- Gender stereotypes and preconceptions: The tech industry has historically been male-dominated, leading to perceptions that the field is more suitable for men. Deutsche Telekom would need to combat these stereotypes and proactively encourage female students to consider careers in tech.
- Lack of female role models: The underrepresentation of women in leadership positions within the tech industry may discourage female graduates from pursuing careers in the field. Deutsche Telekom should promote women in visible leadership roles and foster a supportive environment where female graduates can see and connect with successful female mentors.
- Unconscious bias: Unconscious bias, also known as implicit bias, can influence decision-making during the recruitment process. Hiring managers may unknowingly favor male candidates for roles based on perceived "fit" or industry norms. To address this, Deutsche Telekom could implement inclusive and bias-free hiring practices, such as blind resumes, structured interviews, and diverse hiring panels.
- Limited access to relevant networks: Networking plays a significant role in securing job opportunities. Female graduates may have limited access to professional networks in the tech industry compared to male peers. Deutsche Telekom can facilitate women's networking opportunities by offering mentoring programs, industry events, and initiatives that cater to female tech talent.
- Work-life balance concerns: Female graduates may have concerns about achieving a satisfactory work-life balance in the demanding tech industry. Deutsche Telekom should emphasize its efforts to foster a supportive work environment, flexible work arrangements, and policies that accommodate family responsibilities, demonstrating their commitment to diversity and employee well-being.
By understanding and addressing these challenges, Deutsche Telekom can implement targeted strategies to attract, recruit, and retain female university graduates, contributing to a more diverse and inclusive workplace.