Towards gender equality in information technology jobs

In late 2005, the Employment and Training Corporation published a report on the employment of men and women in information technology occupations. Based on interviews and case studies, the research looked at several gender-friendly practices carried out in private and public sector organisations in areas such as recruitment, training, promotions and working conditions. The report identifies some barriers that explain the relatively low proportion of women participating in IT jobs.

About the study

In November 2005, the Research and Development division of the Employment and Training Corporation (ETC) published a report on ‘Women and men in the IT labour market’ (6.51Mb PDF), in an effort to distribute information on good practices relating to gender diversity in occupations related to information technology (IT). The report’s findings are based on a qualitative study, which comprised a number of face-to-face interviews with women employed in IT occupations who are at different stages in their careers.

Findings from this study are not representative but provide a series of illustrations based on information made available by companies in the IT sector or having an important IT department. Companies employing both men and women in a number of different occupations, including computer assistants, computer technicians and computer equipment operators, were eligible to participate in the study. Out of the 55 companies that were identified through the ETC company database, only 11 establishments matched the criteria.

Case studies

A number of gender-friendly initiatives in areas such as recruitment, training, promotions and working conditions implemented at the participant organisations are presented below. These examples aim to offer other companies new ideas for good practice and policy measures that can help them to encourage the potential of women in the workforce. This will also assist companies to improve their competitiveness and achieve further growth in the long term.

Bank of Valletta IT department

At Bank of Valletta (BOV), one of the major local banks, women make up 20% of the IT department. These women are employed as senior analysts, senior systems administrators and officers working within the item processing imaging unit. The bank provides opportunities for its staff to achieve a good work–life balance and to pursue career development. Employee development is an important concern with training being offered by the bank on a continuous basis. Employees are treated equally and have the possibility to work flexible hours and/or reduced hours.

Central Information Management Unit

The Central Information Management Unit (CIMU) (dissolved in September 2005) was still operating when the research was carried out and was considered to be an example of good practice for other companies. The unit was responsible for the development and management of the communications strategy for government. Due to the company’s small size, CIMU was able to offer employees a greater degree of flexibility options, allowing them to benefit from teleworking arrangements, reduced working hours and flexible working time arrangements. Parents were also allowed to take their children with them to work if they were requested to attend meetings. However, such working arrangements are not common in Malta.

ST Microelectronics

ST Microelectronics (ST) is one of Malta’s largest companies and a market leader in developing and delivering semiconductor solutions across the spectrum of microelectronics applications. At ST, employees are given the opportunity to develop their skills and abilities. The company offers training courses which promote learning within the working environment. IT employees can avail of flexible working time arrangements and also have the option of working on a part-time basis. ST management stated that young women need to be given more exposure to working in the IT field.

Barriers and possible solutions

The ETC report identifies some barriers that lead to the low proportion of women participating in IT jobs. It also reveals that IT careers tend to be more geared towards men. Moreover, the study confirms that employers often believe that women are not as capable as men in the IT field. Both employers and women assume that it is particularly hard for women to balance work and family life when choosing a career in IT.

Furthermore, the ETC study concludes that to achieve more gender balance, companies can introduce a variety of measures, including the following:

• show commitment towards gender equality;

• adopt more transparent recruitment and promotion procedures;

• introduce flexible work arrangements;

• establish a number of human resources (HR) policies such as those on gender equality or sexual harassment;

• develop an attractive work environment that promotes employee development;

• promote employee participation at the workplace through measures such as teamwork;

• create partnerships with educational institutions to encourage more students to enter IT-related careers.

Commentary

Through the presentation of the case studies, the report shows that it is possible to have both men and women working in IT occupations. Comments from management personnel confirm that both sexes are capable of taking up careers in IT. The different qualities possessed by men and women could be beneficial to employers in achieving higher levels of innovation and competitiveness in the field.

Manwel Debono and Christine Farrugia, Centre for Labour Studies