Summary of Winning the Race for Women in Digital

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Technology’s growing reach means that “all companies will soon be tech companies,” says this Boston Consulting Group report. To find enough digital talent, firms must do a better job of attracting and retaining qualified women. This pithy article is a starting checklist for anyone concerned with recruitment or tech.

In this summary, you will learn

  • Why recruiting and keeping more female employees gives an edge in the competiton for digital talent, and
  • What measures best improve the chances of achieving diversity goals.
 

About the Authors

Frances Brooks Taplett, Matt Krentz, Miki Tsusaka and Bernd Ziegler work for the Boston Consulting Group.

 

Summary

Despite the competition for digital talent, many firms are neglecting an important candidate pool: qualified women. Women hold 36% of science, tech, engineering and math (STEM) degrees, yet they represent just 25% of STEM professionals. Gender balance improves a firm’s innovation and resilience and strengthens engagement among female employees. Yet many women who take a STEM position leave. Gender disparity at any phase of the employment lifecycle – recruitment, retention, advancement and leadership selection – affects the other phases. Executives must improve all four phases while viewing their diversity effort as a “long journey” beginning with these nine steps:


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