Tech Beyond Gender
Envision a future where Gender Equality is not an aspiration
but a reality within Technology roles and workplaces
WHAT WE DO?
Acknowledge and accredit organisations that actively implement measures to cultivate a supportive technology workplace environment for women and gender diverse professionals.
Enable and coordinate in-depth research within New Zealand, offering actionable insights to organisations to foster gender equity within the technology sector.
Establish a platform within the New Zealand technology sector for individuals to serve as mentors, providing guidance to those in need.
Provide a platform for organisations to support women and professionals from gender diverse groups in accessing opportunities within the New Zealand technology sector.
ACCREDITATION
Get the TechBeyondGender Accreditation and position your organisation as a leader in fostering inclusivity within the tech industry
Process for Accreditation
- Register as a research partner here
- Complete self-assessment form.
- Submit supporting documentation and workforce demographics.
- Undergo virtual assessment with assessors.
- Receive feedback and recommendations.
- Implement measures (or provide evidence) to enhance gender equity.
- Final evaluation and accreditation decision.
Cost of Accreditation
There is no fee for accreditation, but we do need your participation in ensuring that the NZ Tech community becomes an inclusive and enriching space for people of all genders.
You need to:
- Become our research partners by encouraging and promoting women and other gender diverse IT professionals to participate in ongoing research in this area.
- Host at least one event per year for women and gender diverse professionals, inviting your staff and others in the tech sector.
- Implement measures and provide evidence of actions to enhance gender equity at your workplace
INVITE TO ORGANISATIONS
Find out how you can make a difference in your workplace for Women in Technology.
Below are some proposed actions from our recent study.
Sensitivity Training Programmes
Sensitivity Training Sessions
Implement comprehensive sensitivity training sessions for staff to understand the impact of such behaviours on individuals.
These sessions will include engaging activities, group discussions, and exercises facilitated by experienced trainers or guest speakers specialising in diversity, equity, and inclusion.
Ongoing Support and Resources
Offer continuous support and access to resources for staff to further their learning beyond the training sessions.
Utilise various tools such as videos, quizzes, and visual aids to reinforce learning objectives and encourage ongoing education.
Retain and Grow Technical Workforce
Encourage Career Advancement Opportunities
Promote opportunities for women to advance into roles traditionally dominated by men, such as Network, Security, or Infrastructure positions.
Implement Secondment opportunities and other career progression pathways to facilitate this transition.
Establish Transparent Career Pathways
Introduce and communicate clear career pathways for both technical and non-technical roles.
Provide women with explicit options for career advancement, eliminating reliance on implicit social cues.
Support Work-Life Balance
Recognise and accommodate family commitments that women may have.
Ensure that after-hours support requirements do not exclude women from technical roles solely due to their personal responsibilities.
Create Mentorship and Networking opportunities for women
Facilitate Participation in Technical Conferences
Organisations should actively support women’s involvement in technical conferences, providing opportunities for them to represent the company and deliver presentations.
This exposure enhances visibility and fosters professional growth.
Encourage Mentorship Programs
Promote mentorship opportunities for women in technology, including specialized programs aimed at guiding graduates and other women in the industry.
By fostering a supportive mentorship network, Organisations can empower women to navigate challenges and pursue advancement.
Showcase Role Models
Highlight successful women in specialised technical roles as role models within the Organisation.
These role models serve as inspiration for other women, encouraging them to pursue similar career pathways and challenging gender stereotypes.
Create Awareness of Gender Dynamics in the Interview Process
Awareness and Education
Educate interviewers about the influence of cultural norms and structural inequalities on women’s experiences during interviews.
Raise awareness about unconscious biases that may affect perceptions of confidence and competence.
Revise Interview Processes
Re-evaluate interview processes to ensure inclusivity and fairness.
Avoid using identical recruitment and interview processes that may inadvertently disadvantage women. Instead, structure interviews to allow candidates, particularly women, to showcase their unique qualities and experiences relevant to the roles.
Emphasise Value of Contributions
Place greater emphasis on valuing the experiences and contributions of all candidates, regardless of gender.
Provide opportunities for candidates to articulate their current responsibilities and highlight their distinctive qualities during interviews.
Are you keen to be a part of our upcoming studies to make a difference in the NZ Technology sector?
KEY INSIGHTS FROM THE 2023/2024 STUDY ON NZ WOMEN IN TECH
“Just as we feel disoriented when attempting to mimic someone else’s behaviour, women may struggle to assimilate into environments still largely dominated by men. Recognising the inherent differences in how men and women operate and the unique traits they bring can be transformative.”
Meena Satishkumar
GET IN TOUCH
If you would like us to get in touch with you please give us your details below and we will get back to you.
