How can HR and leadership teams build a safe space for women in tech to grow and thrive?
What are some actionable programs we can implement in our workplace?
Do mentorship programs work – and how do in-house and external programs differ?
VanHack recently hosted a webinar, Building Spaces for Women in Tech to Grow and Thrive, to look at innovative ways of addressing these issues. Read on for incredible insights from our panel of female industry experts in the startup and tech ecosystem.
- Daneal Charney – Expert in Residence, Momentum & MaRS Discovery
- Humaira Ahmed – CEO & Founder, Locelle
- Chandler Barstch – People Operations Specialist, Thinkific
- Meghan Watchorn – Head of Growth, VanHack (Moderator)
You can view the webinar here.
Read Part 1 of the blog here.
Insights Surrounding the 2021 People Benchmark Report: High-Growth SaaS Companies
This data-packed report, developed by MaRS and intelliHR, was launched to help C-suite and leadership teams of high-growth tech companies make more informed talent-related decisions.
While examining highest-growth companies (growth rate of 150%), it’s been reported that they all outperform in gender diversity, specifically at the leadership level. Of these leadership teams, 49% identify as women, which is much higher than the usual proportion.
Why are these companies outperforming others? Their gender-balanced leadership teams enable them to understand what women need – who make up 50% of the world’s markets and opportunities.
It’s also noted that there has been a big increase in turnover rates of 15% in 2020 to 29% in 2021, coinciding with the timing of the global pandemic. Lots of women have had to leave their jobs, simply because organizations couldn’t provide the right kinds of support to ensure their continued success in their careers.
How much does this cost organizations? For a 50-person business, it can be a staggering $6 million dollars. There are ample opportunities to reexamine your organization’s benefits policies and introduce more flexible leave options, such as caregiver’s leave.
Initiatives and Programs that Help with Empowerment and Support in the Workplace
A Learning and Development stipend available to employees at Thinkific allow for improving skillsets with courses covering topics in data analytics, human resources, and coaching. It’s important for organizations to provide support on personal and professional development in order to live out the value of helping individuals learn, grow and develop.
Support for founders focuses more on fostering connections and resources. Having access to industry associations such as VIATEC, and Innovate BC opens up connections to other founders. This allows for idea exchanges such as discussing strategies with other founders, which can be particularly helpful. The key to founder growth is in gaining access to learn, knowledge and resourceful networks.
While on the subject of empowerment – consider the controversial view that women don’t need to be empowered. Instead, women have the freedom to operate, be enabled, compensated and promoted at the same rate as others. As a leader in your organization, enable your female team members the freedom and the right tools to achieve their goals.
Upskilling and leadership programs making proven impact
For founders and CEOs, it’s important to have the right resources and connections. VIATEC’s accelerator programs, new venture programs, other relevant business books and podcasts are all helpful.
HR professionals will find the TAP Network and CPHR to be resourceful.
Thinkific utilizes internal Slack groups dedicated for female employees for mutual support, discussions and collaborations. They’ve also launched programs such as internal coaching and leadership development that provide upskilling and development opportunities for employees to become leaders, or to move into different roles.
Throughout Daneal’s work as a Fractional VP of People for Tech Companies, she has coached high growth companies specifically on career pathing for their teams and set six month and one year growth plans, along with actionable steps to get there.
Apart from mentorship, sponsorship can also be a valuable program to provide individuals who can connect your team members with the right contacts, opportunities, and resources.
What can companies implement immediately to build a more inclusive and supportive workplace for women to thrive in?
- Determine your strategy and goals – such as inclusive hiring and compensation equity
- Be a space that facilitates inclusive hiring, because a lack of diversity is an innovation issue. When companies share a product with the global market, they need to factor in women and different racial and ethnic identities
- Hiring for diversity
- Ensure your talent feels safe to grow, and build an environment for them to develop personally and professionally
- Build a diverse leadership team
- Research the needs and support for women throughout different life stages, particularly flexibility
- Determine ways to help those on parental leave to stay connected, compensated and rewarded
How Can Mentorship Programs Support Women?
Impacts of Having a Mentor
Mentors can be extremely beneficial. Having a network of mentors, or a “board of advisors” that come from different ethnic and racial backgrounds, different careers and different gender identities can offer new ways of looking into challenges that one faces. They can help with navigating the various stages of life, whether on a personal or professional level, and guide you on the right path forward.
Mentorship is an intentional relationship, so be intentional about your expectations in a mentor.
How an in-house mentorship program works
Thinkific’s in-house mentorship programs for women run speed interviews for individuals to meet and connect with different people before mentorship relationships start. It’s important for the relationship to be flexible depending on what the commitment and goals are. For example, you can have a mentorship that’s flexible, or something more concrete and structured.
Their mentorship programs are run by different departments, rather than the People department. This empowers teams and people from different departments to lead and guide it. Participants also have the option of continuing their meetings after a six month commitment period, if both parties see value in it.
Benefits of an external mentorship program
Locelle partners with organizations to create safe spaces for their employees to express and navigate challenges, and explore opportunities. Visible minority groups such as women of colour and transgendered people have a different set of challenges that they may not be comfortable to talk about within their organization. External mentor matching organizations like Locelle take into account these backgrounds and challenges, and offer the right people for them to connect and relate with.
It’s important to democratize access to mentorship resources, and for it to be a voluntary participation basis. Locelle has celebrated the abundance of progress seen in mentees’ journeys – people are moving up in their careers, getting more clarity, and becoming more confident. Some things will need to be worked on, though – they’ve matched over 500 women, but impostor syndrome is still reported in over 90% of people they work with.
It has been truly amazing to hear the insights, experiences and wisdom that our panelists shared with us. The learnings, when implemented well, will have the ability to address the many issues with gender pay gaps, lack of female-focused support, and many others across organizations.
VanHack’s Women in Tech Virtual Hiring Event – April 5-7, 2022
If your organization is looking for developers, hire female tech talent to join your team. Meet and speed interview 150+ amazing female candidates who are looking for opportunities. All candidates have 4+ years of experience, are vetted by our team and have verified English skills.
Register here to save your seat.
