Nondiscriminatory Ways to Reduce the Gender Gap

Nondiscriminatory Ways to Reduce the Gender Gap

Don't engage in sexual harassment. Just. Don't. If you don't know what defines sexual harassment, learn. Don't just rely on what you think that entails or what you want it to permit you to do or say. There is nothing special about you that allows you to be exempt from this.

Judge people on their ability to complete tasks effectively, not on if they solved it the same way you did. In fact, someone who thinks about problems differently may be more useful- if you only have one solution, that's what you are going to do. If you have two or more, you can compare them and chose the one that would have the best outcome, or you may find that combining elements of each will produce an even better solution.

Allow everyone to have a voice, not just the loudest or most forceful. Being polite costs nothing and will create a more collaborative environment.

Understand that your words have consequences, both for yourself and others. Take the time to consider how your words will be received, and be prepared that there will be consequences. Your job absolutely has the right to fire you for the things you say (at least in the US). Free speech means you can't be jailed for expressing yourself, it does not protect you from losing your job or from people telling you that you are wrong (they don't even have to be nice about it).

Support your employees in both their physical and mental well-being. Offer them sufficient flexibility that they can fully focus on producing the best possible work when on the clock. If you are going to make work events part of your corporate culture, be sure to include a variety of events at various times to make it easier for all employees to find an opportunity to participate.

Offer opportunities for mentoring and education. This can, and should, include career advancement, social skills, and technical knowledge,

The type of work environment doesn't dictate whether or not you can behave unprofessionally. This includes work sponsored and general tech events. If it is related to your job, you need to conduct yourself appropriately.

Offer multiple paths to enter advancement tracks. Ambition does not make someone the best person for the job.

Take complaints seriously. Toxic people are toxic to your company no matter how much code they produce. If someone is twice as productive as average but halves the efficiency of five other people due to stress, distraction, or because straight up leave the company and have to be replaced, you have lost overall.

Find out where your employees feel they are struggling in their careers and work to address those issues as well as looking at managerial feedback. Make assistance programs open to everyone. Do not block horizontal movement because someone is struggling- a different position may be the best solution.