Examining – And Changing – The Dialogue on How Nonbinary People and Women in Tech Can Succeed in the Workforce

If you’re an adult working woman or nonbinary person, you’ve probably had at least one of these thoughts about Corporate America:

• I want to be taken seriously.
• I want to get credit for my ideas.
• I’ve been working too hard, for too long.
• I don’t get paid enough for this.
• I’m not sure I’ll ever get ahead.
• I’m not bossy; I’m good at my job.
• I don’t want to smile more.

Gender identity continues to be a big elephant in the boardroom. In some cases, it’s because leaders prefer not to see color or gender in the workplace rather than embrace their role in creating equitable work environments. In other cases, it’s because straying from the status quo is too scary for those who have never truly experienced being marginalized. As a result, if you’re not a heterosexual, cis-gender, white man, you’re probably paying the price- because getting ahead in the workplace continues to archaically hinge more on perceptions of who you are rather than what you know, or what you’ve done.

The Illusion of Meritocracy: “If you would just…”

Ask your boss or your boss’s boss what you need to do to move forward in your career and you’ll likely get a response that includes equal parts past accomplishment and future skill mastery. “If you would just” complete that report. “If you would just” demonstrate leadership by spearheading that project. “If you would just” take that course to develop your [insert skills here]. Do that thing, and you’ll be on the road to the C-Suite. It sounds good in theory, because advancement should be a reward for what you’ve done and what you’re able to do next for your respective organization. But, in practice, it’s far from reality.

Even today, in 2024, the vast majority of leadership structures in the US either consciously or subconsciously give men the leg up on the race to the top because they still look and sound like what someone, somewhere, in a galaxy far, far away once told us a leader should. Even if there’s a woman that outpaces them in the knowledge and experience that it really takes to lead. As it relates to tech, data from WomenTech shows that as of July 2024, only 8-9% of women hold positions like CIO, CTO, or IT manager, or serve as technical team leaders. But, if we have anything to say about it, that’s temporary. AnitaB.org exists entirely to change course, and our programs are making tangible strides in balancing the power.

How to Advance Women in Tech – Straight from the Source

AnitaB.org is dedicated to changing the landscape for women and nonbinary people in tech because we know them. We know what they’re trying to accomplish, we know what’s holding them back, and we know what they need to achieve their goals. How do we know? Because we go straight to the source and ask them.

AnitaB.org closed out 2023 with a study of more than 2,500 US workers, aged 18-64, whom we consider “our people”: those who support the expansion of workforce DEI initiatives and opportunity for women and nonbinary people in tech and believe that doing so makes Corporate America stronger. More than half of the people we talked to – 1,377 to be exact – were nonmale identifying.

Diving into what women and nonbinary people think about the world and work, and how we can help them and foster the right kind of allyship for them, was priority number one. And what they told us aligns with the age-old struggle; they’re not confident they
can advance their career.

Breaking Down Barriers: Elevating Women and Nonbinary Leaders

When asked what makes for a good leader in the workforce, women and nonbinary people prioritize communication and respect more than men do. However, these are precisely the qualities they often lack in their own workplace experiences. Where’s the respect for what women and nonbinary people bring to the table? Where’s the open communication about why they aren’t advancing into leadership roles as frequently as they deserve, despite their achievements and over-performance?

Challenges in Leadership Advancement

Women and nonbinary people aren’t receiving the support they need to grow, which leads to skepticism about career advice that suggests they can advance by simply doing “that thing.” Our conversations reveal that women and nonbinary people are less likely to leverage top-ranking tools like networking, industry-specific memberships, job fairs, and DEI training.

Acknowledging the Impact of Burnout

Additionally, women and nonbinary people often perceive organizations focused on equitable workforce advancement as less valuable than their male counterparts do. This isn’t because these tools and organizations lack value, but because they’re just one aspect of an equitable tech journey. Engaging in these extra initiatives doesn’t guarantee career advancement and can increase the risk of burnout.

Join the Movement: Transform Leadership with AnitaB.org

To foster true equity, we must change how we support and uplift women and nonbinary individuals in the tech industry and silence the ominous voice that tells us that nonmales just aren’t the “leadership type.” Organizations should focus on creating inclusive environments, offering mentorship opportunities, and recognizing the diverse contributions these individuals make.

That’s where we come in. We’re reaching up, down, and all around to make sure we earn women and nonbinary people’s trust and give them the space they need to take advantage of all the skill-based and leadership training that gives professionals a leg up on workplace advancement. What we do – and what we offer – works. Year after year, our Impact Reports confirm that we’re making a difference. But we’re not living under rocks, and we don’t have our heads in the sand.

We know that to achieve optimal impact, we need to change the mindset that women and nonbinary people don’t belong in leadership roles. We’re ready to cross that bridge, and we’ve already started our journey. If you haven’t joined us yet, consider becoming part of our community at our flagship event, Grace Hopper Celebration, or become an AnitaB.org member. Because by banding together to tell that someone in that galaxy far, far away to stop and think, we can transform how leadership really should look and sound. With grit, heart, and courage, we’re creating something beautiful – and your representation is essential.