My media tech team is 50-50 gender – here’s how we did it
Media Leaders
Yes, tech in media is a male-dominated field. But if you work hard and smart you can achieve a 50-50 gender split in your team, writes Merkle UK’s analytics practice lead
While businesses are all much more aware of the advantages of driving inclusive cultures (73% of companies with gender equality practices increased their profitability in 2021) in reality, the tech sector with its male bias still has a way to go.
However, the battle to retain the best talent is more intense now than ever before, and the pandemic has actually acted as the catalyst needed to spark change and create a more level playing field when it comes to equality.
As a result, there is no better time for media and tech companies to implement strategies that actually work when it comes to creating diverse workplaces – not just for recruiting the best talent but for retaining it too.
At Merkle, I head up the UK Analytics Practice where we have 50/50 gender split in our department.
In an industry where women only account for 15% of data scientists this is something that we are hugely proud of. For other leaders looking to create a more balanced workplace and benefit from the advantages that come from this, in a male-dominated industry, there are some important things to bear in mind.
Ingrain hygiene factors that help
Sometimes the smallest changes to internal processes can ensure good habits are formed that drive real change, rather than sparking fleeting initiatives that fizzle out.
For example, we ensured that we interviewed a 50/50 gender split for all candidate roles across the board. This soon ensured that we were seeing a gender-diverse pool of candidates; this works across all areas of inclusion.
Diversity at every level
The reason that we have managed to maintain our gender balance is that we didn’t just concentrate on increasing female representation at board level (as is often the focus for organisations).
Instead, we looked at representation across the business. This unlocks certain capabilities – not only does it demonstrate that Merkle is an inclusive and kind place to work, but it also allows us to have balanced interview panels to show candidates the real face of our brand.
An interview is just as much a potential candidate discovering things about a company as it is the reverse.
Maintain flexible working for all
Flexible working patterns were a necessity when the pandemic hit in order for organisations to survive.
This must be maintained as part of the ‘new normal’. The focus should not be on when, where and how work is completed. Leaders should instead concentrate on the completion of work itself.
This widens the opportunities for people from all different communities and lifestyles to fit work around their daily lives, not fit their lives around work.
Not only will this help employees adjust for long term problems such as the school run, but in pregnancy or any other long-term break from normal work life, a slow transition back into the office only makes sense to ensure employee wellbeing.
Targeted efforts can be highly effective
Don’t expect diverse talent to automatically come to you. If you aren’t known for being an inclusive employer – why would they?
At Merkle, we target events that focus on Women in Tech/Women in Data as a means to help traditionally less-recruited minorities to find us. Shortlisting specific genders at the recruitment phase and being open and honest about policy is integral to attracting the right talent.
Our apprenticeship programme focuses on those from less traditional socio-economic demographics, as the stone-cold fact is that many people from under-represented groups have not had the same opportunities as others. Providing the right training once on board is also crucial.
Across the sector there is a huge shortage in tech talent, so this should be an area of focus not just to help individual organisations but the UK tech industry as a whole. We need to start teaching tech (and not just to boys) at a much earlier age.
This needs to come from business and not just government in order to ensure the future of our sector.
Step by step, we can not only increase productivity and improve culture, but drive social change as a force for good.
Dan Wigley is analytics practice lead at Merkle UK