The technology sector in Australia, like many parts of the world, continues to grapple with a significant gender imbalance. Women comprise only about 29% of the Australian ICT workforce, highlighting a stark underrepresentation in the industry. However, as we delve deeper into the challenges faced by women in tech, it’s crucial to recognise that gender is just one aspect of a more complex picture. This is where the concept of intersectionality comes into play.
Understanding Intersectionality
Intersectionality, a term coined by legal scholar Kimberlé Crenshaw in 1989, gained widespread attention in 2017 during the global women’s marches. This concept acknowledges that individuals have multiple, overlapping identities that can lead to compounded experiences of discrimination or privilege.
In the context of the tech industry, intersectionality means recognising that women are not a monolithic group. Their experiences are shaped by various factors such as race, ethnicity, age, disability, sexual orientation, and socioeconomic background. Each of these identities can intersect to create unique challenges and barriers.
Compounded Barriers in Tech
For women in technology, the barriers they face due to gender are often amplified by other aspects of their identity. For instance:
– A woman of colour may face both gender and racial biases in the workplace
– An LGBTQ+ woman might encounter additional challenges related to her sexual orientation
– A woman with a disability may struggle with accessibility issues on top of gender-related obstacles
These intersecting identities can lead to what’s known as “double” or even “triple” discrimination, making it even more difficult for these women to advance in their careers or feel included in tech workplaces.
The Need for Intersectional DEI Strategies
To truly address the gender gap in technology, companies must adopt an intersectional approach to their Diversity, Equity, and Inclusion (DEI) efforts. This means:
1. Recognising diverse experiences: Understand that women from different backgrounds may face unique challenges.
2. Tailored support: Develop programs and initiatives that address the specific needs of various groups within the female workforce.
3. Inclusive policies: Ensure that workplace policies consider the diverse needs of all employees, not just those of the majority or the dominant archetype – pay close attention to the gender-skewed tech team environments here.
4. Take a data-driven approach: Collect and analyse data on various diversity dimensions to identify areas where intersectional discrimination may be occurring.
5. Leadership commitment: Ensure that leaders understand and champion intersectionality in their DEI efforts.
Implementing Intersectionality in the Workplace
To build a focus on intersectionality into gender DEI frameworks and strategies, companies can:
- Conduct intersectional audits: Assess current policies and practices through an intersectional lens to identify gaps and areas for improvement.
- Provide intersectional training: Educate employees and leaders about intersectionality and its impact on workplace experiences.
- Create diverse mentorship programs: Pair employees with mentors who share similar intersectional identities to provide targeted support and guidance.
- Foster inclusive employee resource groups: Encourage the formation of groups that address the needs of employees with intersecting identities.
- Implement fair hiring and promotion practices: Use structured interviews and blind resume reviews to mitigate biases related to multiple identities.
The Benefits of an Intersectional Approach
By embracing intersectionality in their DEI efforts, organisations in Australia can:
1. Create a more inclusive technology workplace culture that values and supports all employees
2. Tap into a broader talent pool by attracting and retaining diverse candidates
3. Foster innovation through diverse perspectives and experiences
4. Improve problem-solving and decision-making by considering multiple viewpoints
5. Enhance their reputation as progressive and inclusive employers
As the Australian tech industry strives to close the gender gap, it’s crucial to recognise that gender diversity is just one piece of the puzzle. By adopting an intersectional approach to DEI, companies can address the complex and multifaceted challenges faced by women in technology careers. This not only benefits individual employees but also contributes to a more innovative, inclusive, and successful technology sector in Australia.
Project F is a respected social impact advisory that focuses on gender DEI in technology. Organisations that are accredited by Project F receive a range of resources to support People & Culture and Technology with DEI challenges, including intersectionality. Get in touch hello@projectf.com.au
