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Women in Tech acknowledge Global Capability Centers’ (GCCs) commitment to gender diversity: A Talent500 survey

India, 14th February 2024: Talent500, a leading global talent marketplace for professionals , today launched the results of their groundbreaking survey on Women in Tech. This comprehensive study, engaging over 3000 women in tech in India, provides crucial insights into the experiences and viewpoints of women in the technology industry, shedding light on both strides made in diversity, equity, and inclusion (DEI) and persistent challenges that demand immediate attention.

 

In addition to the overall optimism from women professionals, the survey highlights challenges too. From gender stereotyping during interviews to a perceived absence of clear pathways for career advancement into leadership roles, the survey has unveiled insights that demand prompt action from organizations.

 

One key finding is the perception vs. reality of DEI measures in the industry. Over 90% of women feel that organizations are not taking concrete steps to fulfill their commitment to gender diversity. Around 70% of women in tech believe that the industry currently uses DEI as a marketing tool, underscoring the need for authentic commitment to change.

 

The survey also exposes deep-rooted biases and challenges hindering women’s advancement in the tech sector. About 45% of respondents reported encountering gender stereotypes during their interview experiences. Another facet of the survey explores this avenue deeper, where 45% felt that this phenomenon is further encouraged by non-diverse hiring panels, that contribute to biased recruitment processes. 

 

Women in the tech industry experience discrimination across multiple dimensions, including pay, representation, recognition, and opportunities. Specifically, 42% of respondents perceive inequity in pay, while 60% feel marginalized in decision-making processes. Additionally, 30% of participants believe their technical abilities are undervalued compared to their male peers. Despite 75% expressing ambitions for leadership roles, only a meager 20% see sufficient representation of women in senior positions.

 

However, the Global Capability Center (GCC) sector seems to have cracked the code when it comes to DEI. The responses from 60% of women in Bangalore ( similar trends in other metro cities as well) with 6-10 years of experience suggests that GCCs genuinely prioritize gender diversity. During the early years (1-2 years of establishment), their diversity ratio typically ranges between 22-27%, quickly ramping up to beyond 35% within 4-5 years of operations, surpassing the IT/ITES sector significantly. 

 

Speaking about the rationale of the survey, Monica Jamwal, Managing Director, Talent Solutions at Talent500 said, “While India’s tech sector is undoubtedly progressing in its commitment to diversity, achieving true inclusivity demands sustained effort. Recent strides within the tech sector show promise, particularly with larger organizations leading the charge in implementing robust diversity and inclusion strategies. We have seen a number of GCCs imbibing DEI initiatives as core business values and integrated practices, however, the path to gender diversity remains a journey in evolution. As an industry, we must persist in our efforts, pushing boundaries and fostering an environment where every individual, regardless of gender, feels empowered and valued.”

 

 

Other Key Findings: 

 

Work-Life Balance: 90% seek access to mental health resources, while 80% value flexible work arrangements and family-friendly policies.

 

Mentorship and Upskilling: 81% demand career guidance, and 80% express interest in upskilling, emphasizing the need for targeted training programs.

 

Leadership Aspirations: 75% express aspirations for leadership roles, highlighting the desire for greater inclusivity.

 

Diversity Narratives: 72% stress the importance of breaking down leadership stereotypes for a more inclusive future.

 

Limited Voice at the Table: 65% express that they do not have a voice at the decision-making table.

 

Professional Training Gap: A significant 57% state a lack of access to professional training opportunities.

 

Extra Effort to Prove Themselves: Another 42% feel the need to work harder to prove themselves in the workplace. 

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