Diversity Discussions: Women in their technology and change careers

It is clear from these numbers that there is a long way to go to ensure that both genders are paid equitably for similar work. Moreover, whilst it is heartening that women are achieving more than men in certain roles, there is a gender imbalance in terms of the number of women breaking into the industry.  

To combat this, our recruitment consultants have access to several tools to ensure they are providing clients with a diverse and inclusive talent pool. Namely, we utilise Gender Decoder to remove masculine biases from some of our job adverts. 

Furthermore, women will not apply for a job unless they feel that they meet 100% of the required skills. Whereas men will apply for a job if they only meet 60% of the requirements. As a result, Marks Sattin work with our clients to advise them to write a job advert that limits the essential criteria to ‘must have’ skills only. 

Additionally, it is clear from our data that there are significantly fewer women taking contract and interim employment opportunities. Studies have shown that this is down to several factors, ranging from: 

 How we are helping support closing the gender pay gap  

 Organisations partner with Marks Sattin not only to tap into the ability we have built over the last 30 years but also because of our commitment to diversity and inclusion.  

 It is more difficult than ever to attract the best finance talent, and that challenge is only exemplified when trying to recruit diverse talent. This is where we step in. As specialists in technology recruitment, we have grown an extensive network of clients who trust us to help them build a diverse team.  

If you are looking to hire your next CTO, business analyst, head of information security, change manager, then submit a brief and we will be in touch for a chat.