ISACA surveyed more than 3,500 tech professionals to see what motivates them, what influences them to stay at a job or move on, and whether age and gender impact those responses.
The Research Identifies:
The top reasons employees stay in their current roles
The primary causes of job-related stress and burnout
The prevalence of programs designed to recruit and retain women
Why women are underrepresented in the tech sector
The key reasons employees seek a new employer
What organizations should do now to increase retention rates among their tech staff
ISACA’s study finds age plays a stronger role than gender in perception gaps, but a few key differences among men and women remain. Read the report and related assets to access the data and key takeaways for your organization.
Will Women in Tech Benefit from Millennials Weighing In or Exiting Out of Overdemanding Tech Cultures?
by JJ DiGeronimo, Founder of Tech Savvy Women
Making Strides in Tech Workplace Culture
by Natasha Barnes, Internal Audit Tech Senior Manager
Expert Insights on Building a Strong Culture and Improving Retention
“Organisations should build support systems within the workplace to create an environment conducive for women in tech. They need to make deliberate efforts to involve women in decision-making and leading projects and teams, and these efforts should include mentorship and sponsorship programs. Forty percent of the executive management at my organisation are women, so I have had the privilege of having role models who are women right at my workplace.”
“In a white-hot market for all manner of IT audit, risk and compliance professionals, attrition is a constant challenge. You cannot effectively address your organization’s risks if you ignore the risk of losing your valued team members. How do you retainyour people when career options abound and ‘company loyalty’ is a laughably outdated concept? Here is the answer: Mentorship. Engagement. Connection. Express a genuine interest in your people and help them learn and grow while they contribute.”
“Organizations that have a supporting culture have a balance of men and women in leadership positions, diversity programs to support the retention of women, mentoring programs, and programs for enabling returns from career breaks. During my career, my mentors have helped me work on strengths and overcome weaknesses. They have guided me in challenging projects, supported me in making career decisions and helped me navigate corporate politics.”