ANSR and Talent500 survey reveals views of women in tech on diversity and inclusion

ANSR, a venture that helps organisations build, manage, and scale global teams through Global Capability Centres (GCCs) and its owned talent platform, Talent500, has released the Women in Tech Report 2024: Insights & Trends.

The report is a result of a survey conducted among 3,000 women in tech to gain insights into their experiences and viewpoints.

Their responses, which forms the basis of the report, touches among various aspects, and highlights several areas that require immediate attention. As per the report, there is a significant progress when it comes to diversity, equity and inclusion (DEI). However, areas of concern include gender stereotyping during interviews, absence of pathways towards leadership roles, and others.

In this context, the report reveals that GCCs tell a different story, serving as hubs of innovation and recognising only a diverse workforce can foster creativity, innovation, and resilience.

The report points out that in today’s corporate landscape, gender diversity in tech extends beyond the boundaries of human resources; and stands as a critical business imperative, shaping organisational cultures and driving success.

Gender diversity is not an afterthought for GCCs

According to the report, during the early years, the diversity ratio in GCCs ranged between 22-27%, and increases to beyond 35% within four-five years of operations.

The responses from 60% of women in Bangalore (similar trends in other metro cities) with 6-10 years of experience suggest that GCCs genuinely prioritise gender diversity.

A striking 41% expressed excitement about the future of the tech landscape in India. This stems from the fact that more women entrepreneurs and tech innovators are entering the industry, and will hopefully, transform the tech ecosystem in India.  

Diversity–a business KPI

70% of survey participants think DEI initiatives in the tech industry are currently used for marketing and should be ingrained in core business values instead.

The report says this is an area where GCCs have excelled, recognising diversity as more than just an HR function but as a vital aspect of their core business operations.

When women were asked what they felt about the gender diversity policies, their responses were as follows:

70% said it is primarily used as a marketing tool with limited meaningful action

61% said they make some sincere efforts, but progress is slow

30.8 % said that diversity initiatives are non-existent or superficial

Hiring bias persists

Among the women surveyed, 60% of respondents with 5-10 years of experience believe that companies should be held accountable for equitable hiring practices.

Forty-five percent of respondents reported encountering gender stereotypes during their interview experiences. 45% feel that non-diverse hiring panels contribute to biased recruitment processes. 30% of participants believe that their technical skills are undervalued when compared to their male counterparts.

Post-employment challenges

The report also revealed that gender bias encountered by women in the tech sector continues beyond the hiring process. The glass ceiling exists and hinders their career progression.

When women were asked what they felt about gender diversity in the industry, the result was as follows:

Do not have a voice on the table – 65%

Lack professional training – 57%

Need to work harder to prove themselves – 42%

Lack of equity in pay – 42%

Equitable benefits make a difference

The report says that job seekers look for flexibility, mental health resources, and family-friendly policies.

A noteworthy 90% of job-seekers look for access to mental health resources and support programmes while choosing their next gig.

More than 80% of the surveyed women emphasised the significance of flexible work arrangements and family-friendly policies for achieving a balance between career aspirations and family commitments.

The hybrid work model gained favour among respondents, offering flexibility while allowing professionals to derive the best of both worlds.

65% valued extended parental leave policies, emphasising the importance of onsite childcare facilities.

40% of women expressed a desire for family-friendly policies to cultivate a more inclusive workplace environment.

Mentoring is important

As per the report, reskilling and mentorship are key factors highlighted by the respondents for empowering women to excel in this dynamic tech landscape.

81% express a strong demand for career guidance in their professional journeys.

80% express a strong interest in upskilling. Reskilling is deemed crucial, even among senior professionals.

74.6% of participants recognise the pivotal role of peer learning in their educational journey within the tech industry.

45% feel unprepared for new technologies like AI and robotics.

35% express the need for access to learning and mentorship from experienced female tech leaders.

A need for diverse voices

As GCCs emerge as hubs for global leadership roles, the survey findings affirm that diversity is an important factor in nurturing a resilient and inclusive leadership pipeline in the tech sphere.

A substantial 75% of respondents express aspirations for leadership roles, underlining the ambition to ascend to influential positions within the tech sector.

Despite these aspirations, only 20% of participants perceive an adequate representation of women in senior positions, highlighting a pressing need for greater inclusivity.

A significant 72% of respondents stress the importance of breaking down leadership stereotypes to pave the way for a diverse and inclusive future in the tech industry.

The survey also studied the challenges faced by women in tech, with 66% women expressing a lack of a clear path forward, underscoring the need for robust mentoring and role models to facilitate informed career planning.

Speaking to HerStory on the rationale of the survey, Monica Jamwal, Managing Director, Talent Solutions at Talent500 said, "While India’s tech sector is undoubtedly progressing in its commitment to diversity, achieving true inclusivity demands sustained effort. Recent strides within the tech sector show promise, particularly with larger organisations leading the charge in implementing robust diversity and inclusion strategies."

"We have seen a number of GCCs imbibing DEI initiatives as core business values and integrated practices, however, the path to gender diversity remains a journey in evolution. As an industry, we must persist in our efforts, pushing boundaries and fostering an environment where every individual, regardless of gender, feels empowered and valued," she added.