How women only leadership programmes help close the gender pay gap

Technology may be a trail-blazing sector but when it comes to the gender pay gap, men are still out-earning women from promotions to pay cheques.

At the same time, there are increasing demands from both shareholders and employees for a diverse and inclusive workforce. Not just because it’s good for profitability but it increases productivity and enhances your reputation as a world-class employer.

Women feel less entitled than men

A report published by The Female Lead earlier this year found that “Women have been socially conditioned to feel less entitled than men in all areas of their lives and this has created a big entitlement gap between men and women.

This means that even in organisations with a strong commitment to workforce diversity, we see career progression plateau for mid-career women while male progression continues to rise.

When you develop target-driven action plans, it sends a clear commitment that you understand what is causing your pay gaps and that you will take meaningful steps to address those challenges.

A women’s leadership development programme is one tangible initiative that gets a significant return on your investment.

But if you’ve never offered one before, it may be overwhelming to start with an in-house initiative. That’s why I offer employers the opportunity to send your staff to participate in a public Women In Technology Leadership programme.

Get in touch to find out more about my next public programme which starts in June 2021.

Why a women only leadership programme?

Given that the technology sector tends to be male-dominated, it’s appropriate to introduce a women-only programme.

Such initiatives are welcomed by women because they provide a safe environment for discussion and an opportunity to talk about particular perspectives that women experience in (and out of) the workplace.

Whether you run in-house or send participants to a public offering, a women’s leadership development programme will:

  • Enhance your reputation as a forward-thinking employer taking proactive steps to develop and retain its female talent which means that you are more likely to attract (and retain) the best female talent.
  • Give an opportunity for participants to be inspired, encouraged, motivated and held accountable so that the participants become leading role models which means that the programme has a ripple effect.
  • Offer a structured format exploring key principles of authentic leadership so that participants develop confidence in their leadership skills, communication skills, emotional intelligence and self-awareness which means that they become genuine advocates to support you in adapting the cultural landscape.
  • Build skills in areas where women may feel uncomfortable or less confident such as self-advocacy, negotiation, or taking credit for achievements which means that they are better informed and equipped to take ownership for their own careers.
  • Create access to a professional network, a ‘circle of trust’ so that they become more creative and productive with the pooling of expertise and experience which means that they are better equipped to tackle your technology challenges.

The advantages of public training over in-house programmes

Let’s explore the key advantages of sending your female talent to a public training programme:

  • Participants mix with people from different companies and backgrounds so that they gain fresh perspective and new insights which means that they develop original and innovative approaches.
  • Participants are less likely to become isolated and stuck in the ‘traditional’ ways of doing things, which means that they are more likely to develop modern and inventive products.
  • Increased privacy and confidentiality so that participants feel safe to share challenging scenarios which means that they are more likely to tackle similar situations in a more mature and considered way in the future.
  • More cost effective than running a full women’s leadership programme in house which means that you are more likely to get budget approval to ‘test the waters’.
  • You don’t need to book meeting rooms and organise supplies which means that it reduces the administrative burden.
  • Work with an established specialist in women’s leadership development which means that you get the benefit of deep-rooted knowledge and experience.

My next public programme – June 2021

It’s for these reasons that I’m offering you the opportunity to send your female talent to my next public Women In Technology Leadership programme.

The price per participant is just £3,000 and the next cohort begins on 28 June 2021.

There is minimal pre-registration involved.

Plus it’s virtual so there are no travel costs involved and your employees can attend from anywhere in the world.

Get in touch today if you’re ready to do more to develop your female talent and start to close the gender pay gap.

A powerful way for tech companies to support female talent development

A powerful way for technology companies to support female talent development is by great way to develop your female tech talent is to sponsor them to attend external networking events.

One of the best ones coming up in the summer is the WomenTech Global Conference which runs from 7-11 June 2021.

I’m delighted to be invited to be one of the speakers when I’ll be talking on How to Manage Your Career with Confidence And Purpose to Realise Your Ambitions.

I’ll be sharing how to make the most of 3 Cs of Clarity, Commitment and Community in order to make a bigger impact so that women can take control of their careers – rather than give away control of their career.

With more than 500 speakers, there’s bound to be several talks of relevance to your staff. 

The event has something to offer if you’re a software engineer, product manager, designer, data scientist, business manager in tech, work for a tech company, startup, digital agency, consulting firm or in a tech department.

Your staff can learn the latest technology, grow their skills and deliver more value to your organisation by attending WomenTech Global Conference (WTGC).

Support your female talent to build a stronger network with women in tech communities worldwide, collaborate locally and globally, find new opportunities and contribute to the community to make an impact.

Find out more HERE.

Plus it’s virtual so your female talent can attend from anywhere in the world.

Let’s talk

If you’d love a call to explore how I can help your company develop and retain female talent to close the gender pay gap, let’s talk. Email me today at sherry@sherrybevan.co.uk.

About Sherry Bevan

Leadership consultant, author and speaker, Sherry Bevan is a former Global Head of IT Service for a City law firm. In 2012, after 25 years in the City, she set herself up as an independent consultant and coach.

Sherry specialises in partnering with technology companies to develop and retain their female talent so that they get promoted which means that you close the gender pay gap, through workshops, development programmes and 1:1 coaching.

Get in touch by email or via LinkedIn to book a call to find out how you can work with Sherry to develop and retain your top female talent.

Top 3 predictions for tech companies who want to close the gender pay gap

Have you reported on your gender pay gap yet? 

As of Friday last week, the number of companies to make their disclosures was just 2,528 which inevitably brings into question the commitment of employers to tackle the gender pay gap. 

Although employers now have until October to report, both the EHRC and the CIPD  have urged employers to report their figures by the usual reporting deadlines i.e. 4 April for the private sector. 

Top 3 predictions for tech companies who want to close the gender pay gap

On LinkedIn last week I shared my top 3 predictions for closing the gender pay gap in 2021

In summary, my predictions are:

  1. The Gender Pay Gap in the technology sector will worsen not improve
  2. An increased focus to improve flexible working practices
  3. Too much focus on the gender pay gap numbers and not the bigger picture

Check out the article HERE to see if my predictions correlate with yours. 

What else I am doing to develop and retain female tech talent this month

One of my technology company clients is about to launch a new women’s network. I’m going to be their keynote speaker at their launch event to talk about how to use networking and personal branding for maximum impact on your career success. 

We’ve worked together to develop a presentation whose aim is to help participants: 

  • recognise the benefits of networking to create positive influence and impact which means that they will be more successful in applying for more senior roles
  • understand how skills such as listening, empathy, and emotional intelligence contribute to building strong business relationships which means that participants feel confident networking in a way that feels authentic and achievable
  • get inspired and encouraged to create and implement effective networking strategies which means that they are more likely to put these into action, even if they are an introvert
  • leave the session with tangible and practical takeaways which means that they will be able to confidently network online or work a room from starting a conversation to elegantly moving onto the next conversation
  • get motivated to leverage their network with authenticity which means that they are more likely to progress their career more quickly

Let’s talk

If you’d love a market insight call to explore what the technology sector is doing to develop and retain female talent to close the gender pay gap, let’s talk. Email me today at sherry@sherrybevan.co.uk.

About Sherry Bevan

Leadership consultant, author and speaker, Sherry Bevan is a former Global Head of IT Service for a City law firm. In 2012, after 25 years in the City, she set herself up as an independent consultant and coach.

Sherry specialises in partnering with technology companies to develop and retain their female talent so that they get promoted which means that you close the gender pay gap, through workshops, development programmes and 1:1 coaching.

Get in touch by email or via LinkedIn to book a call to find out how you can work with Sherry to develop and retain your top female talent.

How to use story telling to close the gender pay gap

It might be a new year but I’m still asking the same question … what do we need to do to close the gender pay gap? 

Particularly for women in technology.

What’s so special about women in technology? Everything and nothing.

Everything because technology has been my chosen sector for the past 30 years. Nothing because the gender pay gap is rampant across all sectors.

So what’s the story that your organisation is telling about the gender pay gap in National Storytelling Week which runs from 30 January to 6 February?

You might think of National Storytelling Week as a campaign for school children, however storytelling is an important part of our cultural heritage. And it’s a great opportunity to try something new and different to tackle the gender pay gap.

Since the beginning of time, we’ve always enjoyed storytelling. Think of the cave paintings from 80,000 years ago. Or the hieroglyphics of ancient Egypt.

So how does telling a story help you to retain and develop your female talent so that you can close the gender pay gap?

Storytelling can make a significant contribution to internal communications and employee engagement. It can be a highly effective change agent to help you introduce and advance organisational change.

Stories can stimulate people to think differently. It gives your female talent an opportunity to project a different vision of themselves in the future so that they are more likely to put themselves forward for promotion or to apply for leadership roles.

Storytelling also gives your leaders and managers a better understanding of how and why to do things differently, by providing concrete examples rather than abstract concepts, which means that you can accelerate organisational change.

If you’d like to explore how storytelling can help retain and develop your female talent, let’s talk. Whether or not this is a new concept for you, your organisation has a fabulous opportunity to use storytelling to celebrate International Women’s Day on 8 March.

If you’d like to discuss what your organisation is doing to develop and retain its female talent and close the gender pay gap, let’s talk.

Get in touch with me HERE to book a call.

Why increasing diversity is a top 10 trend in IT industry

According to Carolyn April, senior director of industry analysis at CompTIA, increasing diversity is one of the 10 trends to watch in the IT industry in 2021.

As reported in the IT Industry Outlook 2021 report, it’s time for companies to move beyond awareness of increasing diversity to public accountability on deliverables.

We know there have been 100s of initiatives and yet progress in many parts of the IT industry is painfully and embarrassingly slow.

One of the reasons that I’m writing a white paper (to be published March 2021) is to explore what is working and what is not to increase diversity in the IT sector.

Is it time for a new approach?

Will your organisation be setting public goals for diversity? And if not, why not?

Please get in touch if you’d like to discuss your 2021 diversity plans.

New Year, new career?

If your current mantra is New Year, New Career, you’ll love my series of Career Conversations starting on Monday 6 January 2020.

When you’re job hunting or thinking about getting started with the job search, it’s really helpful to hear the real stories and challenges that other women dealt with.

It’s good to know you’re not the only one with fears, worries and doubts.

It’s even better to know that you CAN deal with those challenges.

My Career Conversations series is a sample of what to expect when you join the Career Club online membership community.

To join the Career Conversations (for free), come and join us in the Career Conversations Facebook group.

p.s. who else do you know who’s job hunting or thinking about it? please do share the news about my live 2020 Career Conversations

Elected NCT President – the job I always wanted

Never let go of your dreams.

On Saturday 16 November 2019 I was elected as NCT President. It’s a role I’ve been thinking about and dreaming about for many years.

It finally came true. It wasn’t a straight line from “Yes I want this role” to “Yes I have this role“. There have been many twists and turns. I first ran in 2015 and was unsuccessful that year.

However I truly believed I could be a good President. And I absolutely believe in this charity and what we do.

My husband has joked for years that I’m NCT to my bones.

Which goes to prove that when you really want something, keep going.

Stay strong.

Be determined.

Brush yourself down and pick yourself up when things don’t go the way you want the first, second or third time ….

Take on board the learnings then try, try, and try again.

The LinkedIn Kickstart

Sign up to join the Priority waitlist <<HERE>>.

The LinkedIn Kickstart is for you if you want to

  • create a powerful LinkedIn profile that gets you noticed
  • make a bigger impact at work and take your career to the next level
  • understand what employers or potential clients expect to see on your profile
  • develop your expert authority to showcase your experience and achievements
  • build strong relationships and network without being pushy
  • enhance your personal and professional brand

You’ll get 12 modules – each with a short video and a worksheet with a bite-sized task (plus a ‘when you’ve got more time‘ extension task too).

You’ll get invited to a private Facebook group where you can share your thoughts, ask questions, get feedback and be inspired.

In the meantime I’ll add you to The Confidence Guide which is published weekly, jam-packed with tips and tricks for ambitious women who want clarity and confidence. And we’ll talk again when we get started.

Click <<HERE>> if you want to get noticed on LinkedIn today!

If you know already that you want more personalised help than I can offer in a group programme, or you want to get started right away, a one-to-one personalised LinkedIn Profile review could be what you’re looking for.

Ready to get started?  Join the priority list today so you don’t miss a thing when the next live round starts.

I can’t wait to share my knowledge and insights with you and hopefully you’ll learn to love LinkedIn as much as I do.