How can women take more innovative paths in technology?

According to data released by the General Registry of Employed and Unemployed Persons (CAGED), from 2015 to 2022, the increase in female participation in the technology sector was 60%. Although this information is encouraging, there are still many advancements needed in this market regarding gender issues. The barriers faced by women in the technology field are multifaceted, but one of the main ones lies in education and entry.

Traditionally, women have been underrepresented in science, technology, engineering, and mathematics (STEM) programs — resulting in fewer women entering technology careers from an educational foundation. Additionally, there is a lack of role models and, consequently, a social perception that these fields are more suitable for men.

Historically, women’s contributions in this segment have been numerous. The movie “Hidden Figures” is an excellent example of how cinema portrayed and celebrated female contributions in technology and science. The production tells the real story of three black professionals who worked at NASA and played key roles in the United States’ space program during the 1960s. The narrative inspires and highlights the journey of virtuous scientists who left a lasting legacy.

In this regard, we can pave more innovative paths in technology by primarily seeking opportunities for continuous learning, developing technical and leadership skills, mentoring, networking, and challenging the gender stereotypes that still permeate the sector. A support network and sharing experiences are also important for career progression. I also believe that having women speaking at technology events encourages other executives to pursue this path, contributing to their identification with these professions. However, it’s worth noting that not all women have the interest or ambition to be executives or leaders and may opt for technical roles, which is perfectly fine as long as they are doing what makes them feel fulfilled.

Furthermore, innovation can also be an ally in a technology career by creating space for new ideas and approaches, allowing women to stand out with their unique skills and contributions, and assisting in the creation of more comprehensive and effective products and solutions that meet the needs of society as a whole.

However, despite advancements, there are still prejudices and gender stereotypes, difficulties accessing career opportunities, and the existence of a culture in more traditional companies that is often not inclusive. I agree with the statement made by Phumzile Mlambo-Ngcuka, Executive Director of UN Women, who said, “only half is an equal part, and only equal is enough.” Just as code is more efficient when free of bugs, society is more prosperous, humane, and inclusive when free of gender inequalities — both require constant corrections and commitment to excellence.

Of course, challenges can be overcome through measures that promote diversity and inclusion, such as implementing more inclusive recruitment and selection policies, mentoring programs for women in technology, creating safe and respectful work environments, and encouraging education and training from the ground up so that they become interested and prepared to work in this sector. The company I work for, for example, already has measures in this direction and has 14 women in leadership positions, meaning 58% of our leadership team are women. Additionally, throughout 2023, 34% of all hires for our delivery areas were women — totaling 22% of women in technical positions.

As a woman, I have witnessed various situations. For example, once I was conducting a workshop on data science and some people — especially men — entered and left the room, thinking they were in the wrong place. In their minds, they expected a man to be presenting because of the topic. I understood that the participants’ reaction was part of a cultural construct that needed to be redefined. Deconstructing gender stereotypes is a collective responsibility that requires the active involvement of society as a whole, working together to promote a culture of equality, diversity, and inclusion.

When we are taught and encouraged with the certainty that we can be whatever we want to be, we are also strengthening a mechanism of empowerment. We need to increasingly combat phrases that reinforce exclusion, such as: “you must be an exception, because women are generally not good at programming”; “it is rare to see a woman leading a development team”; or “maybe you should consider a career more suitable for women.”

As a practitioner of the martial art Muay Thai, I learned that on the mat, the “fight” is for my physical and mental health. In IT, it’s for the inclusion of more women in this world. In both scenarios, the presence of the male gender prevails, but it is essential to understand that we have the power and the right to fully participate and that, yes, we should occupy these spaces more and more, as they are also ours. True achievement will come when there is equality of access and opportunities in both arenas.

This article was originally published in Startups.