BlueJeans Blog

Creating Gender and Voice Equity in the Workplace

The topic of equity and equality in the workplace (or the lack thereof) has been a hot debate in recent years—especially in the technology sector. While many companies are have made strides in their effort to create a more diverse and inclusive workplace, research shows there is still much to be done.

While BlueJeans is no exception (as our CMO, Rosanne Saccone points out in this guest post with our partner Hugo) we, like many companies in the Valley, are a work in progress. To start, this year we became a sponsor of PBWC—a professional business women’s organization that provides insights, mentorship and tools to members with the goal of empowering and propelling more women into management positions, executive offices and board appointments. 

We also recently partnered with Hugo to release a study on the topic of gender equity in tech. Conducted by Advancing Women in Product (AWIP), the survey comprised of 580 respondents highlighted the following key findings:

  • 25% of women felt that their voices were at least sometimes subdued at all in meetings.
  • Only 10% of men reported that their voices were sometimes subdued.
  • 20% of all respondents felt that their voices were actively subdued in meetings—of those, all identified as Asian, Black or African American, Latinx, or Mixed Race.
  • 26% of respondents said that gender differences exist in their work environment, but they don’t complain.
  • Furthermore, 57% more women and non-binary people agreed with this statement than men—signifying that women and non-binary people don’t, in fact, complain when it happens.

The resulting report, “Developing a Foundational Approach to Gender Equity in Tech,” highlights the fact that not everyone has the same challenges and obstacles in the workplace. But while we are not all starting on equal ground, focusing on creating equity within one’s organization can help us all move forward more effectively. To do so, each individual weakness or imbalance requires its own set of tools and support.

Take the challenge of working mothers, for example. Women almost always bear more of the burden of than men when it comes having children and sacrificing their careers as a result. Using workplace tools to neutralize the impact of in-person meetings can ensure that more women get an equal opportunity to move ahead in their careers without falling behind.

These tools also enable team members to take a trip abroad or work in distributed offices without missing a beat at work. They can help keep larger groups of people informed of decisions in real time rather than hearing about them secondhand. Companies can explore equalizing dynamics in a remote video setting to mitigate physical presence or dominance.

At BlueJeans, we recognize the importance of tools like ours in helping people better connect and get business done as effectively as possible—wherever that work is coming from—meaning companies no longer need to be bound by geographic limitations when building out and growing their workforce.

But technology by itself can only do so much. Industry-wide, we must do more to build a bright future for all people in the workplace by setting clear goals and exploring all actions that can be taken to ensure we’re creating balanced teams made up of people with a diversity of identities and experiences.

If you’re interested in learning more about the report findings and how companies can use technology to adopt and execute actionable, specific strategies for change, join Hugo, BlueJeans, Atlassian, the Aussie Founders Network, Freshworks and Owl Labs tomorrow (5/8) at the Atlassian SF office for a panel session on the Future of Gender Equity in Tech.

We hope to see you there!