One major way employers can solve the problem of finding good tech staff

FOR ANYONE FOLLOWING women in tech, the past few months have been eventful to say the least.

From Apple CEO Tim Cook calling for more women and increased diversity in tech roles to accusations of sexism, harassment and unequal pay at a number of Silicon Valley giants, recent news is indicative of the wider situation – it’s a constant case of ‘one step forward, one step back’.

One need only look at the many female tech entrepreneurs making their mark to see that progress is indeed happening. However, it’s no secret that tech continues to be a male-dominated space, arguably to a greater degree than many other industry sectors. The reasons for this are well-known.

Gender profiling of careers begins at school, when girls are discouraged from taking STEM subjects and considering a future in tech. The state’s IT curriculum should also bear some responsibility, as too often it does little to excite, engage and enthuse children, regardless of gender.

Many women who do decide to pursue a career in the sector are often guided towards client-facing roles thanks to the myth that women have ‘better soft skills’. A lack of flexible working, too, becomes a barrier to many who have family commitments.

Yet around the world, employers are searching for people with tech skills. One of the most acute skills shortages we have seen over the past five years has been in the area of software and web development, and as global political instability continues, this skills shortage has the potential to become even more pronounced.

The poor representation of women in tech does nothing to help close this skills gap. To address it, employers need to consider innovative ways of attracting and retaining female talent.

Hire talent that can be up-skilled

When hiring for a new role, think outside the box. Consider taking on a candidate who has the potential to meet your business requirements even if they require further in-company training.

The time and resources needed to mould raw skills into an effective employee may ultimately prove more productive for companies than engaging in an endless search for the perfect employee at a time when there is a global skills shortage.

Such a culture will also enable women who are currently in client-facing roles, but nevertheless possess some technical skills, to gain the experience they require and move into a position with a greater ‘pure’ tech remit.

Consider introducing ‘returnships’

In order to ensure that women are welcomed into the industry throughout their career, businesses should look at introducing ‘returnships’.

A relatively new idea, these are returning professional internships that act as a bridge back into senior roles for experienced professionals who have taken extended career breaks – in many cases, these are women returning to work after maternity leave or a career break to raise children.

Usually short-term employment contracts, returnships can help a returner update their skills, knowledge and experience in their previous role or possibly to transition into a new area.

Take the lead on flexible and remote working

The issue of getting the work-life balance right is not unique to tech. However, given the industry, tech organisations should look to be leaders in the flexible and remote working revolution. With the increased use of mobile devices and remote access, the productivity of working parents outside ‘normal’ working hours needs to be recognised.

Where it’s practical, priority should be given to the timely delivery of high-quality work and projects, as opposed to regimented 9-to-5 office hours.

Get involved in industry-led initiatives

Increased diversity of skills and gender in the tech sector stands to improve the industry as a whole. The industry’s reputation as male-dominated is likely to hamper its potential to attract the best new talent.

We have a responsibility to counter that stereotype and promote IT as the exciting, dynamic and welcoming industry that it is.

This includes the promotion of the many female role models in Ireland’s tech space, facilitating intra-company mentoring networks for women in the industry, and getting involved in internship programmes to ensure young people, including women, are exposed to the world of tech from an earlier age.

There are a number of great initiatives out there already, so now it’s up to the tech industry to throw its weight behind them.

TeenTurn is one such initiative, designed to change how teenage girls identify with technology through summer work placements. Coderdojo Girls is another well-known example of a grassroots initiative demystifying the world of coding and making it more accessible to girls of all ages.

In short, tech offers worthwhile and fulfilling careers for men and women alike, and we should work together to drive this message forward. In the process, we will help tackle an acute skills shortage and create even more diverse, energetic and innovative workplace cultures.

Jennifer Dillon is senior business director at Hays Ireland.

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