DEP endeavours to build an inclusive workplace, and provide equal opportunities

Shirin Hameed, Chief Marketing Officer (CMO), Detroit Engineered Products (DEP)

“The lack of women representation in the technology industry is a systemic problem that has been present for decades. One of the main reasons for this is the cultural and gender stereotypes that associate the tech industry with men. These stereotypes discourage women from pursuing careers in technology and create a hostile environment for those who do.

Another reason for the underrepresentation of women in the tech industry is the lack of diversity in recruitment and hiring practices. Companies tend to hire people who look like them and share their perspectives and experiences, making it difficult for women and other underrepresented groups to break into the industry.

To improve the representation of women in the tech industry, steps should be taken at both the individual and organizational levels. Organizations can improve diversity by making changes to their recruitment and hiring processes, creating inclusive workplaces, and providing opportunities for professional development and advancement.

Individuals can help by supporting and promoting diversity and inclusion initiatives within their organizations, advocating for policies that promote equal pay and opportunities for all genders, encouraging young women to pursue careers in technology, and serving as role models and mentors for women in the industry.

Overall, achieving greater gender parity in the technology industry requires a concerted effort from individuals, organizations, and society as a whole.

DEP supports and promotes diversity and inclusion initiatives within the organization. We strive to create an inclusive workplace, and provide equal opportunities for professional development and advancement, irrespective of gender or any other factor. However, the best person for the job is the only way a business can flourish, and while we support equity and equality, performance and skills are paramount.

A pipeline is thought about throughout the organisation to promote diversity, equity, and inclusion. It starts with the hiring process, where we ensure job postings are gender-neutral, and the panel is diverse. We foster an inclusive culture where all team members feel valued, respected, and empowered to contribute their best work. This includes providing flexible work arrangements, fair promotion opportunities, and training as needed.  We regularly track and measure progress towards increasing women's representation at all levels, including tracking key metrics like representation, engagement, and retention rates.

The most critical skill that I strive towards is time management. This includes prioritizing my tasks and allocating time accordingly for both personal and professional commitments. This goes hand in hand with being organised. I use tools to manage my tasks, to help me stay on top of my commitments. Somrthing that took me a while to realize is how to set boundaries. This means learning to say no to requests that are beyond my capacity or cutting down on work that is not essential. And yes, taking time for myself and my family and learning to disconnect go a long way in maintaining this balance harmoniously.

On a lighter note, I do hope men too get asked this question as often as women do. That would be some equality right there.”