This disconnect in communication could lead to many experienced women in IT fields feeling frustrated that their supervisors are "not encouraging or recognizing a desire to stay and passion for the work," simply because they relate in different ways, as one survey respondent says.
Other women responding to the Bain study report receiving poorly delivered and often negative feedback from supervisors. For example, they were told that they "lacked talent," that they're "not cut out for" a role in top management (based on the stereotypical white, male, always-on persona previously described), or simply that they "didn't really want it."
Lack of role models
Finally, women are suffering from a lack of positive role models and effective mentors in STEM fields, especially in IT, according to the Bain survey. While most entry-level workers say they have positive examples of other employees who are like them, that parity fades the higher up an employee moves within most companies, according to the survey.
Women struggling against a male-dominated, brogrammer culture want to look at a company's leadership, or even at a company's public initiatives and see other women represented. They want to see that other women have succeeded, and that they can, too, within that organization, says Sabrina Parsons, CEO of Palo Alto Software, "If you're looking for a job and you go to a company's website, what do you see? Is it photo after photo of older white men in leadership roles? Or are there other sexes, races, ethnicities represented?"
And if you have female workers in leadership roles, or who act as role models and mentors to other women in the organization, make sure you're giving them the visibility and recognition they deserve, says Elizabeth Ames, vice president at the Anita Borg Institute (ABI), a nonprofit that seeks to advance women in technology.
"As much as there's a focus on lack of women in computing, there are around 23 percent of women who are in the field already. There's so many of them who are doing incredible work, but they don't get a ton of visibility, and sometimes that can be discouraging to other women trying to make it. We need more visible role models and more attention to the companies and women who are working to change this -- to close this gap," Ames says.
Ames's assertion is borne out by the Bain & Company study, which revealed that many companies fail to use the legitimate examples their current leaders -- both male and female -- could provide to up-and-comers who crave a broader set of stories.
"Our research shows that 64 percent of female executives and 47 percent of male executives at large companies have used flexible work arrangements. Unfortunately, stories of how leaders made tradeoffs between work and personal life on their way to the top are often not shared broadly. This muting effect is consistent with the ideal worker characteristics described earlier: The characteristic that ranks lowest is being open about family and non-work commitments," the Bain survey says.
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