Some hires were software engineers, and some moved into product leadership or technical roles after joining the team. I experienced being the 'only' woman in the room when visiting clients or other office locations.
Women's underrepresentation in tech leadership roles
In my early 30s, I became the Director for European Software. Tech Directors did not look like me - and still don't. I knew the products inside out and had led the development of some since inception.
I experienced all the usual stuff. Despite being introduced as the most senior leader in the room and presenting the products.
Clients rarely addressed me.
Rarely shook my hand.
Directed questions to my male colleagues.
My sales guys were brilliant allies. They always directed questions back to me - reinforcing my expertise and were often shocked at how people interacted with me.
Despite comprising 50% of the UK's workforce, women represent only 29% of employees in the technology sector. According to a recent study by the Tech Talent Charter, gender diversity in senior tech roles dwindles further to a mere 21%.
Women are not a monolith - take an intersectional lens
“Intersectionality is a lens through which you can see where power comes and collides, where it locks and intersects. It is the acknowledgement that everyone has their own unique experiences of discrimination and privilege.” Kimberley Crenshaw
As a woman in tech leadership, I realized that my experience was shaped not only by gender and socio-economic bias but also by other aspects of my identity. I am a white, working-class, neurotypical woman. Some of my identity characteristics compounded to work against me (working-class + a cisgender woman). However, women of color, differently abled women, and LGBTQ+ women face compounding intersectional barriers over the course of their careers.
According the the UK Tech Talent Charter;
▶️ 25% of UK tech employees are ethnic minorities; 5% are Black.
▶️ Just 3% of tech employees have disclosed they are neurodivergent whilst UK estimates for neurodivergence are 15-20%.
Tips on navigating being the "only" in the room
1. Women are not a monolith
Reflect on the intersectional lens and start to notice the barriers different women face.
Just because you are the only in the room. Your experiences are not the same as those of other women. Otherwise, you will end up working against other women and not with them.
2. Self-doubt does not equal Imposter Syndrome
Instead of labelling self-doubt as a personal problem, acknowledge systemic barriers and work on personal and systemic challenges.
I used to label my self-doubt as Imposter Syndrome. The persistent feeling that luck, rather than my abilities, was behind my success fed my self-doubt. Now, I realize that systemic barriers were fueling my self-doubt - see Goodbye Imposter Syndrome for tips on reframing and dealing with self-doubt.
3. Be kind to yourself - you are a trailblazer
You are a trailblazer. I never told myself this enough!
The micro-aggressions... I lost count of how many times male colleagues (once over the niceties) challenged me for the sake of it. Let's see what she is made of. Has she earned the right to be here, or is she here to make up the numbers? In some cases, that was pretty much spelled out to me. It was a regular dance I learned how to do well. I am good at it - but it's taxing and tiring. You are leading the way for others. We all need you!
4. Don't go it alone
Find your community. If you cannot find anyone at work, then go outside of the workplace - check out my Women in Tech Inclusion guide. I've attended many free women in tech networking events, and they are super inclusive and designed for you. You can try some online first and then go to real events if you feel a bit awkward - but when you walk into a conference filled with women in tech, it's a huge dopamine rush!
5. Find your supporters
Find your allies, mentors, and sponsors.
I've had many brilliant allies and sponsors in my life. My first job in tech laid the foundation of what I expected from a leader and an ally. He saw my potential and told me. He gave me opportunities to develop and shine. He stood up for me and battled the stereotypes with me. Many men feel nervous about doing or saying the wrong thing. So let them know what could be helpful in different contexts, i.e., when you are being talked over or your ideas are being stolen.
Be proactive in finding mentors and sponsors. I was passive. At a couple of critical career junctions, I found myself turning down promotion opportunities due to self-doubt. A conversation with the right person would have turned that around.
To conclude, being the only woman in the room is challenging. But a career in tech is bloody amazing, and tech needs you.
Comentários