Stakeholders in the Information Technology and Telecommunications sectors are developing national and corporate initiatives to ensure greater participation of women in all areas of the sector.
Signatory European and International stakeholders now propose together a Code of Best Practices for Women in ICT that reflects recent positive developments and seeks to be a rallying point for other stakeholders wishing to support and promote the greater participation of women in the sector. The Code aims not only to ensure that more women choose careers in the sector but also that they are encouraged and supported to remain and progress in their chosen area of work. This code will be subject to national and international practices.
The Code covers different areas of practices, namely: Education, Recruitment, Career Development, and Return to work after leave.
Organise workshops/meetings/school visits to companies for female students in secondary education to make contacts and start mentoring processes with young female employees of the ICT sector.
Organise sponsorship of school projects, summer technical camps and finance competitions, awards, technology projects, school film productions aiming to break stereotypes, promote role models and show different facets of ICT work.
Analyse the gender statistics within the company and compare them with local and sector market data, using the results of the analysis to help managers design measures to fill the gap;
Use recruitment procedures that promote diversity and ensure that short lists include candidates of both sexes where possible.
Set up forums and events with other networks/organisations for women and arrange for mentors to communicate their professional contacts and networks;
Set up long term training in different technical departments of the company to update technical competencies and promote/monitor the participation of female employees.
Monitoring of female Career Development:
Develop plans and encourage female employees to express their mid- to long-term career aspirations.
Use performance management to evaluate and promote women
Returning to work after leave and allowing for work/family balance
Promote gender neutral use of career/family integration by ensuring equal opportunities policies across the board (e.g. sick leave for children, parental leaves etc.). Facilitate return to work by training or re-training;
Ensure flexible work arrangements for mothers and fathers and flexibility at the work place (office, mobile, at home);
Promote women entrepreneurship for example in public tenders where consistent with the applicable law;
For more information about the Code of Best Practices follow the link.