Strategies for creating safe spaces for women in technology companies

In recent years, the participation of women in the technology industry has become increasingly noticeable, but how can a company help its female employees maximize their potential and create a safe space in an environment led mostly by men? In this blog we present some ideas on how to do it.

Contenido:

Redacción por:
Laura Uribe, Strategic Partner Manager, Odoo Inc


In the technology sector, the percentage of women in Mexico and Latin America has grown in recent years, although it remains a challenge to achieve equal representation. In Latin America, women occupy 32% of positions in the technology field. By 2024 in Mexico, women will represent approximately 26% of the workforce in the technology sector, an increase compared to previous years, but still reflecting a significant gender gap. (WomenTech Network, 2024). 

The percentage of women in the technology sector in Mexico increased by 2.6% from 2022 to 2023, rising from 19.5% to 22.1%. By 2024, the percentage increased by 3.3% compared to 2023, reaching approximately 25.7% representation in the technology industry. (TechCabal, 2023 and 2024).

Although there is still much to be done to improve the inclusion of women in the technological field, the growth that has been experienced highlights the importance of companies implementing effective strategies to manage human talent. It is crucial that companies develop initiatives that promote the inclusion of women in these areas, encourage the creation of communities, and ensure a safe and equitable environment for all in this industry.

Why is it important to create strategies and help women develop effectively in the technology industry?

A little data… Some of the leading women in technology have been:

Adriana Ocampo, a Colombian geologist who rose to become NASA's science program director, she was in charge of NASA's Discovery Program, which included missions like Mars Pathfinder, which helped us learn more about the surface of Mars and its ability to have sustained life. She also worked on the Galileo mission to Jupiter, thanks to which we now know much more about the atmosphere of Jupiter and its moon Europa, where scientists believe there may be an ocean beneath its icy surface.


Ginni Rometty, CEO of IBM from 2012 to 2020. During her leadership, she transformed the company with a focus on artificial intelligence, cloud, and blockchain technology. Under her leadership, IBM acquired Red Hat in 2018 for $34 billion, consolidating IBM's hybrid cloud strategy. Rometty also promoted diversity and inclusion within IBM, implementing programs to support the development of women and minorities in technology. Her leadership was crucial in modernizing IBM and positioning it in new areas of growth, highlighting her influence as one of the most powerful women in the technology industry.


Susan Wojcicki, CEO of YouTube since February 2014. In its latest ranking of the most powerful women in the world, Forbes magazine placed her in sixth place, after Angela Merkel, Theresa May, Melinda Gates, Sheryl Sandberg and Mary Barra. Susan has worked as a marketing director at Google, has worked at Google Ads and now at YouTube.

Imagine the impact if some of these women, as well as many others in leadership positions in technology, had felt discriminated against or uncomfortable in a predominantly male environment, thus preventing them from unleashing their full potential. This scenario underscores the importance of implementing strategies that foster the professional development of women, enabling them to reach leadership positions. By creating an inclusive and supportive environment, it is easier for these talented professionals to apply their knowledge and skills, significantly contributing to innovation and progress in the technology sector.

In this blog, we will share with you some strategies that a company can implement to create safe and inclusive environments for women in the technology industry.

How will promoting these strategies help the company?

Implementing inclusion tactics not only helps attract and retain female talent, but is also crucial in a highly competitive job market. In an environment where competition for qualified professionals is fierce, companies that demonstrate a genuine commitment to gender equity and inclusion become more attractive to a wide range of candidates. This means that not only is the quality of available talent improved, but the company’s position in the market is also strengthened.


Furthermore, fostering an inclusive environment significantly improves the sense of belonging among women. When they feel safe, supported and listened to, their performance tends to be much better. An environment in which female employees feel valued and supported is essential to maximizing their potential and contributing positively to the overall success of the company.


Corporate reputation also benefits from promoting the inclusion of women in teams. Companies that stand out for their commitment to gender equality are perceived more positively by both consumers and investors. This favorable perception can translate into greater customer loyalty and better investment opportunities, which is essential for long-term growth and sustainability.


Finally, many countries have regulations requiring gender equality in the workplace. Adopting inclusion strategies not only helps companies comply with these regulations, but also avoids potential penalties and strengthens their position in the market. Complying with these laws is not only a legal obligation, but an opportunity to strengthen the company's reputation and overall performance.

What strategies can be implemented to create safe spaces for women in technology companies?

Some examples of initiatives include:

Mentoring programs: Implement programs in which women with experience and/or in leadership positions in the technology industry can guide other women who are starting their careers.
Having a mentor who offers guidance on both professional and personal issues not only facilitates professional development, but also fosters a sense of community, mutual support, and admiration.


Ongoing technical training: Offering training and development programs specifically focused on technological and leadership skills for women is a crucial investment in their professional growth. These initiatives not only prepare them to take on roles of greater responsibility, but also empower them to ask questions and actively participate in traditionally male-dominated environments, mitigating the risk of feeling inhibited or discriminated against.


Safe spaces: Creating spaces where women can speak openly about their experiences, challenges, their daily lives, work experiences, etc. Helps build an organizational culture where female employees feel valued and supported. An example of these safe spaces could be the creation of a monthly breakfast for women in the company’s IT department. 


Networking events and conferences: Organize or invite female employees to attend networking events and conferences that are designed for women in technology. These events can serve as platforms for knowledge sharing and building professional relationships. 


Share success stories of women in Tech and achievements: Communicate examples of achievements of women to motivate female collaborators. Some effective channels to communicate testimonials and success stories of women in technology can be newsletters, videos, social networks, email, etc. 


These strategies not only benefit women, but also strengthen the company as a whole, making them more competitive and sustainable in the long term.

In conclusion, despite progress in female representation in technology, challenges regarding equity remain. In Latin America, women occupy 32% of technology positions and in Mexico, around 26% of the workforce. To address these inequalities, it is essential that companies are transparent about salary compensation, offering the same opportunities to men and women, and it is also crucial that companies implement inclusive strategies that promote a supportive and growth environment for their female employees.


Inclusion tactics not only attract and retain female talent in a competitive market, but also improve female employees’ performance and sense of belonging. This, in turn, strengthens corporate reputation and can translate into greater customer loyalty and better investment opportunities.

At Vauxoo, we have partnered with B2V SinFronteras with the firm purpose of providing added value to our clients. Together, we offer consulting in organizational transformation, culture diagnosis, change management, talent development, process optimization and much more.

Discover how our solutions can transform your organization and contribute to a more equitable future. Contact us today and together we can build a more diverse and successful technology industry!

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