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Serene Sia Explains Why COVID-19 is a Boon for Women in Tech
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The recognition of Singapore’s female tech leaders helps to create more awareness about the need for women in the tech industry. Combined with global and local initiatives encouraging women to join the industry, I am hopeful that more women will join tech at all levels, including at the leadership level – to serve as role models and positively impact businesses and people.
And having more women participating in the tech industry is good news for both businesses and our economy. In a recent study jointly conducted by Boston Consulting Group (BCG) and IMDA, we see companies where women account for over 20% of the management team having 10% higher innovation revenues than companies with male-dominated leadership.
Q: How far do you think the tech industry is from becoming truly gender diverse?
SS: Over my 25 years of working in the tech industry, I would say this is the best time for women in tech. Particularly, I am encouraged by the fact that women in Southeast Asia are participating more in tech than most of our global counterparts, according to the BCG-IMDA study mentioned earlier. That said, we still have a gender diversity gap – women make up fewer than 15% of chief executives and board-level appointments in the region.
Q: Has the COVID-19 pandemic set women in tech back further?
SS: On the contrary, the pandemic has created opportunities for women in both tech and across other industries. The pandemic has forced businesses to adopt remote work for employees – making for a more seamless arrangement for women who need to balance their professional and family lives. At the same time, we see greater participation in unpaid domestic work amongst some male peers. These dynamics tip the scales in women’s favour.
Adding to that, we witnessed how the construction industry came to a standstill when foreign worker dormitories were infected by COVID-19. Just imagine: if the tech industry can automate labour in the construction industry by applying technologies such as Artificial Intelligence (AI) in prefabrication, it will mean that we can attract more Singaporeans and women to be part of the workforce – specifically, the tech workforce.
Q: Are these enough to make for a more women-friendly tech industry? Or is there more that needs to be done?
SS: Women in general – and particularly women in tech – are prone to the imposter syndrome. They feel that they are not good enough unless they are 100% qualified for a role. It’s important to not only capture the girls’ imagination at an early age by encouraging interest and excellence in science, technology, engineering and math (STEM), but also provide support to them at crucial junctures of their careers through career counselling, awareness building and outreach initiatives. The Singapore government has played an instrumental role in these areas.
Companies should also strive to build workplaces where women can bring their authentic selves and achieve personal and professional success. For example, at Autodesk, our commitment to diversity has translated into results – 50% of our board members and over 40% of our managers and supervisors are women. However, while enforcing workforce hiring goals and supporting an inclusive culture are important, getting the right person for the right job should take priority. Throughout my career, I’ve met my share of good and not-so-good female leaders. The latter were sometimes promoted due to corporate policies promoting diversity at the top.
This is detrimental to the company, employees, and future efforts to diversify the workforce; promoting women who are not right for the role, or too early for the role creates a glass cliff that sets female leaders up to fail, and cements the bias that women are not good enough. Therefore, as essential as it is for companies to have gender diversity policies, strong implementation of these policies is just as important.
Q: On a concluding note, can you share what’s next for you?
SS: I have seen first-hand how automation has improved productivity, saved time and reduced errors. And quoting Forbes, “Today, no company can make, deliver or market its products efficiently without technology.” I see myself staying in this exciting industry for a long time. My hope is that by sharing my experience and journey, I can inspire more women to come forward, to grow and take on leadership positions in the tech industry.
“The pandemic has provided an inflexion point for gender diversity changes, not only in the tech industry, but across all industries. This is a belief we share at Autodesk, which is why we work closely with our customers to automate how things are designed and made in digital and physical worlds – from smart cars to skyscrapers and superstructures.”
Finding the Women in Tech
THE CAUSE FOR WOMEN IN TECH.
Singapore’s first-ever 100 Women in Tech (SG100WIT) List has generated much buzz about female talent and diversity – but women continue to be underrepresented in the thriving tech industry. The burning question is: How can we attract – and keep – women in tech?
SOLVING THE TALENT CRUNCH
In the first quarter of 2020, 5% of tech jobs were left vacant.
BETTER FINANCIAL PERFORMANCE
Companies demonstrate 10% higher innovation revenues when their management teams are >20% women (as compared to male dominated firms).
EXTRA LEVERAGE AGAINST COMPETITION
Gender diversity boosts innovation, improves brand perception and makes companies more attractive to workers.
29% of tech graduates are women.
Women account for 41% of the tech workforce. (As compared to 32% in Southeast Asia, and 28% globally.)
However, women only make up 27% of senior management, and 12% of CEO/board level roles across industries.
