Improving Gender Balance Within Private Sector Technology Organizations: Which Internal Systems Matter

Hiring + hope ≠ Remedy.   Systemically addressing critical elements hindering gender equality, particularly transparency around promotional criteria and visibility of gender equality, offers the potential for change.  But at the heart of organizational inclusion is work culture. Everything stems from and leads to organizational culture.

Here is a systems map of all the elements influencing gender inclusion in the workplace. Where will you start?

Systems Map of the internal systems within private sector organizations that influence gender balance. The map show 5 main large blocks: hiring system, talent retention system (which is connected to), Staff Financial Compensation System (which partially overlaps with), Talent Development System and finally the Staff Socialization System

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Inter-organizational Relationships in Policy & Strategy Development: A Systems Map of Women’s Employment Project

Gendelity - System Map of Stakeholders only- MicroCredit Project WEETU Pearson 2002 showing 5 stakeholder groups: National Government, Unemployed Employee Workforce, Rural Low Income Women, WEETU and Funders

A Systems Exploration of Pearson’s Paper on the ‘Full Circle’ Project

The ‘Full Circle’, a project of the Women’s Employ, Enter & Training United (WEETU) group, is used to explain core systems thinking principles, including visual representation via a systems map.  Strategy, policy and programme development often suffers from impractical and unimplemented actions, and unintended consequences.  Systems thinking principles help avoid some of these challenges.   Additionally, three types of inter-organizational relationships, a form of tension which interacts with strategy and policy development, are also explored.  This article aims to be useful in strategy, policy, and programme development, particularly in collaboration with others.

FIRSTLY, …

Religious & Belief Discrimination – EU Workplace Attitudes Compared

Photograph of a large book which could be a religious book. The text overlay reads: Discrimination and working with others - Europe and Ireland compared

Explore different opinions about the grounds of workplace discrimination, such as belief / religion versus disability. Hiring, working together and the value of anti-discriminatory laws are considered. Throughout Irish attitudes and opinions are compared to our fellow European countries. Attitudes to working with those of different belief systems are compared. Despite broad support and comfort working with people of different belief systems, the data suggests that Muslims may be more likely to experience discrimination in Europe.

WHAT ARE EUROPEANS ATTITUDES TO DIFFERENT BELIEFS & VALUE SYSTEMS IN THE WORKPLACE?

Employment Gaps Between Women & Men in Northern Ireland – Census 2021

A collage of paper cut out faces in profile intended to depict the anonymity of census data. With text overlay: Economically Active

Workforce gender gaps, that is differences between the numbers of women and men in the workforce, is one way of considering workforce inequality. While the census does not contain information about salary, it does consider employment status, or rather “economic activity”. These statistics shed light on the overall difference between women’s and men’s employment gaps.

=> ARE THERE DIFFERENCES BETWEEN WOMEN & MEN’S EMPLOYMENT STATUS?