MTC Empowers women In Engineering Technology

Major tech companies release annual information on the racial and gender make-up of their employees. As these ‘diversity reports’ are released, we will keep updating this interactive blog to see how tech companies compare in terms of gender and race in their custom-defined 'technology' and 'leadership' positions.

 

In a surprise move recently, several technology giants reported their diversity or lack of statistics after years of resistance. The numbers very clearly indicate a homogenised workforce within tech and the problems that under-represented groups – women, racial minorities and veterans face. A handy graphic by the Wall Street Journal contains the percentage of women in technical and leadership roles in these companies:

Moving beyond STEM, data from the S&P 500 companies show the numbers are disappointing there as well. Only 23companies on the list have women CEOs, representing a mere 4.6%. Women occupy 19.2% of the board seats of these companies and 25.1% of executive and senior level management positions. These numbers are very low and are improving at a glacial pace.

Meanwhile, the number of new technical jobs in India is rising every year, and there’s already a reported shortage of 500,000skilled workers. Companies in the science and tech domain are hurting from this skills gap and are unable to hire and retain enough skilled employees to support the business.

On one hand there is the skills gap; on the other hand, many women leave their jobs midway because of reasons that have nothing to do with their waning interest in science and tech: lesser pay than their male peers, bias and discrimination in the workplace, being discriminated against when they have children, and so on. A logical solution to solve the skills gap is to include and retain the larger population – women and other under-represented groups – as quickly as possible. Companies that hire and retain more women gain two important advantages: first, they have a better shot at solving the huge skills gap problem.

Second, they gain an edge in the job market by creating a more welcoming culture which automatically attracts more skilled labour in the form of women graduating from technical colleges looking for a good company they can work in. In an age where discriminatory workplace practices are deterring many women from considering B.Technology, companies like MTC initiative to hire more women ensure that we make diversity in culture a priority can cause a paradigm shift in making their company more appealing to join.

Many studies have shown that companies with diverse workforces have shown to perform better. A diverse culture is more representative of the real world. Potential employees today are looking to join companies where they can develop holistically, and diversity in culture enables that. Companies like MTC make this a priority can gain a competitive edge in their efforts to hire and retain technical workers who are motivated to stay and give the job their best. Possibly removing hindrances that keep qualified women from rising to the ranks of leadership, MTC is proud in its position of having a third of its workforce as women now.

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