Alex Townsend’s Post

According to a survey, about 73% of women leave their jobs after being a mother every year. and I am one of them. I actively sought remote opportunities in the ed-tech industry a few months ago (still searching). Despite applying to numerous companies, I faced disappointment until I received a call from an HR representative. After discussing my background and qualifications, they rejected my profile, citing concerns about my ability to commit fully due to my role as a mother. This rejection left me pondering: does being a mother mean a woman is incapable of maintaining focus or meeting deadlines? What's even more surprising is that another woman made the decision. It's disheartening to realize that even in the 21st century, women are denied equal opportunities simply because they have children. Instances like these often leave me feeling disheartened. However, I refuse to let them deter me from pursuing my career aspirations. I'm determined to overcome these obstacles and restart my professional journey. Have you ever faced similar challenges in your career journey? How did you overcome them? Share your experiences in the comments below! #WomenInTech #Equality #CareerChallenges #RemoteWork #EdTech #CareerRestart

The tech industry has a diversity problem, and it's time for us to take action! 

As IT recruiters, we play a crucial role in promoting inclusivity and creating opportunities for underrepresented groups. Research shows that diverse teams are more innovative, productive, and successful. Yet, women, people of color, and individuals with disabilities are still underrepresented in tech. So, what can we do to change this? - Use inclusive language in job descriptions - Remove bias from the hiring process - Partner with organizations that support underrepresented groups - Offer training and resources for employees from diverse backgrounds We want to hear from you! What do you think can be done to promote DEI during the recruitment process? Share your stories, tips, and strategies in the comments below! #DEIinTech #ITRecruitment #InclusionMatters #DiversityInTech #EquityInTech #TechForAll

I don't know about you, but after the 10th time hearing "Men apply for jobs when they meet 50% of the requirements, but women only apply when they meet 100%" I started thinking... This isn't a sign that we aren't confident. It's a sign that the hiring process is a hot mess. The. hiring. process. is. a. hot. mess. You aren't the problem. #womenintech #ambitiouswomen #careercoach #hiringprocess

Women and non-binary people deserve safe and respectful spaces to grow in tech. “Women were disproportionately affected by those cuts, making up 69.2% of all tech layoffs, according to The Women Tech Network. And that's on top of the industry's ongoing gender imbalance. Women hold just 26% of jobs across all STEM occupations and even less — 24% — in computer fields, according to the latest available data from the U.S. Department of Labor.” https://lnkd.in/g58wtFty

Have you ever been in the position of looking for a talented technical hire and wanting to diversify the candidate pool with more female engineers? Do you keep hearing the same thing? "They don’t exist." This morning, this topic came up during a call with a fellow professional. We both agreed that the idea that they don’t exist is absolutely untrue. Harder to find? ... Yes. These talented women are out there, but it takes intentionality and effort to find them. The key is finding the right way and channels to connect with them. There are so many amazing women in tech who are looking for new opportunities, but they might not be actively searching or broadcasting their availability. Many are inspired by missions that prioritize diversity and inclusion, and they often connect through these types of communities (like MomUp). Here at MomUp, we've built a network of talented women who have come to us through our focus on these values. They have sought out our company because our approach is different. This allows us to connect with incredible candidates, both inside and outside of our network. If you're finding that your candidate pools always look the same, it's not because the talent isn't there. It's about expanding your network and fostering connections in different spaces.

This stark gender imbalance reflects a missed opportunity for diversity and inclusion and highlights the need for action to promote gender equality within this sector. This is where we at Supermums believe we can have a real impact in shifting the tech industry's demographics. But we don't want to do it alone.  As guardians of talent acquisition, human resources, emerging talent and technology, you wield considerable influence in shaping the future of tech and Supermums stands ready to support and partner with you, all whilst saving you money.  Shall we get started together to increase the number of women in tech? Speak to Supermums today at https://rb.gy/4mem4r #salesforce #salesforcetraining #womenintech #girlsintech #diversityintech #dei #genderequality

With the world of tech being seen as a largely male-dominated industry, it is important to highlight some of the reasons and benefits as to why women shouldn't be afraid to get stuck in! 👩💻 #womenintech #girlswhocode #tech #girlup #itrecruitment

👀 Here’s why women are on the back foot when applying for jobs: You’re applying for jobs you know you can do. Realistically you should be applying for jobs that you can do 70-80% of. Think about it. Companies want to hire a candidate that will stay for 2 years+ If you can do 100% of the job, you’re not going to want to stay… Or even worse, you’ll stay & stagnate. #careeradvice #dreamjob #jobsearch #careers #careerdevelopment

We are now on Day 4 of our 30-day Inclusive Hiring Series where we explore common (but avoidable) reasons your candidate experience may not be as inclusive as you'd like! Day 4 - Lack of Pronoun Support and Options: Applications that don't offer a field for pronouns or don’t allow applicants to specify their pronouns might create an uncomfortable or unwelcoming environment for applicants. On the flip side, requiring individuals to select or disclose their pronouns may lead to an individual outing themselves before they are ready and/or placing themselves in a dangerous or discriminating situation. This is meant to be a gut-check. If you find that your pipeline includes one or more of the items in this series, that's ok! What you do next is most important. Try one of these: 1️⃣ Save this post to discuss with your DEI, HR, or TA team 2️⃣ Ask for support in the comments below Is there something I haven’t covered yet that you want to make sure I do? Let me know in the comments! ***** Disclaimer: I am a white, queer woman. While I have done my best to do good research, I am ultimately viewing this series through the lens of my own experiences. If there is something that doesn’t sit right in this series - or in general - I invite you to call me in/out in whatever format feels most comfortable to you. I am eager to learn and improve!   ***** Like what you see? Don’t be shy - send that connect request and don’t forget to ring that bell 🔔 so you don't miss a post! ***** #InclusiveHiring #AccessibleRecruitment #CulturalSensitivity #OpenToWork  #OpenToNewOpportunities