Abstract
Automation will be central to the next phase of business technology transformation, driving new levels of customer value such as faster delivery of products, higher quality and dependability, deeper personalization, and greater convenience. This business transformation phase will require workers with new skills at all levels. There are significant shortages of women in leadership job roles in information technology and automation. There are also significant disparities with pay and opportunities for women in those fields. As a result, it is critical to understand the organizational cultural change strategies that information technology (IT) and automation companies can make to employ more females in information technology and automation positions and address gender pay issues and gender exclusivity issues currently existing in today's workplace. This article intends to influence the world of practice through the execution of a literature review content analysis.
Highlights
Research has shown that companies in the top 25% for gender diversity are more likely to outperform than those that are not (DeLeon, 2014)
Research studies and models were selected based on a keywords search for women in technology, women in automation, and women in information technology
(EBSCO), ProQuest Dissertations and Thesis Database (ProQuest), Education Research Complete (EBSCO), ERIC (EBSCO), Scopus, and Google Scholar. Usage of these databases allowed a degree of assurance that the data retrieved was authoritative and that the research went through rigid, meticulous, and controlled evaluation systems, which are the brands of scholarly research and writing
Summary
Research has shown that companies in the top 25% for gender diversity are more likely to outperform than those that are not (DeLeon, 2014). Gender diversity has consistently been proven as a critical element in helping businesses gain a competitive advantage (Burrell, 2019). Volume 1 Issue 2 April-June 2020 growth and financial success, businesses continue to struggle in making gender diversity a reality (Burrell, 2019). Companies often fail to promote or hire women in executive-level positions, primarily in the automation and technology industries where women are grossly underrepresented. According to Ahuja (2002), it is more important than ever to determine the factors that prevent women from entering automation and technology fields and progressing to executive-level positions
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