Developing women in a digital world

Abstract

Discusses the findings of a recent study into the development of women managers, in the field of information technology (IT). Addresses the key question as to why few women are entering IT. Provides an insight into the perception of women working in IT, and their role in this``fast-growing'' technological area. Identifies four obstacles ± gender stereotypes and attitudes, family responsibility, working time constraints, and lack of confidence ± that have had a restrictive impact on the careers of female managers employed in this field. Albeit each of these obstacles has an overlap of common characteristics, it was decided that it would be better to explore each in individual context for the purpose of clarity. Also evaluates evidence taken from``personal interviews'' carried out with 46 female delegates enrolled on a specialised IT training course, and 17 female managers from various companies. Uses structured questionnaire to elicit and record this data.

IT Education and Workforce Participation: A New Era for Women in Kenya?

“…Women are more likely to invest their earnings in their children, and to assume critical, life-sustaining responsibilities. Research further suggests that development policies and programs that assist women and girls can have a major impact on a country's overall development (World Bank, 2004;Hafkin and Taggart, 2001;Liu and Wilson, 2001). …”

“…Despite their relatively low involvement v , women represent a potential economic force in the region, partly because they constitute a larger part of the population and partly because of the sheer size of the female workforce (Hafkin and Taggart, 2001;Liu and Wilson, 2001). …”

“…The few women engaged in ICT-related employment typically hold clerical positions, which often do not lead to promotions. Hence, women are often limited to data entry and other low pay and low status jobs (Liu and Wilson, 2001 …”

Women in the IT Management – Analysis Dimensions

“…The difference in the US is around 10% [Frost & Sullivan, 2013], [Dice, 2013], which arguably compensates for any additional cost, especially given higher women's education level [Frost & Sullivan, 2013] There is lot of stereotyping of women having lower engineering skills that men -as perceived by men themselves [Küskü et all, 2007] and same applies in IT [Morgan, 2012], [Gras-Velazquez et all, 2009], [Catalyst, 2003], [Liu, Wilson, 2001. That makes hiring and promotion selection in the industry to favor men over women.…”

“…Influence Comment (f) Suitability of the job to personal situation -Work conditions in the IT /Barrier/ IT industry does not have "heavy, dirty and involving machinery" [Ismail, 2003] ,[UNESCO] conditions of other engineering branches, but on the other hand it has long hours [Tandon et all, 2012] [Morgan, 2012], [Küskü et all, 2007], [Catalyst, 2003], [Liu, Wilson, 2001] and "workaholic culture" [Huyer et all, 2005] [Tandon et all, 2012] shared with industry view [Parsons, 2013]. Hafkin & Huyer [2007] pointed to the fact that girls education in IT is often rudimentary and not enough for advanced jobs.…”