Australia has one of the highest percentages of women working in tech in the world, sitting second in a recent global study. However, with the report also revealing that women represent only 28% of the Australian tech workforce, there is still a long way to go in balancing gender disparity.

During your job search, you will likely come across companies proclaiming their commitment to workplace diversity and supporting women in tech. But how can you know they are sincere about these initiatives, or if their good intentions are really translating in their day-to-day work environment?

The interview process itself may give you a clue, allowing you to be on the look out for inclusive interview questions that are based on empathy, respect and transparency. At the end of the interview, make the most of the opportunity to ask a few questions of your own. After all, this is a time for you to get to know them as much as for them to get to know you, so take this chance to find out if they really ‘walk the walk’ when it comes to supporting female tech workers.

Read on for our list of key questions that will help you determine if a company is really committed to diversity.

1. Do You Run Compulsory Diversity Training for Managers?

The quality of your relationship with your manager can make or break your time with a company, and leaders that have made proactive efforts to improve their approach to diversity have a big impact on the work environment. Whilst it may not be realistic for everyone, if an organisation has implemented training to help address issues such as unconscious bias in the workplace, it’s a good sign of their commitment.

2. How Many Women Currently Work in the Department?

This question is best applied to large organisations where you can get a fair picture of the department as a whole, because the gender-split of small teams may not necessarily indicate their commitment to diversity. You can ask for information about the company’s current ratio of male to female employees, but why not dig a bit deeper and find out who you would actually be working with? A good follow up question is understanding the roles these women hold – whether they are Engineers or Developers, for example, or have non-technical administrative or support roles.

Bear in mind that some companies might be on a drive to improve diversity, and not have reached their targets yet. If they’re open to improving their approach, that may be something worth considering.

3. What is the Gender Split of the Executive Team?

Following on from the previous question, be sure to ask about the number of women in leadership positions and not just about your immediate team. Most of us love the opportunity to advance within our roles over time, so take a look at the current leadership team to get an idea of whether women are being offered the same chance to move up the ladder as their male counterparts. Diversity in management – or a lack thereof – says a lot about the company’s current culture.

Again, keep in mind that the size of the organisation can skew the representation, so it’s important to take a holistic view, particularly with smaller businesses.

4. How Do You Instil a Culture of Inclusivity?

Diversity is key from a policy perspective, but what is the company doing to make women feel included once they’ve been hired? Ask how the organisation is actively advocating for women on a day-to-day basis. This can include flexible working arrangements for mothers returning to work, networking events and mentoring for women working in tech, and career planning that empowers women to achieve their goals.

5. How Has the Executive Team Demonstrated their Commitment to Diversity?

Positive changes trickle down, so it’s important to understand how company leadership is delivering on commitments to supporting female workers.

Whilst this question can be answered in many different ways, the trick is getting the interviewer to provide practical examples of initiatives or programs the company has implemented to support women in tech. After all, real-life experience and results are far more valuable than talking in hypotheticals or referring to policy documents.

Final Thoughts

Although these questions can help you gain insight into how committed a tech company is to inclusivity and supporting its female workers, they still offer only a surface-level look. The best way to ensure you find your ideal fit is to work with a trusted recruiter who will advocate for you and provide you with unparalleled insight into a company’s culture.

Get in touch with the team at PRA for support with your next job search, and to learn more about how we place tech professionals with organisations that share their values.