Les femmes ne représentent que 26,9% des effectifs dans les métiers du numérique, tous métiers confondus. Ce chiffre a été publié en mars 2023 par l’association Femmes @ Numérique.
Another figure: only 16% of women work in the so-called technical professions. In fact, women who choose to work in the digital sector are mainly attracted to transformation-related positions. What are the reasons for this, and what possible solutions can be found? And how can we prevent this from happening again in the years to come?
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Don't miss out on 50% of the workforce in digital professions!
The success of the digital sector in France will not be achieved without the promotion and inclusion of female profiles. And yet, the sector has 230,000 jobs to fill between now and 2025. Without 50% of the workforce, French companies will not be able to make the digital shift.
Moreover, attracting women into these activities takes on a particular dimension in order to improve the design of future digital products, particularly with the importance of AI. Indeed, AI developed by a large majority of men will provide oriented answers to the world's challenges. This was demonstrated in 2018 by Amazon, which designed an AI that discriminates against certain profiles.
AI developed by men will not provide the same answers to the world's challenges as AI developed jointly by men and women.
There are countless articles on the lack of women in the digital sector. The challenge is twofold. It's not just a question ofattracting women to the digital sector, but above all of retaining them in their positions. Indeed, the proportion of women in the digital sector falls sharply after the age of 30. So, what can be done? We suggest several avenues.
Promoting and ensuring the visibility of women in their digital jobs
Highlighting women's achievements, their work, the positions they have taken, etc., through both external and internal communications, is a good way of attracting and retaining female employees. It shows that actions are being taken to promote the work done by women in the digital sector. Similarly, taking part in initiatives to promote this commitment is an effective lever in terms of external communication.
Creating a safe and protective environment for female employees
Equal pay for men and women
To attract women to the digital professions, it's imperative to ensure that, for equal skills, salaries are equal. This is all the more important in view of the many platforms that exist to promote pay transparency within companies.
Glassdoor, for example, is one of the best-known. On Glassdoor, employees can freely publish the salaries they receive within companies. For companies, it becomes risky from an image point of view to offer different salaries to different genders. There is a real risk of creating a poor employer brand image on digital platforms.
Other levers: teleworking, menstrual leave...
But salary is no longer the only factor in attracting women to the digital sector. Benefits are also a factor. An employer who does not offer telecommuting will be deprived of an important part of its workforce, both male and female.
In addition to telecommuting, there are many other levers that can be activated, such as taking parenthood into account, particularly maternity. Setting up a company crèche or agreements with crèches can help retain women in their jobs while they are having children. Similarly, the introduction of enhanced maternity leave or a more flexible policy of teleworking during pregnancy helps to attract and retain female profiles.
We can also mention the following approaches:
- the introduction of tools to combat sexual harassment within companies or, in the case of consulting or service companies, with customers;
- the development of menstrual leave;
- provision of sanitary pads
- ...
These initiatives are just some of the ways in which women can feel good at work, and thus stay in their jobs.These issues go far beyond those of the digital professions. However, for smaller structures in the digital economy (startups, ...)
Raising awareness of unconscious bias among all players in the digital industry
A series of biases, often unconscious, are holding back the place of women in the digital professions.
It is now necessary to provide training on unconscious gender bias to employees and managers in the digital world. The aim is to minimize prejudice in the recruitment and promotion process.
Unconscious biases are prejudices against women's place in the digital world. They are influenced by multiple factors, such as the fact that when a sector becomes of strategic importance, it must be managed by men.
In order to raise awareness of unconscious biases against women in the digital industry, several strategies can be implemented, such as:
- awareness-raising workshops for management ;
- the collection of data to determine the existence - or otherwise - of bias in promotions or salary increases;
- continuous awareness-raising
- inclusion policies
- constant evaluation and adjustment of awareness-raising efforts
- ...
Promoting mentoring and networking
Networks and associations based on women helping women
By setting up mentoring programs to connect women who are just starting out, or who want to embark on the digital adventure, with experienced mentors, young professionals can better plan their careers. Indeed, by seeking advice, they can more easily identify the obstacles that may arise in the course of their career.
Numerous networks have emerged in recent years. The best known, Femmes@numérique, was created in June 2018. Its ambition is to re-establish an even representation of women and men in the digital industry.
We can also mention Cyberellesa business club created in 2001, whose mission is to become a network of mutual aid and solidarity for women, or Digital Ladies & Allies, an association whose aim is to promote diversity in the digital world.
Other initiatives have also emerged, such as Girlz In Web, Duchesse France, and regional initiatives like Femmes du Digital Ouest, in Pays de la Loire.
Women's corporate networks
At iQo, we have chosen to support
- the association Action'Ellesa women's network promoting women's entrepreneurship, including in the digital economy;
- the association Women in Motiona women's network in the mobility and transport professions (in which digital and data professions are at the forefront)
Internal networks are also emerging within companies. The aim of these networks is to build loyalty among female employees by bringing them into contact with female role models within the company. These include
- Women@Arkema ;
- Incredible Women by Assystem;
- Women@Essilor;
- Alter Egales (Caisse des Dépôts) ;
- SNCF Mixité ;
- Equals (Accenture) ;
- SoTogether (Sodexo) ;
- Elles & You (EY);
- Mazars&Elles.
These networks often go further than just the digital world. They demonstrate a desire to better include women in all professions and grades.
Encouraging women to enter the tech professions
Many of the pioneers of programming were women. In the 1980s, 40% of computer science degrees were awarded to women in Europe and the USA, compared with just 25% today.
The main reason for this decline is the rise of IT since the 90s, which has become a strategic issue for companies and governments alike. Sectors undergoing this evolution are tending to become more masculine.
Today, only 18% of CIOs at the CAC 40 are women. Over the years, IT - and ultimately digital technology - has gained in prestige. However, the result has been a massive infatuation on the part of men, to the detriment of women.
In order to align the curves, the digital industry must now learn to reintegrate women, from the bottom to the top of the job pyramid. To achieve this, the digital world needs to recreate an inclusive environment, where women can feel valued and respected.
Promote digital literacy from an early age, for both boys and girls
By promoting education in the digital professions from an early age, tomorrow's men and women will be better acculturated to the challenges of the digital professions. As a result, they will be less reluctant to join IT departments, or to promote women into them. To achieve this, workshops and educational programs can be launched as early as elementary school. Digital companies have a role to play here, by going into schools to present their professions, making them accessible and understandable.
Similarly, the promotion of digital technology from an early age needs to include a focus on female role models. For example, historical programs could include female digital pioneers:
- Ada Lovelace, creator of the first computer program in 1843 ;
- Hedy Lamarr, who in 1941 filed a patent to secure telecommunications;
- Kay McNulty, Berry Jenning, Berry Snyder, Marlyn Meltzer, Fran Bilas and Ruth Lichterman, the "ENIAC six", programmers of ENIAC, one of the first computers in history ;
- Grace Hopper, creator of the first compiler in 1952;
- Mary Keller, first woman to defend a thesis in computer science in 1965 ;
- Margaret Hamilton, creator of the software engineering and on-board systems for the Apollo 11 space program in 1969.
Extending actions to meet local needs
The levers presented above are not exhaustive, and many others exist. Now that the facts have been established, it's time to take action, so that companies can attract more women into the digital sector.
However, the gap is wide, and the effects will only really be felt in the medium term. Mentalities take a long time to change. In order to meet the triple challenge - economic, social and societal - that tomorrow's digital world represents, it is imperative to recruit women into the digital world.
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