5 key behaviours you can implement to become an ally for women in tech

Here's what we learned from our incredible male leaders panel ,  at our Importance Of Allyship in tech event

Listen

Ask and listen. Sounds simple, but a surprising number of employers who want to attract more female talent, don’t actually listen to females already in their organisation about what improvements can be made. Make the time to do so, position your company based on female-led values, and by listening to existing female employees – you’ll not only attract more females, but you’ll make changes which will boost your retention.

Look

Have a look at your current workforce, are a majority white, middle aged men? Then expect the same ideas and resolutions to projects and challenges. A diverse workforce brings innovation!

Collaborate

Outsource from third parties who are doing it well and are experts in the field of DE&I. Best practise policies, demographics and behaviours change as quickly as the recruitment landscape does and it can feel like an impossible task to even begin. Invest in collaboration and the rest will follow.

Advocate

“If you’re in a meeting with a woman and someone’s talking over her, let them finish their conversation and validate what she said” – Jamie, On the Beach

Visibly and clearly! Advocate for the women in the room and make them aware that their voice matters as much as the male sitting next to her. Encourage women in your business to attend female community and networking events. And more importantly attend yourself!

Stop ticking boxes!

 “Allyship and DE&I isn’t what you post online, it’s what you do as a business and how people feel working there” Jamie, On the Beach

It’s very visible to women when a moment of what you think is championing diversity, is promoted as a single post on LinkedIn and never spoken of again. It takes regular action and real change to move the needle. This isn’t just a HR exercise; this is a movement. And one that you can very much be a part of.