Women are leaving tech jobs twice the rate of men. Even in this modern age, inequality in the workplace, especially tech jobs persists. The number of men employed is still bigger than the number of women. There’s still a gender pay gap. And, women tend to leave their jobs more often than men.

In this episode of The HR Uprising, Lucinda dives deep on the root causes of why people, composed mostly of women, are leaving their jobs. She also offers various solutions that the executives and HR can follow to make sure that they’re able to retain its employees and maintain high performance. We shouldn’t let bias affect the workplace. We must make sure that there is equality and we base all our decisions and actions on every individual’s talents, capabilities, and developments.

KEY TAKEAWAYS

4 Reasons why People Leave
Career Prospects – Sometimes, during a team project, executives choose by seniority or familiarity of who will lead. Instead, why don’t we judge based on the talent and capability of the prospect?
Subordinate Bias – We automatically give women subordinate roles even though they can take the lead roles. And in some cases, the roles aren’t even related to their specialties.
Lack of Role Models and Mentors – There is a lack of female mentors in the workplace, and not every woman can connect with a certain mentor. Mentorship will end at a certain point so as much as possible there should be a change of mentors every time.
Personal feedback – We should aim to be more constructive on our feedback and criticisms no matter what gender we’re giving it to. We should base on how to solve certain issues and not be biased about it.

Solutions
Training
Mentoring one-to-one
Setting rules of conduct
Having a workplace pal

BEST MOMENTS
“It’s our role as HR professionals to get the best out of people and keep talents in the workplace performing.”
“There should be a beginning and an end to a formalised mentoring process.”

ABOUT THE HOST

Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to ‘rise up’ together.

“If you look up, you rise up”

CONTACT METHOD
Join the LinkedIn community - https://www.linkedin.com/groups/13714397/
Email: Lucinda@advancechange.co.uk
Linked In: https://www.linkedin.com/in/lucindacarney/
Twitter: @lucindacarney
Instagram: @hruprising
Facebook: @hruprising

Women are leaving tech jobs twice the rate of men. Even in this modern age, inequality in the workplace, especially tech jobs persists. The number of men employed is still bigger than the number of women. There&rsquo;s still a gender pay gap. And, women tend to leave their jobs more often than men.
In this episode of The HR Uprising, Lucinda dives deep on the root causes of why people, composed mostly of women, are leaving their jobs. She also offers various solutions that the executives and HR can follow to make sure that they&rsquo;re able to retain its employees and maintain high performance. We shouldn&rsquo;t let bias affect the workplace. We must make sure that there is equality and we base all our decisions and actions on every individual&rsquo;s talents, capabilities, and developments.
KEY TAKEAWAYS
4 Reasons why People Leave
<ul>
<li>Career Prospects &ndash; Sometimes, during a team project, executives choose by seniority or familiarity of who will lead. Instead, why don&rsquo;t we judge based on the talent and capability of the prospect?</li>
<li>Subordinate Bias &ndash; We automatically give women subordinate roles even though they can take the lead roles. And in some cases, the roles aren&rsquo;t even related to their specialties.</li>
<li>Lack of Role Models and Mentors &ndash; There is a lack of female mentors in the workplace, and not every woman can connect with a certain mentor. Mentorship will end at a certain point so as much as possible there should be a change of mentors every time.</li>
<li>Personal feedback &ndash; We should aim to be more constructive on our feedback and criticisms no matter what gender we&rsquo;re giving it to. We should base on how to solve certain issues and not be biased about it.</li>
</ul>
Solutions
<ul>
<li>Training</li>
<li>Mentoring one-to-one</li>
<li>Setting rules of conduct</li>
<li>Having a workplace pal</li>
</ul>
BEST MOMENTS
<ul>
<li>&ldquo;It&rsquo;s our role as HR professionals to get the best out of people and keep talents in the workplace performing.&rdquo;</li>
<li>&ldquo;There should be a beginning and an end to a formalised mentoring process.&rdquo;</li>
</ul>
ABOUT THE HOST
Lucinda Carney is a Business Psychologist with 15 years in Senior Corporate L&amp;D roles and a further 10 as CEO of Actus Software where she worked closely with HR colleagues helping them to solve the same challenges across a huge range of industries. It was this breadth of experience that inspired Lucinda to set up the HR Uprising community to facilitate greater collaboration across HR professionals in different sectors, helping them to &lsquo;rise up&rsquo; together.
&ldquo;If you look up, you rise up&rdquo;
CONTACT METHOD
<ul>
<li>Join the LinkedIn community - https://www.linkedin.com/groups/13714397/</li>
<li>Email: Lucinda@advancechange.co.uk</li>
<li>Linked In: https://www.linkedin.com/in/lucindacarney/</li>
<li>Twitter: @lucindacarney</li>
<li>Instagram: @hruprising</li>
<li>Facebook: @hruprising</li>
</ul>

Welcome to the HR Uprising Podcast. 

This engaging podcast explores HR ‘hot’ topics and challenges through conversations with relevant experts and real-life HR; O.D. or L&D professionals.

HR Uprising is about creating an inclusive forum that enables us to share and learn from experts and everyday professionals. HR Uprising is all about learning through collaboration; taking evidence-based action and helping colleagues to have the confidence and skills to rise-up through their organisations by delivering real, lasting business value.

Hosted by Lucinda Carney a Business Psychologist; Experienced HR Change Agent; Entrepreneur; Speaker and Coach. There are two types of show format the ‘In focus’ episodes where Lucinda delves into a specialist topic in some depth and the ‘Conversations with’ series where we interview experts and people like you. Our hope is that shows are both informative and fun. 

You can access more information on each Podcast including resources or links mentioned in the show at our website www.hruprising.com. 

If you are a forward-thinking HR; L&D or O.D. professional who has a success story or challenge that others can learn from and you would like to be featured in future podcasts you can get in touch through one of the routes below.

Connect with us here: 
Join the linkedIn community: https://www.linkedin.com/groups/13714397/
LinkedIn: https://www.linkedin.com/in/lucindacarney/
Twitter: @hruprising
Instagram: @hruprising
Facebook: @hruprising

Advertisement