Widnet Solutions

Interesting facts about women in business

  1. How are women treated at workplace?

According to the HR dive statistics, 54% of women surveyed don’t feel as if they’re being treated differently. However, 45% of women and 55% of men surveyed did think that women were being treated differently in the workplace.

In Workhuman’s recent study on gender-based micro aggressions, 32% of women said they’re interrupted, 29% have been told they’re too emotional, and 25% have been told to change in some way to be “taken more seriously”[1].

  1. How do women feel about their career path?

While 84% of women surveyed by LHH said they have the skills to advance their career, most felt anxious about their next career move, definitively more than their male colleagues [2].

  1. How is the IT sector performing?

WEF’s Global Gender Gap Report 2021 states that women make up: 14% of those working in cloud computing, 20% of engineers, and 32% of data and artificial intelligence professionals. The lack of women in the digital sector means no female perspective in the design of digital environments and digital applications [3].

According to UNESCO, girls students pursuing higher education in science, technology, engineering, and mathematics (STEM) worldwide account for only 30%. In the Western Balkan states in Eastern

Europe, 40% of university graduates in STEM fields are women. However, this did not translate into women and girls’ strong participation in the technology sectors, which remains low. Worldwide, as of 2022, women held just 26.7% of tech-related jobs [4] [5].

Deloitte report shows us that technology companies will likely continue to close the gender gap in the following years, reaching nearly 33% overall female representation in their workforces in 2022, up slightly more than two percentage points from 2019 [6]. Sole recruitment campaigns are not enough to achieve gender balance in the workplace. Organizations need to work across the whole talent lifecycle and consider gender-sensitized policies while recruiting, hiring, retaining, and promoting women. By so doing, progress will likely be faster.

  1. Diversity, Equality, and Inclusion Strategy

A DEI strategy is a blueprint for expanding and supporting your organization’s various stakeholders – the people you recruit, retain, grow, and serve. Often, it’s looked at through an internal lens, with “stakeholders” being scoped to simply “employees” – but a comprehensive DEI strategy also considers the customers, partners, and communities whom your organization reaches, finding ways to acknowledge, accommodate, and embrace their differences in ways that are mutually beneficial for the company.