25 Mar Career development, women in tech and engineering

On Thursday 12th of March I attended an event in Barcelona where the career development topic was tackled by women in positions of leadership in the tech industry.

Every year there is a boom of events and posts connected with the celebration of the International Women’s day. As a career development and transition coach,  I normally tend to skip these events. However I decided to register into this one  and I was gladly surprised about the in depth conversation we had and the questions that were raised and that is why I would like to share with you some career insights:

• Promotion Bias : Men are often promoted on potential; women are promoted on proven results.
• The Assetiveness Penalty: The risks women face when asking for a raise are statistically higher than their male counterparts.
• The Sponsorhip Gap: Hard work isn’t enough; you need an advocate in the room where decisions are made.

If you are trying to advance or change your career take in consideration the following points: 

• Invest in yourself first: Don’t wait for a company budget to learn a new skill. 
• Build a safety net: Career shifts involve risk. Build the savings that allow you to fail forward.
• Know your Market Value: Research salaries relentlessly. If you don’t know your worth, no one will pay it. 
• Find your Tribe: Imposter syndrome is real, but it’s quieter when you’re surrounded by “fans” and mentors. 
• Get comfortable with ” No” : Growth happens when you set boundaries that protect your well-being.

Applying a wider lens to the career development matter

Generally in my experience many women are still leaving the workplace or stopping their career development during motherhood or when family care needs peak, this goes beyond the tech and engineering sector. We are all aware that in our current societal structure it is hardly impossible to have your cake and eat it too. “The weight is not evenly shared, and we shouldn’t pretend it is. Cultural change is undeniably  slow and it is key to be honest about the reality we are facing every day in many areas of our personal and professional life. 

For many years we have gone through the Lean In movement meaning women were encouraged to start conversations about gender disparity and women´s underrepresentation in leadership roles and challenge traditional gender norms in the workplace. Unfortunately this has meant that the burden of dismantling barriers has been solely on the shoulders of women. Particullary having an individual empowerment movement has diverted the attention from the need for collective action and organisational reforms.

In reality, achieving gender parity requires systemic change and support from both genders. The “Lean-In” mantra might have sparked a necessary conversation, but it often failed to address the institutional biases and workplace cultures that perpetuated inequality.

Where we are now regarding gender equality

We are in a new landscape where men are encouraged to play a more active role in advocating for gender equality. Dismantling traditional notions of masculinity and embracing empathy will contribute to a more equitable workplace for all.

Career growth and professional advancement for women means to start focusing on building conversations and collaboration where both genders understand the importance of empowering everyone to reach their fullest potential.

We all know the benefits of having  a diverse and inclusive workforce, building an equitable future is a collaborative and sustained work from men and women. 

For more information you can review the:

•  LinkedIn post by Jenny Ward: Reflections on the End of the “Lean-In” Era: A Paradigm Shift in Workplace Culture 
•  Navigating Career Growth as a Women in Tech the D2Collective Event at the Dynatrace Office in Barcelona