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Creating a Women-Friendly Workplace: Page 2 of 2

Addressing the challenges female workers face is key to hiring and retention. By Jennifer Oladipo

Ragusa-McBain notes that not all roles require degrees. Nor should experience from outside traditional tech pathways be an automatic no. “If you want somebody more experienced, you can look at reverse mentoring,” or training women to fill some skills gaps, she suggests.

Michelle Ragusa-McBain

Even young women with STEM degrees can feel discouraged from pursuing tech careers, so Ragusa-McBain suggests finding them before they graduate. “Partners aren’t showing up at career days, even though technology impacts the world so much,” she says. “Every company has the ability to hire what they need or what they’re missing and connect with local trade schools and universities.”

If your current resources for posting jobs or seeking referrals aren’t yielding women candidates, Ragusa-McBain recommends the Tech World’s Half Facebook group and CompTIA’s Advancing Women in Technology Interest Group.

Finally, when you do find that great candidate, base your offer on industry norms for her role, advises Ragusa-McBain. Basing the salary offer on her previous employment will likely perpetuate a disadvantage she’s already experienced elsewhere.

Image: iStock

About the Author

Jennifer Oladipo's picture

JENNIFER OLADIPO is an award-winning business journalist. She’s written for national and international publications focused on science and technology sectors and has held communications positions in multiple organizations, including a Fortune 200 technology company.

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