It is easy to argue that the tech industry has a gender diversity problem. And that employers must do more to make themselves attractive to women.

As we look to a future shaped by AI however, change cannot happen soon enough.

More women need to take a risk – putting aside what they’ve heard about tech – by backing themselves to claim a seat at the table. Only then can we help shape an equitable future.

I joined the industry almost 20 years ago, when women made up just 9% of the tech workforce.

During that time, there have – of course – been attempts to pigeonhole me, with suggestions my gender made me more suitable for some roles instead of others.

I can see why that would be off-putting for those considering a career in tech.

Yet, there has been significant progress. Recent research shows that women now hold 32% of senior management positions in the sector.

The problem we have is that the number of women in the industry is not increasing as fast as the products we develop and sell.

With the rapid acceleration of artificial intelligence (AI) and its applications across a multitude of industries, not least marketing, HR and recruitment, female representation is absolutely critical.

One study into AI systems by the Berkeley Haas Center for Equity, Gender and Leadership found that around 44% showed gender bias, and 25% demonstrated racial bias too.

If the teams responsible for developing new technologies are mostly male, we risk reinforcing gender stereotypes and further excluding women.

This is not just about our industry; it is about the users of our technologies too. That is why, this International Women’s Day, I am calling on women to take a chance on tech. We need you.

One of the biggest obstacles I have faced as a hiring manager is getting women to apply in the first place.

There is undoubtedly more that companies can do to be become equal-opportunity employers, from adopting flexible working to improving parental leave policies.

It is clear why this discourages many women in tech from a career in tech. Juggling responsibilities at work and at home cannot be underestimated.

At Pipeline360, I feel proud that we have created a company culture which is shaped by the needs of our whole team.

Critically, our policies to promote equal opportunities cover the entire employment process, right from a potential hire expressing interest.

An organisation might be taking positive steps to improve diversity, equity and inclusion, but if they are not making a concerted effort to be transparent about these, then the industry will continue to struggle in attracting the female talent it needs.

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