Latin America has extra ladies in know-how management – nevertheless it’s nonetheless not sufficient

Latin America has extra ladies in know-how management – nevertheless it’s nonetheless not sufficient

The rise in female entrepreneurship and initiatives that bring women together in the sector contribute to the region’s good performance, according to a new study by KPMG and Harvey Nash

Amidst a scenario of socioeconomic setback and professional challenges amplified for the women in the current pandemic scenario, some data show signs of ongoing changes. A global survey, published today (22), shows that the Latin America have more women in leadership positions in technology than countries with a much more advanced diversity agenda than countries like Brazil.

According to the annual survey focused on leadership in the technology industry carried out by the consultancy KPMG in partnership with the human resources and technology company Harvey Nashthe participation of women in senior positions in technology in Latin America is currently in 16%. The percentage is significantly higher than the 4% of female representation in these functions in countries such as UKand higher than the global average of 11%.

The study, which consulted nearly 5,000 decision makers around the world and is considered a reference in technology management trends in companies, attributes the increase in female leadership to two factors. The first is that there is an increase in the region in the number of STEMpreneursthat is, business founders related to science, engineering, mathematics and, mainly, technology-based startups.

In addition, the research links the rise of female tech leadership to the emergence of specific programs in the region to bring more women into the tech world. In Brazil, there are many of these initiatives: Mary Program, MariaLab, laboratory and reschedule are among the various projects and social startups that aim to bring women closer to this market.

Reiterating the point of other research, which states that companies with more women on the board and in senior positions tend to be more profitable, the Harvey Nash and KPMG study points out that there are other nuances of the post-Covid-19 emergency world that reinforce the importance of hiring women in technology and promoting them to leadership roles.

On why having more diverse teams is good for business, the study notes some trends. Two-thirds of the executives surveyed by the study said tech teams that stray from the stereotype of the cis white middle-class man saw not only an increase in trust and collaboration among employees, but also an increase in the chances of accessing the expertise the company needs. to attract.

The study shows an advance in Latin America in relation to the rest of the world in the representation of women in senior positions in tech. It is a fact to be celebrated, but 16% is still very little in relation to the size of the female population in Latin countries like Brazil, where they represent half of the population. Women will surpass men in terms of representation in the workforce in Brazil in the next decade, according to the Institute of Applied Economic Research (IPEA)but to ensure that a reasonable proportion of these occupations are high-level jobs, we have many problems to address.

Women represent only 20% of all technology professionals in Brazil and they do not exist in 21% of technology teams in the country, according to the Brazilian Association of Technology Companies (Brasscom). Brazilian companies still promote women in the technology area three times less often than men, as shown by a survey by the Unlocking the Power of Women For Innovation and Transformation, catho and reveal. And organizations around here pay women 30% less than the salaries paid to men in technology, according to the Inter-union Department of Statistics and Socioeconomic Studies (Dieese).

This set of structural problems, which make women in senior positions a rarity, are not unique to Brazil. According to a global study of Innovation Center for Talents, of people entering careers related to science, engineering or technology, women are 45% more likely to leave the career than men. Possible reasons include the hostile and sexist culture of the sector, a feeling of isolation from women working in the area and lack of efficient “sponsors”, that is, support from men to promote their development and promotion within the company.

The scarcity of female tech leaders has to do with these unconscious biases of those who hire and manage teams, as well as the referral culture, which makes hires attract more of the same “brogrammers” as well as men in more senior positions. When this mindset is applied to the startup world, it’s easy to understand why groups of college friends who founded startups would invite other men to grow their businesses. Therefore, it is necessary to monitor and discuss this type of attitude.

These unconscious biases are also related to the lack of women’s participation in operational and strategic decisions that will increasingly involve the use of cutting-edge technologies. The KPMG/Harvey Nash study mentions the impact of culture on companies’ development of advanced technologies: so that artificial intelligence is effective and works for everyone, it is important to eliminate organizational biases that include (but are not limited to) gender.

In fact, in addition to thinking about hiring and promoting women, it is necessary to think about intersectionality, considering aspects such as racial representation. In the end, 32.7% of technology teams in Brazil do not have a single black person, according to research “Who Coda Brazil?”gives PretaLab and ThoughtWorks. The configuration of work in the pandemic, often carried out remotely and added to several other tasks in addition to corporate routines, also needs to be considered: it is necessary to prevent the conduct of this new world from preventing the progress of women in technology.

Many elements of the current diversity debate need to be translated into concrete action to ensure that more women of all backgrounds are at the top of the organizational pyramids, and that others know that it is possible to get there. The industry must value, fund and give greater visibility to initiatives that help train women to work in technology. Public policies that create access routes and women’s re-training for the sector need to be addressed.

Not every woman will have the aptitude or desire to be a programmer, but digital transformation covers many functions that can take advantage of expertise from other areas. Considering the rising unemployment in the crisis and the return of recruitment programs in the technology sector, offering possibilities for all women to start and develop new careers in the digital economy it is essential for old mistakes to be corrected and no one to be left behind.

Source: Forbes

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