Computing magazine has recently launched its Women in IT Excellence Awards, designed to champion today's successes, and inspire the next generation of female senior IT leaders.
As part of these awards, it has been seeking expertise across the tech sector on diversity.
Diversity is increasingly a high-profile issue for the tech sector, with a recent report from KPMG finding that just nine per cent of senior IT leaders in the UK are women - and other research placing the figure even lower.
In a move designed to champion today's successes, and inspire the next generation of female senior IT leaders, Computing magazine recently launched its Women in IT Excellence Awards.
As part of its build up to these awards, Computing has been seeking expertise from senior voices in the tech sector on diversity.
The magazine wants experts to help readers understand the current state of play, what organisations must do to encourage greater diversity in senior positions, and what the government should be doing.
Laurie Anstis, senior associate - solicitor, Employment at Boyes Turner. told the magazine:
"To encourage greater diversity businesses need to recognise that there is a problem and want to solve it. They will only do that if they recognise the benefits of diversity and the risks posed to them. The benefits include different ways of thinking and approaching problems with people with different backgrounds and experiences, and this helps to retain top talent. Greater diversity means more opportunity to progress.
In order to do this, businesses need to make sure that hidden biases are uncovered. Firms must not accept recruitment simply on the basis of fitting in, they must ensure that maintaining diversity is a core belief, and expand the talent pool that is recruited from. Companies can write down goals and challenge themselves to achieve them."
Laurie noted in other comments not included in the article:
“As for the government, we already have in place legislation to deal with discrimination but that involves the individual being willing to put at risk their perception of their future employability. Gender Pay reporting may go some way to dealing with the male and female divide but will do little if anything for any pay divide based on ethnic origins.
The problem with GPG Reporting is that the legislation lacks teeth. But it will give Government and Public Sector bodies the opportunity to measure a business’s efforts to close the GPG when orders are being placed by Public Sector bodies. Tendering processes which makes the closing of the Gap a positive obligation are likely to have an impact on the gender imbalance."
Here is a link to the full article (registration required)
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