Information and communication technology (ICT) is one of the fastest growing sectors in modern society. The ubiquity of technology in our daily lives opens up countless opportunities, but it also presents a number of challenges. One of the problems facing the ICT industry in North Macedonia is the lack of female workforce. Although women have advanced significantly in all spheres of society, their representation in IT is still significantly lower compared to men. According to the Survey of IT Professionals in North Macedonia, only 20% of ICT programmers are women in the sample covered by the research, which contributes to the gender wage gap, considering that programmers are one of the highest paid professions in this field.
According to the same research, in the ICT sector in North Macedonia, only 27% of women of the sample covered by the research, participate in the total workforce, while only 12% of women are in management positions. In addition, the number of women who leave their jobs in companies in this industry is significantly higher than the number of men. The reason for the low representation of women, especially in management positions is, among other, the lack of a gender-sensitive policy in the company. In this article, we will explore the potential reasons for this lack, its consequences, and the importance of inclusive change to ensure the diversity and success of this industry.
Possible reasons for the lack of female workforce in ICT in North Macedonia may include gender stereotypes, lack of role models, but also the working environment in companies. From childhood, girls in North Macedonia are often encouraged to pursue "feminine" occupations such as medical care, education, or the arts, while boys are more often encouraged to pursue technical and scientific fields. Such gender stereotypes limit girls' choices regarding careers in IT. The lack of visible and successful female leaders in the ICT industry can demotivate women to enter this career. It is important that women have role models that they can look up to and that encourage them to follow their interests. The IT industry in North Macedonia often has a reputation as a male-dominated environment that can be hostile to women in various ways, including inappropriate behaviour and gender discrimination, which can deter women from seeking employment in this sector.
The above challenges have a number of negative consequences that are reflected in the loss of talent because, by missing the opportunity to attract diversity in the workforce, the industry loses the potentially valuable talent and perspectives that women bring. Also, this affects the lack of creativity and innovation in the IT sector in North Macedonia because the diversity of the workforce brings different perspectives and experiences, which encourages creativity and innovation. Lack of female workforce can lead to stagnation and lack of new ideas. Finally, ICT products and services designed by one gender may not meet the needs and requirements of all users. The presence of a female workforce includes diversity in designing products that better suit all users.
Recent research carried out by Brainster (www.brainster.co) on a targeted sample of 49 companies "Policies for equal representation of women in leadership positions in ICT companies and support for diversity", confirms the lack of gender-sensitive measures in the company, as well as the low level of interest of local ICT companies in sensitive gender issues, while at the same time they do not recognise them as a problem in the sector. Although most companies stated that they have policies to maintain the balance between the private and professional life of employees, they do not reflect the specific needs of women, especially in terms of childcare. In addition, most of these companies do not provide support to employees who are exposed to discrimination or harassment in the workplace, since women are far more likely to be victims.
According to the research results, there is still a lack of female role models, as well as insufficient promotion of the existing ones. This results in less motivation for women to choose a career in ICT in general, which in turn closes the magic circle, resulting in a lack of qualified women for certain professions in the sector. However, it is encouraging that, according to the survey data, companies show interest in how to develop measures through which the benefits of hiring more women would be visible. The full report (Macedonian language) is available at the following web-link: https://blog.brainster.co/wp-content/uploads/2023/07/Istrazuvanje.pdf
The lack of female ICT workforce in North Macedonia is not only a gender equality issue, but also a key challenge for an industry that wants to be innovative and relevant in modern society. The lack of qualified female workforce in the IT sector in North Macedonia is a complex problem that requires integrated and long-term strategies to overcome. It requires joint efforts to create an inclusive environment that will attract and retain female talent in this sector.
In order to overcome the lack of female workforce in ICT, it is crucial to undertake inclusive changes through encouraging education, ensuring equal opportunities, mentoring and supporting the female part of the population that shows interest and inclination to acquire skills in this field. It is important to encourage girls from an early age to be interested in science, technology, engineering and mathematics (STEM). This includes ensuring access to education and resources to support them in these areas and encouraging girls to take an interest in these subjects through specific programmes, educational workshops and competitions. Also, it is important to empower girls to believe in their abilities and motivate them to embark on IT careers. Successful women in ICT should be mentors and support young women entering the industry. Mentoring can be a powerful tool in empowering and motivating new generations. It is necessary to establish mentoring programmes in cooperation with companies from the IT sector, where women already employed in that field would mentor young talented girls. This will allow girls to gain an insight into real work in the industry, receive support and inspiration from experienced professionals.
Last but not least, the working environment should be safe, fair and equal for all. It is necessary to ensure policies that prevent discrimination and enable advancement regardless of gender.
The combination of these solutions can contribute to reducing the shortage of skilled female labour in the IT sector. The lack of qualified female workforce in the IT sector in North Macedonia is a challenge, but it can be overcome with the coordinated efforts of all relevant actors – the government, educational institutions, IT companies and civil society organisations. Through improving education, promoting IT careers and creating a stimulating environment for talent, North Macedonia can educate and retain female experts in the IT industry, which will contribute to its further development and competitiveness.
Great work, thank you!
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