LittleBig Connection starts 2023 with a new high: a qualitative study conducted in conjunction with SISTA. This NGO, which works for a digital economy with more diversified leaders, recently shared its 2nd SISTA x CNNum x BCG barometer on the conditions for financing women startup leaders. This study makes the sad observation that French Tech still has much progress to make regarding parity.
If you read us regularly, you already know that gender is a subject close to our hearts. Our CEO, Constance Névoret, is an active member of SISTA, and we have set up a task force dedicated to Women in Tech in our internal Impact Committee.
Faced with these not-very encouraging figures, we, therefore, looked for genuine actions already in place – because there are some – that move towards increased parity. This was followed by a few months of crisscrossing the paths of parity and interviewing those who stood out as the most advanced on the subject.
Today, we’re proud to share our study, “12 Tech companies facing the challenge of parity, Crossed views and best practices“. To build it, we called upon twelve managers and employees committed to diversity and inclusion, such as Karima Ben Abdelmalek, President and Chief Executive Officer of happn, Véra Kempf, Co-founder of SINGULART or Dounia Wone, Chief Impact Officer of Vestiaire Collective.
Through these inspiring and authentic testimonies, we’ve identified many good practices that can be applied immediately. This feedback also highlighted the common drive that unites these companies: a sincere desire to change and a different way of thinking, instinctively turned towards parity.
The launch of our study
To celebrate the launch of our study, we had the pleasure of being invited by Google Paris to an evening dedicated to the topic “Being a woman in the Tech field : challenges and opportunities” organized by Google Digital Workshops and Women @Google.
On this occasion, Constance Névoret presented the motivations for our qualitative approach and authentic levers to a captivated audience. Here are a few examples:
- Consider parity as an actual project to be managed with figures
- Raising awareness within the workforce
- Ensure inclusiveness in job offers and recruitment processes
- Opt for a salary grid
- Establish mentoring
And because good news never comes alone, we also had the pleasure to see our work relayed by Maddyness, an established media on entrepreneurship, finance, technology, and innovation.
We’re proud of our journey with SISTA to reach this gratifying result. We are determined to attack the next step because there is still a long way to go! If you have any practical advice on improving parity in the workplace, please share it with us: we’re always looking for ways to improve!