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The gender gap in data sciences and how your company can close it
16 Mar, 20236 MinutesDespite the growing demand for data scientists, the field is still male-dominated with wome...

Despite the growing demand for data scientists, the field is
still male-dominated with women making up just 26% of the data science workforce. The gap is not only a moral concern, but it also limits the
potential of the data science sector. So, how can your data science department
close its gender gap?
What is the gender gap?
When it comes to the workplace, the gender gap refers to the
unequal treatment and opportunities that exist between men and women in
employment. You can see the gender gap manifest in a range of ways, from
disparities in pay and promotions to a lack of diversity when it comes to
senior leadership positions. In recent years, the life science sector has seen
some progress with a 2018 survey finding that when asked to draw a scientist, more children than ever before would draw
a woman. But, while it’s exciting to see a positive change in children’s preconceptions
across the industry, there is still a long way to go before the data science
sector is gender balanced.
What closing the gap could do for your business
It’s
been estimated that a 50% reduction in the gender gap can lead to a GDP
gain of 6% by 2030, and if that’s closed in its entirety within the next 15
years, that figure can increase by an extra 6%. So, from a financial
standpoint, closing the gender gap benefits organisations and the wider economy.
But it also allows for a wider range of perspectives and
ideas to be brought to the table. This can result in more creative
problem-solving, innovative approaches, and a better understanding of diverse
customer needs, all vital when it comes to the data science industry.
A gender-diverse workforce can also enhance workplace
culture, leading to greater job satisfaction, improved retention rates, and
reduced turnover. And with a reported
shortage of 250,000 data science professionals, ensuring you do everything
possible to retain your employees is crucial. Closing the gap can also help you
attract a wider talent pool, as companies that prioritise and can walk the walk
when it comes to diversity, equity and inclusion are more attractive to job
seekers. A gender-diverse workforce not only promotes equality and social
justice, but also offers a strategic advantage in today's globalised and
competitive marketplace, so making it a priority for your business is vital.
How can you work to reach gender parity in your firm?
Help encourage women to enter data science
To increase the number of women in data science, your firm
could promote the field as an attractive option for women to pursue. One of the
primary ways to attract more women to the field of data science is by
partnering with schools and universities. By establishing relationships with
institutions that encourage women to pursue STEM, you can show your commitment
to addressing the issue and potentially reach a wider pool of future candidates.
This can be achieved by providing mentorship, internship opportunities, and
access to resources that support learning and professional development.
In addition, offering scholarships or apprenticeships within
your own organisation can help to remove barriers that may prevent women from
pursuing a career in data science. This not only provides opportunities for
women to receive an education, but also demonstrates your company's commitment
to diversity and inclusion.
Hosting workshops and events can also help to showcase the
benefits of a career in data science. These events can include panel
discussions, talks from industry leaders, and networking opportunities. By
featuring successful women in data science, attendees can see first-hand the
opportunities that are available to them and the potential for growth and
success in the field.
Create and communicate an inclusive culture
Creating an inclusive culture that values diversity and encourages
women to succeed is crucial for closing the gender gap in data science. This
can be achieved by providing mentorship programs, promoting work-life balance,
and offering flexible working arrangements. Implementing gender balance
policies such as breastfeeding, menopausal, and menstrual leave is also
important for creating an inclusive workplace. It’s also a good idea to ask the
women of your workplace what type of additional support they’d like from you as
an employer.
These actions recognise the unique challenges faced by women
and provide them with the support they need to manage their health and wellbeing.
As a leader you should also participate in unconscious bias training to ensure
that they are treating all employees fairly; this can help to identify any harmful
actions or behaviours that may be inadvertently preventing women from advancing
in their careers and provide strategies for addressing these biases.
Address your own gender pay gap
In recent years, data science has emerged as a field with
immense growth potential and high earning potential, but this has not
translated into equitable pay for all. Women continue to face pay disparities
compared to their male colleagues. For
example, in the US it’s estimated that female data scientists are paid
between $90,000 - $100,000, while male data scientists are paid between $100,000
- $125,000.
You should conduct regular pay audits to ensure that there
is no gender pay gap, and if there is, take immediate steps to address it. Pay
audits can help identify any pay gaps that exist within your organisation and
help determine the root causes of these disparities. This information can then
be used to develop strategies to close the gap and ensure that all employees
are paid fairly for their work. This includes providing equal pay for equal
work, offering transparent salary structures, and creating opportunities for
women to advance to leadership roles.
Be transparent with the results of your audits and hold
yourself accountable. By sharing the results of pay audits with employees and
the public, you can hold yourself accountable for addressing any disparities
that exist. This can help build trust and enhance the reputation of your
organisation as a fair and equitable employer.
Increase female representation in leadership roles
While there has been progress in recent years, the reality
is that women remain underrepresented in the data science field. This lack of
representation can be discouraging for women who aspire to be in leadership
roles within the field and can make it more difficult for them to envision
themselves as future leaders. Therefore, to close the gender gap in your department
it is crucial for women to see other women in leadership positions. Consider setting
targets for female representation in leadership roles and creating career
progression paths for women, taking into account some of the known barriers to
progression.
Increasing female representation in leadership roles can
have a positive impact on the entire department. Research has shown that
companies with diverse leadership teams are 15%
more likely to outperform those that are not gender-diverse, as they are
more likely to consider a wider range of perspectives and ideas. By promoting
gender diversity within leadership positions, your organisation can improve its
overall performance and competitiveness in the market.
There has been some progress in recent years within the life science sector as a whole: a 2018 survey showed that when asked to draw a scientist more children than ever before drew a woman. While it is positive to see children’s preconceptions changing, there is a still long way to go before the sector can be viewed as gender balanced. 50% of women are leaving their tech careers by the age of 35. So, closing the gender gap in data science is not only the right thing to do, but it also makes good business sense. By attracting and retaining more women in the field, your data science department can benefit from increased diversity of thought, leading to better decision-making, problem-solving, and innovation.