Advertising technology is a highly competitive and increasingly commoditized sector, where Innovation and creative problem solving are essential to success. An excellent way to cultivate these capabilities is to develop and maintain a diverse workforce, but there are not enough information technology companies to do so now. That's what we can do more to promote an industry that promotes gender equality.
A good place to start is the basics, such as equal pay and opportunities for advancement. But it's just a table issue; as an industry, we must do more. Inclusion begins with the recruitment process, even before an employee is interviewed. We need to create structured interview processes designed to counteract unconscious bias. Existing approaches to candidate assessment often focus on technical skills, previous experience in the industry, and perceived cultural appropriateness. Employers should change their approach to focus more on a candidate's potential to add value to the business. Candidates who have demonstrated this ability, even in a different sector, are often good candidates to do it again.
Having team members with different backgrounds and life experiences allows for a broader approach to problem solving, which is more likely to encourage students to learn. innovation.
Look for smart people who understand what you need and who are willing and able to learn the role. With this approach, clear expectations need to be established as to the time required for the integration process for these hires to intensify. The specific teams in which they will work and the organization as a whole must meet these expectations. Advertising technology is an industry in flux. With so many players in the ecosystem, what works one day may not work the next day. Having team members with different backgrounds and life experiences provides a broader approach to problem solving that can encourage innovation, a competitive advantage that is hard to beat.
Advertising technicians must make diversity a priority in all sets of candidates, particularly for consulting, management, management and engineering positions. Focus on intra-organizational advancement within these groups. Identify ways to empower employees, expand their skills, expose them to additional roles, and prepare them for more management positions. Implement internship programs targeting STEM students and build strong relationships with colleges and universities that have a high percentage of STEM enrollments.
As women, we must also take steps to improve our own career prospects and contribute to the culture of inclusion where we work. This benefits our personal advantage and creates an environment that will retain the various hires for which you have worked so hard. We must be more willing to assume leadership roles, even when we are not fully convinced that we are up to the challenge. Become willing to "pretend until you succeed", as do many of your male counterparts.
We need to find role models and mentors to defend our careers. It's great if this champion is another woman, but it's not mandatory. Do not overlook the fact that a growing number of men understand the importance of this issue and are ready to stand up and take action. For those who are more experienced in their careers, be prepared to be mentors and give a glimpse of the next generation. This will benefit your business and the industry as a whole.
Finally, women must learn to become stronger negotiators. A good way to start is to defend and negotiate for others, such as your team members. This is not only a good practice, but it could also pay off when the time comes to negotiate for yourself. The more you do it, the more things blend in with authenticity.
There is no new problem with advertising technology, but the time has come to talk about it, but it's time to do something. Some organizations have already taken some of the steps outlined above, which is great, but all advertising technology companies must recognize that gender diversity must be a priority. This is important not only for our businesses and our employees, but also for our customers, who are increasingly considering them in their purchasing decisions