Yet there are plenty of vacancies in this booming industry. Among the main obstacles women encounter in a predominantly male environment are: a lack of self-confidence, systemic discrimination (linked to persistent inequalities), lack of professional contacts and lack of awareness of career opportunities. At Nmédia, we take this seriously. Our team includes many incredible women (over 32%), a higher-than-average rate in the sector, and we strive to encourage their professional aspirations and the pursuit of their careers to the full by providing them with all the necessary tools.
What we do every day:
1-A proactive approach
The first step towards improving an issue, or bringing about change, is to understand and acknowledge the existing gaps in diversity. That's why Nmédia makes sure it's proactive. Women have always been present on the management committee. Our president, Louis-Philippe Baril, has always included them on an equal footing with men. Since then, we have discussed the challenges and barriers they may face to establish concrete actions within the company. No discrimination is tolerated.
2-Human capital
As in many situations, change has to come from the "top", but in addition to management, the human capital team also has a vital role in inclusion. At Nmédia, diversity and the integration of female talent are a priority. That's why recruitment literature is written inclusively, positions are specified as being open to women, our social media is overflowing with great female success stories, and every candidate feels no difference during the hiring process, whether they're a man or a woman. Moreover, every member of management, human capital and each of our twenty mentors has undergone tailor-made training to make us aware of unconscious prejudices and enable us to reap the benefits of diversity within organizations. For Nmédia, each individual is a unique entity that brings their baggage to the table.
3-Pay systems and the breaking of the glass ceiling
Even today, there is unfortunately a degree of pay inequality between men and women in the IT world. Women's and men's different approaches to salary negotiations at entry and throughout their careers are one of the factors influencing and defining, in part, the pay gap between the two groups (Bandias & Warne, 2009). And yet, women's performance is comparable to that of men. To eliminate this situation, Nmédia recognizes women's skills as much as men's and establishes a fair and detailed pay scale with strict rules. Moreover, we have all the necessary tools to comply with it continuously. Our salary policy, known to all our Nmédians, ensures compliance with four pillars: internal equity, equity with the market, individual equity and pay equity. We also take the concept of the glass ceiling seriously, i.e., we have always had women on our management committee, and there are no obstacles in their way.
4-Work-life balance
Family responsibilities, work-life balance and work-family conflicts are widely cited as influencing women's retention and career progression in IT (Nelson & Veltri, 2011). This issue is more acute when these women are encouraged to prioritize work over family to position themselves for promotion in the near future (Ahuja et al., 2007). At Nmédia, we put in place personalized and diversified career plans and annual appraisals to account for women's expectations and situations. We know that even if some women can't give unlimited time to the organization or be present full-time in the office, they shouldn't be sidelined. That's why we emphasize flexible scheduling; juggling absences, disconnection, telecommuting, gradual returns, having Friday afternoons off and much more!
5-Female mentors and role models
Nmédia's popular 3-6 month mentoring program for recruits, with ongoing support after that. This practice allows women and men to feel encouraged in their careers. Many of our mentors are exceptional, experienced women, so that women do not lack guidance and role models. It's also inspiring to see the successes of many female colleagues in all departments, their remarkable career paths, and their work motivation and enjoyment. Nmédia has always had at least one woman on its board, so it sets an example for others.
6-Inclusion in activities
Finally, women working in the IT sector sometimes feel excluded from certain spheres or activities of their profession. This exclusion can be "active", for example, by not being invited to particular professional or social gatherings (e.g., golf where certain business decisions are made or where interpersonal complicities can develop), and sometimes "passive" by being invited to meetings, but where their ideas are not considered or too quickly rejected. For us, it's just the opposite! Women are integral to all our sporting, corporate, or friendly activities. Moreover, at our meetings, everyone's ideas are given equal consideration.
We recognize that there's a long way to go before everyone feels included and recognized in the IT field, and that's why we're committing today to put our shoulders to the wheel, open the discussion and continue to get involved because the contribution of women in our field is crucial and beneficial to all!