Gender and Career : A Mixed-Methods Study of Attraction and Retention of Women in a Global Technology Company
Suomi, Ilona (2025)
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025120432344
https://urn.fi/URN:NBN:fi:amk-2025120432344
Tiivistelmä
Despite notable advancements, women remain underrepresented in technology, especially in leadership. This thesis examines how Diversity, Equity, and Inclusion (DE&I) influence the attraction and retention of women in a global technology company. Grounded in the historical trajectory of women’s rights and the institutionalization of DE&I, the study positions its inquiry as part of a wider continuum of equality efforts.
The study is situated in a Fortune-listed multinational technology currently operating in 44 countries. While DE&I principles are embedded in strategic frameworks and operational processes the company reflects the wider industrial situation in gender imbalance. Key objectives of this research include identifying enablers and barriers to attraction and retention, comparing managerial and employee perspectives, and highlighting actionable opportunities for improvement.
The research uses a mixed-methods approach, combining qualitative interviews with HR experts and quantitative surveys among employees and managers. This methodology enables an exploration of how organizational practices, culture, and support mechanisms influence the attraction and retention of women in technical roles.
Findings reveal structural and cultural constraints in talent pipelines, recruitment processes, development pathways, and work–life flexibility. Retention is linked to application of inclusion policies, career development, and the influence of unconscious bias. Integrating the qualitative and quantitative results, the thesis outlines several priorities: strengthening external employer branding and recruitment partnerships from D,E&I perspective, enhancing mentoring and leadership engagement and improving transparency around flexible work options. These interventions aim to consolidate internal strengths while addressing gaps that hinder gender balance.
The study concludes that advancing women’s representation in technical roles requires sustained, and evidence-based efforts but the application may vary depending on the maturity of D,E&I activities between different parts of the organization
Keywords Diversity, Equity & Inclusion, Technology, Gender
Pages 63 pages and appendices 2 pages
The study is situated in a Fortune-listed multinational technology currently operating in 44 countries. While DE&I principles are embedded in strategic frameworks and operational processes the company reflects the wider industrial situation in gender imbalance. Key objectives of this research include identifying enablers and barriers to attraction and retention, comparing managerial and employee perspectives, and highlighting actionable opportunities for improvement.
The research uses a mixed-methods approach, combining qualitative interviews with HR experts and quantitative surveys among employees and managers. This methodology enables an exploration of how organizational practices, culture, and support mechanisms influence the attraction and retention of women in technical roles.
Findings reveal structural and cultural constraints in talent pipelines, recruitment processes, development pathways, and work–life flexibility. Retention is linked to application of inclusion policies, career development, and the influence of unconscious bias. Integrating the qualitative and quantitative results, the thesis outlines several priorities: strengthening external employer branding and recruitment partnerships from D,E&I perspective, enhancing mentoring and leadership engagement and improving transparency around flexible work options. These interventions aim to consolidate internal strengths while addressing gaps that hinder gender balance.
The study concludes that advancing women’s representation in technical roles requires sustained, and evidence-based efforts but the application may vary depending on the maturity of D,E&I activities between different parts of the organization
Keywords Diversity, Equity & Inclusion, Technology, Gender
Pages 63 pages and appendices 2 pages