US Reporter

Pandemic Exacerbates Gender Gap in Tech Leadership: Women More Likely to Quit, McKinsey Report Finds

Women Leader

When Susan Wojcicki was named CEO of YouTube in 2014, she joined a group of female leaders making strides in Silicon Valley.

But her recent announcement that she is stepping down from leadership roles marks the end of an era in which the tech industry has lost an entire generation of game-changing female leaders, largely replaced by men. . 

While the tech sector has long struggled with the representation of women in leadership roles, the pandemic has exacerbated the issue.

The most recent McKinsey and Company and LeanIn.Org report on women in the workplace discovered that female executives in corporate America are more likely than ever to leave their jobs, and just a few days before Wojcicki made her announcement, Marne Levine, the chief business officer of Meta, announced that she would be leaving the company after 13 years with it.

None of the five largest US tech companies – Alphabet, Apple, Meta, Amazon and Microsoft – has ever hired a female CEO. Her Wojcicki position as CEO of Alphabet subsidiary YouTube has come closest to her. 

The lack of diversity in leadership has serious ramifications for the entire industry in addition to limiting opportunities for women. According to research, diverse leadership teams are more creative, successful, and adept at solving problems.

Inclusive Work

Additionally, the presence of women in leadership positions helps create a more inclusive work culture and attract a more diverse talent pool.  

In response to the issue, advocacy groups like Bridge, composed of dozens of diversity, equity, and inclusion business leaders, are calling for action. The tech industry must prioritize the promotion and support of women leaders, and provide opportunities for women to rise through the ranks and lead. 

This means implementing policies that address systemic barriers to advancement, offering mentorship and sponsorship programs, and creating more inclusive cultures that value diverse perspectives and experiences.

As the tech industry continues to progress and shape our world, it is crucial that it reflects the diversity of the people it serves. The loss of women leaders like Susan Wojcicki and Marne Levine is a setback, but it also serves as a call to action for Big Tech to do better and ensure that the next generation of women in the industry can thrive.

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An Ocean to Swim

Women have long faced an uphill battle in Silicon Valley, and the departure of Susan Wojcicki from her leadership role at YouTube marks the end of an era. Despite the progress made by trailblazing women like Wojcicki, the tech industry has yet to fully embrace diversity and inclusion.

According to Sima Sistani, co-founder and former CEO of Houseparty, who has held leadership roles at companies like Epic Games and Yahoo, having a network of other women was critical to her success. Unfortunately, such support is not always easy to come by in Silicon Valley, where a “bro-culture” has long dominated.

Even the most powerful women in tech are not immune to discrimination and harassment. Francoise Brougher, the former COO of Pinterest, sued the company for gender discrimination and retaliation in 2020, while Vijaya Gadde, Twitter’s former head of legal, policy, and trust, became the target of vicious online harassment campaigns.

Despite the presence of a handful of lesser-known women in the upper echelon of tech, including Meta CFO Susan Li and Lisa Su, CEO of chipmaker AMD, the tech industry as a whole has failed to create inclusive cultures that are able to attract and retain top talent. 

With the departure of Wojcicki and other high-profile women leaders, it is clear that more work needs to be done to promote and support women in the tech industry.

Laura Kray, a professor of leadership at the University of California, Berkeley, suggests that the lack of progress in this area may be due to a failure to fully embrace diversity and inclusion. If Silicon Valley is to truly thrive and innovate, it must do better in terms of supporting and promoting women and other underrepresented groups.

Women Leadership Isn’t Over Yet

As Sima Sistani, the co-founder and former CEO of Houseparty and current CEO of WeightWatchers, pointed out, women in tech have to “fight a little harder” to succeed in a male-dominated industry. Having a network of other women has been critical to her success, and she credits the women who helped support and blaze the trail forward.

Francoise Brougher, the former COO of Pinterest, sued the social media platform for gender discrimination and retaliation, shedding light on the demeaning and sexist comments that even the most powerful women in tech face. 

While there are still some lesser-known women in the upper echelon of tech, women leaders like Sistani and Wojcicki serve as role models for women in middle management who are striving to advance their careers.

Representation at the top is crucial, especially for women in middle management, the point at which women tend to see their higher career aspirations realized or thwarted. Without women in the C-suite who have faced similar challenges as they rose through the ranks, it could make this transition period tougher for next generation women leaders.

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A Set of Female Bosses

Despite the loss of women leaders in tech, Sistani encourages us to look for the places where things are working. Women CEOs now helm more than 10% of Fortune 500 companies for the first time in history. It is essential to celebrate the achievements and model set by women leaders like Wojcicki, even if we no longer have a female Big Tech CEO.

Diversity and inclusion are crucial for the tech industry’s success and growth, and having women in leadership positions is essential to drive equitable opportunities for all employees. 

The industry must prioritize succession planning to ensure that when a woman CEO steps down, there are other women ready to build on their progress. Only then can we hope to see a more inclusive and supportive culture in the tech industry.

Photo: PR Web

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