So again, it is not just about improving diversity, but improving the deliverables of the team.
Great managers are aware of these differences for all staff and adapt their styles to support and promote staff accordingly.
Typically however, we all tend to subconsciously gravitate to people we feel comfortable with, men with men and women with women. Therefore, the potential is that men may tend to favour men and conversely the same occurs with woman.
This is not always the case and there are exceptions. However, when recruiting, rewarding or promoting staff, I believe all leaders and their teams should be aware of these subconscious instincts and consider how they will avoid them.
Like any good business issue, once you are aware of the problem, you then need to determine who is doing what and by when, to resolve it?
All very simplistic in a complicated issue, however if all our IT leaders had a measurable plan for improving diversity within their departments, then the trends would be improving at a much faster rate.
So, here's a call out to all IT leaders to look at diversity within your teams and if required, make a plan for action. Let's convince women that IT is a great career choice.
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