The telecoms industry has come a long way in terms of diversity and inclusion, but gender balance is still way off. In 2022, only 37% of the global telecoms workforce is female. For such a bustling, fast-growing sector, this needs to change.
Qoolize is playing its part in that change. Having a women-friendly workplace is a key part of my role, and for that to work, Qoolize and the wider industry have various steps to take. Here’s what we’re doing so far.
Raising awareness
It’s challenging to solve a problem when your team isn’t aware of just how big the issue is. Supporting women in telecoms starts with understanding and listening to their issues – and there are multiple ways to do this.
- Unlearn subconscious bias: Evidence like experience, merit, and competency are all key signs that someone is good for the job, regardless of gender.
- Diversity and inclusion training: Sessions on undoing preconceptions, using gender-neutral language, and empowering female employees can make waves in the workplace, as long as they’re a consistent part of company operations. Remember: one-off events can be seen as performative, harming your company’s inclusivity efforts.
- Champion female leaders: Women are integral to how businesses function. Show women and younger people that they can reach senior positions.
Supporting professional and personal growth
The gender gap widens when it comes to promotions. Only 52 women in technical roles are promoted to manager for every 100 men. This shows a clear need for competency-based evaluation and a new system when it comes to career development.
Talented women should not just be included, but elevated. One of the ways we do this is through structured mentorship, where those seeking progression have tailored support that fits them, their lifestyle, and their way of working.
This is especially important when it comes to parenthood. Mothers are often victims of pay cuts, unrealistic working hours, or even dismissal. But we support a more flexible system, offering remote or hybrid roles. Adjustable schedules are optimal for women who have to juggle a career and childcare, allowing them to work earlier or later, depending on external needs.
Leveling the playing field
These improvements should be implemented permanently. More than anything, we need women to feel valued in the telecoms industry and to show others that there is a path to success.