Empowering Women in Tech
In New Zealand, the tech industry is a booming sector, filled with innovation and opportunities. However, one area where the industry continues to lag is gender diversity. Women remain underrepresented in tech roles, both in New Zealand and globally. Despite significant strides, the path for women in tech is still challenges.
The Landscape for Women in Tech in New Zealand
New Zealand’s tech sector is one of the fastest-growing industries, contributing significantly to the economy. Yet, women make up only about 27% of the tech workforce. This disparity is not just a New Zealand issue; it’s a global challenge. The barriers women face in entering and advancing in tech careers are complex and multifaceted.
The Challenges Women Face in Tech
Workplace Culture: Tech workplaces can often be male dominated, leading to environments that may feel unwelcoming or even hostile to women. This can manifest in various ways, from subtle biases in hiring and promotion processes to overt discrimination and harassment.
Lack of Role Models and Mentors: With fewer women in tech leadership positions, there are limited role models for young women entering the industry. The absence of mentors can make it harder for women to navigate their careers and advocate for themselves.
Pay Gap: The pay gap is not a new issue for women, and it persists in the tech industry. New Zealand’s gender pay gap in the tech industry is approximately 9.3%, meaning women earn nearly 10% less than their male counterparts for the same roles. This gap widens in more senior positions, where the pay disparity can exceed 15%.
How We Can Overcome These Challenges Together
Supporting Women: To change the narrative, we need to start early. Encouraging girls to take up STEM subjects in school and providing them with the resources and support to succeed can make a huge difference. Scholarships, internships, and mentorship programs can play a crucial role in supporting women throughout their educational journey and into the workforce.
Several tech companies and industry groups in New Zealand have launched initiatives aimed at supporting women in tech through grants, scholarships, and other programs. Here are some examples:
- ANZ’s “Women in IT” Scholarship – This scholarship is offered to female students pursuing IT-related degrees. In addition to financial support, the scholarship includes opportunities for internships at ANZ, providing hands-on experience in the tech sector.
- Ministry of Business, Innovation & Employment (MBIE) – Curious Minds – Grants are awarded to schools, community groups, and organizations that create STEM programs aimed at girls. These programs often include hands-on workshops, coding camps, and science experiments designed to spark interest in technology.
- Xero’s Women of Xero Program – The program includes leadership training, networking opportunities, and mentorship aimed at fostering career growth for women in tech. Xero also provides internal grants for women to attend tech conferences and further their professional development.
Advocating for Pay Equity: Addressing the gender pay gap is crucial for retaining women in tech. This requires transparency in pay structures and a commitment from companies to ensure fair compensation for all employees.
Here are some of the ways companies in New Zealand are addressing this challenge:
Here are some current ways companies in New Zealand are addressing this challenge:
- Regular Pay Audits – Air New Zealand conducts annual pay audits to ensure equal pay for men and women.
- Public Commitments and Reporting – PwC and Deloitte have adopted strategies that include public reporting on their progress, aiming to hold themselves accountable and set an example for others.
- Flexible Work Policies – One NZ has introduced flexible work policies to support work-life balance, helping women advance and contributing to long-term pay equity.
Additionally, many companies across New Zealand have implemented pay transparency initiatives. By openly discussing pay, these initiatives help eliminate discrepancies and ensure all employees, regardless of gender, are compensated fairly based on their experience levels.
Conclusion
The journey towards gender equality in tech is a shared responsibility. By working together, we can foster a more inclusive and supportive environment for women in tech. New Zealand has the potential to lead the way, but it requires commitment from all stakeholders – educational institutions, businesses, individuals, and government. Let’s challenge the status quo, support one another, and build a tech industry where everyone has the opportunity to succeed. Together, we can empower the next generation of women in tech and create a future where gender is no longer a barrier to success.
