Environmental, Social and Governance (ESG) stories - Page 11

Greater female representation in Australian ICT organisations won't come about by accident, notes BeyondTrust's VP Talent Management, Laura Edwards-Lassner .

Brands and companies still have a long way to go to ensure that visual representation reflects our increasingly diversified workforce.

Life isn't fair and many people find themselves in challenging circumstances that make it hard to get out of the starting blocks.

When women support and empower each other, we can both increase gender diversity in tech and create real change in the community and our workplaces.

Despite progress made in bringing more women into the industry over the last few years, they still only make up 25% of the global cybersecurity workforce.

It's important to remember that it's impossible to please everyone, and trying to do so is a recipe for unhappiness.

While the information management (IM) and data privacy sectors are well represented by women, the more senior the role, the bigger the gender disparity becomes.

As we 'celebrate' another International Women's Day, the time for Australian companies to take action to close the gender pay gap is now.

Entrenched social norms, unconscious biases and a lack of representation of women in senior roles create barriers for women looking to enter the workforce.

There are opportunities galore for women to make their mark in the cybersecurity and they should be encouraged to explore and embrace them.

One of the more difficult challenges to overcome is that women, quite simply, aren't putting themselves forward or applying for these roles.

Hybrid work arrangements have the potential to create gaps between those who work from home and those who work in the office, regardless of gender.

Encouraging more women into the global tech industry represents an opportunity for businesses to tap into bigger talent pools and diversified skillsets.

This year's theme challenges us to deepen our understanding and use it to cultivate a more inclusive and supportive ecosystem.

Going into this case study, we expected that we would gain an understanding of systemic factors that help bring more women into tech.

How do we challenge tech companies to review practices to become more inclusive and to empower women to bring out their best potential?.

Although opportunities for women have grown in the workplace, there's still a significant gap between male and female employees in management.

We're so clearly already living in a digital-first world, so how do we start to solve the issue of the lack of gender balance in tech?.

Companies will embrace equitable policies and practices faster if senior candidates make it clear that they matter.

Have the confidence to step up and you'll inspire other women to do likewise, writes Jamf's Senior Manager Customer Success APAC, Melissa Antoine.