Two ways tech companies often try to improve their cultures for women are through unconscious bias training and mentorship programs. But these programs often fall short of their goals. Unconscious bias training attempts to combat bias in the workplace, but existing research demonstrates that such training can, at best, be ineffective, and at worst, exacerbate bias. Mentorship and development programs aim to increase women’s skills and confidence to help them advance, yet women continue to be under-represented in leadership.
Why Tech’s Approach to Fixing Its Gender Inequality Isn’t Working
It’s too focused on individuals and not enough on systems.
October 11, 2019, Updated October 15, 2019
Summary.
If tech companies want to attract and retain women, they need to do more than offer unconscious bias trainings and mentorship programs, as these efforts place all the responsibility for change on individuals. Leaders need to recognize the role their policies and culture play in causing inequality, and they need to pursue organizational change. Implementing broader recruiting strategies, specific and measurable performance evaluation criteria, and transparent procedures for assigning compensation will go a long way toward reducing gender inequality in tech.