If You Can See It, You Can Be It Even when images of women are present, interviewees
As part of the 40 by 22 initiative, NPower held
cautioned that they should feel accessible to women
three convenings to inform and inspire women of
from lower-income backgrounds, for example, not feeling
color pursuing technology careers, amplifying the
too corporate. Similarly, given that women may not
message, “If you can see it, you can be it.”
have a formal background in technology, but rather a general interest in the field, using language that appeals to women’s desire for professional growth, a financially secure future, or an inclination toward technology are likely to be more effective rather than using technology jargon and/or acronyms that may inadvertently turn women away from programs.
Build partnerships with community-based organizations that serve women. While technology training programs may partner with agencies that focus on connecting their clients to workforce development programs, it is important to go beyond traditional workforce development programs and be inclusive of community-based programs that work with women, which can help expand the pool of potential applicants. As part of the 40 by 22 campaign, NPower has partnered with nonprofit organizations and corporate sponsors to co-host recruitment events with interactive activities to generate excitement about the field.
Use community-based approaches to recruitment. As programs become more intentional about recruiting women of color into their classes, recruitment managers are becoming more creative in their outreach, often times meeting women where they are in the community— churches, grocery stores, parks, etc. One recruitment
Each convening featured a powerhouse slate of senior women of color leaders in technology, offering honest, real-world perspectives on the challenges of being in the industry, as well as tips on how to succeed and thrive in a technology career. Below are descriptions and links for each convening. Breaking Through: Tackling Barriers for Young Women of Color in IT was held at the New York offices of Google. Panelists shared their personal stories of advancing in the IT field and how they navigated the obstacles before them. Rising Up: Propelling Career Growth and Wage Equity, held in St. Louis at the headquarters of World Wide Technology, featured “mini-TED talks” highlighting three themes relevant to women in the workplace—negotiation, advocacy, and employer support. Following the TED talks, senior women of color leaders facilitated more intimate small group conversations with attendees. Reaching Back: Building a Path as a Mentor and Leader was hosted by LinkedIn in San Francisco and focused on mentorship and sponsorship and engaged both aspiring women technologists and Bay Area employers.
manager, for example, said she left informational material at her doctor’s office as a way of reaching women who may not be part of specific programs.
Conduct female-only information sessions. Some programs have experimented with female-only information sessions, even for classes that are co-ed, as a way to establish connection and communicate that women are important and valued in the program. While not a widespread practice, it may hold some promise in signaling inclusion and providing a level of comfort for women who are considering pursuing such programs. Although information sessions can take
For more information about these convenings, visit the 40 x 22 site.
place at program offices, community-based information
18 Supporting Women of Color’s Participation in Technology Training Programs