Pregnant pause
One issue that always springs up is pregnancy. There is not only a need to make the workplace more appealing for parents, but to ensure women (and men) aren't penalised when children come along.
"I've heard horror stories on this subject and it's certainly an area we need to address for mothers and for fathers," says Luxford. "Companies are finally becoming clearer and more up-to-date on their maternity/paternity leave policies."
She adds that the world of work has changed so 9-till-5 is not necessarily the norm – "by incorporating policies that reflect the new world of work and also their employees can only be a good thing."
Getting men on board
It's not just down to schools and the women in technology to make the industry more appealing to girls, according to Jacqueline de Rojas, area vice president of Northern Europe at Citrix and president at techUK. "Corporate leaders – who remain predominantly male in this sector – must be prepared to stand up against practices like 'showing face'," she says.
She adds that introducing flexible working programmes is not enough, noting: "It is essential to break down barriers built around the traditional male-orientated work culture to ensure that those working flexibly are as championed as their office counterparts."
This may involve challenging the traditional outlook of executive committees, to drive commitment and ensure accountability, she adds.
An improving situation?
But with the problem clearly highlighted, could the situation be getting better?
Aisling Keegan, general manager and executive director at Dell UK, says that there is still a huge amount of work to do in this area in all organisations, as it's only in recent years that there has been a true realisation that creating and nurturing a more inclusive and diverse culture is imperative to business success and ultimately yields better outcomes.
"There has been lots of analysis and research done over the years proving that such cultures and environments yield better results so there is no doubt in my mind that the situation is absolutely bound to improve over the next 12-18 months. It has to!" she adds.
Keegan says it is down to everyone to drive this agenda forward, to raise awareness, recognise our own unconscious bias, call it and encourage everyone to actively participate in evolving and improving the current status quo.
"Aside from all the obvious benefits of attracting a more diverse workforce and building a more inclusive environment, it makes for a much more interesting, educational and fun ride!"
