Research
The best practices and achievements of IT companies on retaining women employees
The “Femmes Digitales” – “Supporting Women in TECH” Public Union presents its 2023 year research on the best practices and achievements of leading IT companies of Azerbaijan in retaining women employees in the IT industry, which is done with the financial support of USAID/Azerbaijan Private Sector Development project. This initiative aligned with the objectives of the Azerbaijan Women’s National Business Agenda, aiming to raise awareness in the ICT industry. The comprehensive study focuses on three key areas: company policies on retaining women employees, evidence-based support for women in TECH, and the crucial role of TOP management in fostering a supportive environment.
The research explores the diverse approaches employed by leading companies to address the challenges faced by women in the field, including the persistent gender stereotypes that hinder their progress.
One of the main focuses of this research is the analysis of company policies that support the retention of women employees. We explore the measures adopted by organizations to create inclusive work environments, promote gender equality, and ensure that women feel valued and supported. The research highlights successful strategies such as implementing flexible work arrangements, providing skill development programs, and advocating for equal pay based on skills and experience rather than gender.
Furthermore, the study delves into evidence-based support for women in tech within organizations. It showcases initiatives and practices that enable women to thrive in their careers, such as mentorship programs, networking opportunities, and training and certification support. These efforts not only enhance the professional growth of women but also contribute to breaking down stereotypes and building a more diverse and inclusive tech industry.
In conclusion, the research recognizes the pivotal role of top management in supporting women in tech. It highlights the significance of leadership commitment in promoting gender diversity, fostering a culture of inclusion, and providing equal opportunities for career advancement. The study explores examples of how top management can actively champion women employees, inspire change, and drive organizational strategies that support gender equality in the workplace.
A2Z Technologies
Company’s policies on retaining women employees:
- Offering flexible work arrangements and remote work options to help women balance their work and personal lives.
- Providing training and development opportunities to help women advance in their careers and gain new skills.
- Offering mentorship and sponsorship programs to help women connect with and learn from senior leaders within the organization.
- Conducting regular diversity and inclusion training for all employees to raise awareness of unconscious biases and promote a more inclusive workplace culture.
- Conducting regular employee surveys to understand the experiences and needs of women employees and using this feedback to inform policies and practices.
Evidence-based support for Women in TECH in organization: Several initiatives were implemented to support and promote women in tech, including:
- Offering coding bootcamps and other training programs to help women develop technical skills and advance in their careers;
- Implementing blind screening processes to reduce the impact of unconscious biases on the hiring process;
- Providing networking and mentorship opportunities to help women connect with and learn from other women in tech and senior leaders within the organization;
- Conducting regular diversity and inclusion training for all employees, with a focus on addressing biases and promoting a more inclusive workplace culture
- Offering competitive compensation packages and benefits, with a commitment to eliminating the gender-based pay gap
How TOP management has supported women in TECH:
- They assisted women to plan their careers and move up in them by being mentors, sponsors, and advocates.
- They worked to make the workplace a more welcoming place for everyone and to get rid of any unconscious biases that exist within the organization.
The TOP management regularly participates in diversity and inclusion training and has demonstrated a strong commitment to promoting diversity and inclusion in all aspects of the company. Their leadership and dedication to diversity and acceptance supports and promotes women in tech.
Outcome
The fact that company works hard to promote diversity and inclusion in TECH has helped the to increase incomes. According to a recent study, companies with more diverse workforces are more likely to have higher financial returns. Also, the efforts to promote diversity and inclusion have helped to find and keep top employees, which has improved overall performance.
Digital Umbrella
The Digital Umbrella company was founded in late 2021 and is a high-tech company mainly working in the field of developing automation products for the agricultural sector. In just 1 year, the company’s staff has grown from 3 people to 66 employees, of which 57 are highly qualified specialists in development, management, data and project management, remote sensing engineers, AI labs, and IT engineers. The gender ratio in the tech staff is 65% male and 35% female, and in the near future, the company plans to equalize this indicator. From the very beginning, the top priority is to create a fair, safe, and sustainable working environment. Company staff cares about equality, diversity, and inclusion in the company.
Company’s policies on retaining women employees:
- participate in the preparation of a new generation of tech specialists in the country with equal employment rights. At the beginning of this year, the company’s core values were established, the first of which is People.
- follow the policy of gender equality in the workplace by signing a Statement of Support for the Women’s Empowerment Principles, by treating all women and men fairly at work – respect and support human rights and nondiscrimination. In the team, there are different people, representatives of national minorities, forced migrants, veterans, and participants of the First and Second Karabakh wars, etc. The recruitment process, work distribution, performance evaluation, and remuneration are equally applied to everyone. The recruitment policy prohibits specifying the gender of the required candidate in job postings, and remuneration is based on the scope of work performed and the staffing unit, not gender. Men and women working in similar positions receive the same pay.
Evidence-based support for Women in TECH in organization:
- Ensure the health, safety, and well-being of all women and men workers: a flexible time of working (08.00-17.00, 09.00-18.00, 10.00-19.00), which helps employees to spend less time on road to work, given traffic jams and the traffic of taking children to school and hybrid working system has been introduced, employees working remotely one day a week. One day a month is considered a permitted day off. In addition to the main vacation, employees have the right for paid absence from work on certain days stipulated in the company’s code. (For example, the day when a child goes to first grade, a birthday, a wedding, etc.) Various conditions have been created in the office to provide a comfortable working environment, such as two rest rooms (equipped for quiet relaxation and reading, and an active room for board games and physical activity), and a ping-pong room. Employees have been given access to a physical activity and sports program (Push30), as well as the opportunity for men and women to play football and attend yoga classes during non-working hours.
- Promote education, training, and professional development for women. The company provides access to training programs and offer internal training opportunities. The company has adopted personnel development policies, paying for their professional development, which this year is focused on developing their functional skills and professional certifications (Red Hat, PMP, PMI, etc.). 80% of those undergoing training this year are for women.
How TOP management has supported women in TECH:
- Gender Equality in Leadership: The company’s top management consists of two individuals, one of whom is a woman serving as the CEO. Additionally, among the six managers at the C level, three are female. This commitment to gender equality in leadership positions demonstrates the company’s dedication to promoting women to influential roles within the organization.
- Fair Treatment and Non-discrimination: Digital Umbrella follows a strict Code of Conduct that prohibits any form of discrimination based on any criteria. The company values equality and diversity, welcoming individuals from different backgrounds, including national minorities, forced migrants, and veterans. The recruitment process, work distribution, performance evaluation, and remuneration are all applied equally to every employee, ensuring fairness and equal opportunities for both men and women. The company’s recruitment policy also refrains from specifying the gender of required candidates in job postings, ensuring a gender-neutral approach to hiring.
- Flexible Working Conditions: The company recognizes the importance of work-life balance for its employees, particularly for women who often have additional responsibilities. Additionally, the company has introduced a hybrid working system, enabling employees to work remotely one day a week.
- Health and Well-being Initiatives: Digital Umbrella prioritizes the health, safety, and well-being of all its workers, including women. The company has created a comfortable working environment by providing designated rest rooms for relaxation and physical activities. Additionally, employees have access to a physical activity and sports program, including opportunities to play football and attend yoga classes during non-working hours. These initiatives promote the overall well-being of employees, creating a positive and supportive work environment.
Digital Umbrella’s top management has implemented a range of measures to support and empower women in tech, including promoting gender equality in leadership, ensuring fair treatment and non-discrimination, providing flexible working conditions, prioritizing health and well-being, and investing in education and professional development. These initiatives foster an inclusive and supportive environment for women, enabling them to thrive and succeed in the tech industry.
MONT
Company’s policies on retaining women employees:
MONT has implemented several policies to retain women employees and create a supportive work environment for them. These policies include:
- Equal Pay: The company ensures that there are no financial differences in salaries between male and female employees. Compensation is based on skills and experience, promoting a fair and equal pay structure.
- Skill Development: MONT actively encourages women to develop their soft, hard, and tech skills. By investing in their professional growth, the company aims to empower women to pursue their dream careers in IT and programming.
- Leadership Support: The general director of the company is a strong advocate for women employees. They inspire and promote women’s professional skills, entrepreneurial personality, and independent thinking. This support from top leadership helps create an inclusive culture and fosters women’s retention in the organization.
Evidence-based support for Women in TECH in organization:
MONT LLC provides evidence-based support for women in tech through various initiatives and practices. Some of these include:
- Women in Leadership: The top management of MONT consists of three women, all in top management positions. This demonstrates the company’s commitment to promoting women’s representation in leadership roles and providing them with opportunities for career advancement.
- Skill Development Programs: MONT actively encourages women employees to develop their technical skills by providing training programs, workshops, and mentoring opportunities. These initiatives help women stay updated with the latest industry trends and enhance their expertise.
- Inclusive Work Culture: MONT strives to create an inclusive work culture where women feel supported and valued. This includes fostering a respectful and diverse environment and promoting work-life balance.
How TOP management has supported women in TECH:
The top management of MONT LLC has played a pivotal role in supporting women in tech. Their support is evident in the following ways:
- Women in Leadership: All three top management positions in the company are held by women. This demonstrates a commitment to promoting gender diversity at the highest level of decision-making and serves as an inspiration for other women employees.
- Encouragement and Inspiration: The general director, as the company’s leader, genuinely supports and promotes women employees. They inspire women to develop their professional skills, entrepreneurial personality, and independent thinking.
- Equal Opportunities: The top management ensures that women have equal opportunities for growth and advancement within the company. They provide mentorship, guidance, and resources to help women employees excel in their careers and overcome any potential barriers.
- Policy Advocacy: The top management actively advocates for policies that support women in tech, such as equal pay and skill development initiatives. Their involvement in shaping organizational policies ensures that women’s needs and concerns are addressed and prioritized.
Overall, the top management’s support is instrumental in fostering a culture of gender equality, empowering women in tech, and creating a workplace where all employees can thrive.
Fominov Consulting
Company’s policies on retaining women employees:
- Gender Equality: Fominov Consulting currently maintains absolute gender equality in the company. In every department, including the management board and technical divisions, female representatives are present, and their number is constantly growing. The company does not prioritize gender differences but rather focuses on an individual’s potential and their willingness to develop and acquire new knowledge.
- Work-Life Balance: The administration provides working conditions that support work-life balance. Employees, including women, are granted flexible daily and vacation schedules, including the ability to work remotely. This flexibility allows women to balance professional activities with family responsibilities and adapt their work schedule to combine work with study.
- Skill Development and Training: Fominov Consulting emphasizes the importance of self-education and development for all employees, including women. The company actively supports and invests in training programs, specialized exams, and certification to improve the professional skills of its workforce. Financial support for training programs is provided not only for core technical specialists but also for project managers, accountants, HR employees, and others.
- Equal Participation and Representation: Women in Fominov Consulting are equally involved in all stages of projects, including the development of technical solutions, logistics, project management, implementation, and support. They also have the opportunity to represent the company at international IT conferences, ensuring equal participation and recognition.
Evidence-based support for Women in TECH in the organization:
- Women in Leadership: The company has achieved a significant milestone in gender equality in leadership positions. Currently, half of the managing positions in the company are occupied by women, demonstrating the company’s commitment to promoting women’s representation in leadership roles.
- Skill Development and Training Opportunities: Fominov Consulting encourages women to enhance their professional skills through training programs, certifications, and specialized exams. The company covers the expenses associated with these programs, ensuring that women have equal access to skill development opportunities.
- Inclusive Project Participation: Women in the company are actively involved in all stages of projects, which reflects the company’s commitment to inclusivity. Their contributions are valued, and they have the opportunity to showcase their technical expertise and abilities alongside their male colleagues.
- Support for Women in IT Communities: The company actively supports various legal entities, individuals, and communities that aim to empower and support women and girls in the ICT industry. The company sponsors events for high school students, aiming to convey the opportunities available to women in the IT industry. This support extends to sponsoring children’s ICT events as well, fostering gender equality and breaking stereotypes from an early age.
How TOP management has supported women in TECH:
- Women’s Decision-Making and Influence: Women in the management team have an equal footing with men and actively contribute to decision-making processes. They have a significant role in shaping the company’s development strategy, demonstrating that their opinions and expertise are valued.
- Career Transition and Retraining: Fominov Consulting supports women who wish to make a career change and transition to the field of ICT. The company provides opportunities for women coming from diverse backgrounds such as medicine, philology, linguistics, and aviation to retrain and succeed in the ICT industry.
- Validation and Recognition: The top management ensures that women are recognized and valued within the organization. The company’s commitment to diversity and inclusion is reflected in its certification according to the international quality standard ISO 9001:2015, in which every employee has contributed. This certification validates the company’s dedication to maintaining a supportive and inclusive work environment.
- International Team Building: Fominov Consulting aims to build an international team, embracing women talents from various backgrounds. The company employs non-Azerbaijani individuals and makes efforts to legalize their work permits, demonstrating support for diversity and creating opportunities for individuals from different nationalities to thrive in the IT industry.
The top management’s support, combined with the company’s policies and initiatives, promotes an inclusive and supportive environment for women in tech at Fominov Consulting.