The benefits of gender diversity in the workplace are many. But it’s no secret the tech industry is still behind on the gender-diversity front. We’re incredibly proud that Choozle, as a medium-sized company with 54 people, has achieved gender diversity across the board, from leadership to engineering roles.
Overall, women make up 53.7 percent of the workforce at Choozle. They also make up 55.6 percent of leadership roles, 50 percent of development roles, and 60 percent of sales roles.
Here’s what we’ve learned along the way to becoming a gender-diverse tech company, including some thoughts from our CEO Andrew Fischer on the business benefits of gender diversity in the workplace and advice from four women at Choozle on growing your career in the tech industry.
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3 benefits of gender diversity in the workplace
1. Gender-diverse teams bring more creativity during the ideation process.
The trouble with homogeneous teams is that they really can’t innovate when everyone shares the same background and, consequently, lacks the perspective to solve for a particular problem. Nowadays, it takes more than just technical know-how to make a game-changing product. Innovation requires a diversity of thinking.
A study by Harvard Business Review even found that gender-diverse teams are quicker to get new technologies into the market.
2. Create gender diversity not just at the team-level but at the top as well.
Just as teams lacking gender diversity in the workplace aren’t as effective at innovating, the same goes for leadership. The Global Leadership Forecast, a study that looked at demographic data from over 2,400 organizations in 54 countries, suggests that gender diversity can increase a business’s bottom line and accelerate company growth.
3. Stay persistent and avoid complacency.
Yes, overall, the U.S. workforce is becoming more diverse. Still, the tech sector has been slower to catch up, especially at major tech companies where the gender diversity gap is staggering. While a business might become profitable, it won’t see long-term success or reach its potential if the company lacks gender diversity. Companies should be careful not to let today’s success create complacency on their initiative to increase gender diversity.
