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  3. Day 57, Year of #Mygration: Gender, Skilled Migration & IT industry, a study of India & the UK

Day 57, Year of #Mygration: Gender, Skilled Migration & IT industry, a study of India & the UK

Martha Lane Fox addresses delegates at the report's launch today in London

The global IT sector is characterised by low participation of women, with the UK being no exception. Many attempts have been made to address the problem of small and falling numbers of women in IT education, training and employment because narrowing the gender gap in high productivity sectors like IT will add 150 billion GBP to the UK GDP forecast for 2025. However, these attempts have had little success.

A new report was launched this morning, publishing the findings of an OU-led, ESRC-funded project - Gender, Skilled Migration and IT industry: a comparative study of India and the UK. The project has been comparing the profiles of the IT industry in UK with that in India. It considered why the IT sector in India, in contrast to many places including the UK, manages to attract such a high proportion of women in highly-skilled roles. It also gained insights from migrant women and men who move between the two countries, and have experience of both cultures, to understand both the gender norms and the best practice in each country.

The OU project was led by Professor of Geography and Migration Parvati Raghuram, with co-investigator Dr Clem Herman, Senior Lecturer in Computing and Communications, and Research Associates Dr. Gunjan Sondhi and Dr. Esther Ruiz Ben. The project partners included the BCSTechLondon AdvocatestechUK and NASSCOM.

The report highlights that the Indian IT sector:

  • has achieved comparative advantage to other sectors by offering career support; high status, reward and security; and visible equality policies that attract women;
  • effectively recruits into the sector through targeted high profile campaigns and campus recruitment; 50% of the companies recruit directly through universities providing a safe pipeline from study to work;
  • enables career progression as 50% of the companies offer in-house leadership and management programmes; This has contributed to 30% of companies doubling the proportion of senior women between 2012 and 2017;
  • invests in skills development to retain staff and keep a competitive edge.

Watch the project's video for more information

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