News Article

Like many areas of technology and enterprise software, SAP has long been a male-dominated field. While this is changing, the technology sector as a whole still grapples with gender imbalance.  

Challenges Women Face in SAP 

Despite the progress, women in SAP still face obstacles such as underrepresentation, unconscious bias, and limited access to leadership opportunities. The challenge often starts at the recruitment stage, where fewer women apply for SAP-related roles.   

There are several factors can contribute to this:

• Job descriptions that unintentionally discourage female applicants by using gendered language.
• Lack of visible female role models.
• Recruitment processes that do not actively promote diversity.  

Interview practices can create additional barriers. Research suggests that women are more likely to be judged on their past experience, while men are evaluated based on their potential. This can lead to women being overlooked for roles they are highly qualified for. Certain interview questions can be discriminatory towards women, often focusing on personal circumstances rather than professional capabilities. Additionally, interview panels that lack diversity may unconsciously favour candidates who fit a familiar profile. 

Additionally, those in the industry may encounter difficulties in securing promotions, negotiating salaries, or balancing work-life commitments in demanding roles. 

While many companies have diversity initiatives in place, there is the need for businesses to do more in creating an inclusive culture. True inclusivity requires ongoing efforts to reform hiring practices, eliminate bias in recruitment and promotions, and foster environments where women feel valued and supported. Without intentional ongoing efforts, progress toward gender equality in SAP roles will stall. 

How Companies Can Support Women in SAP 

For businesses looking to foster a more inclusive SAP workforce, here are some key strategies: 

• Encourage more women to Enter SAP roles - Promote STEM education and career pathways for young women to build a strong pipeline of future SAP professionals. 
• Implement mentorship and sponsorship programs - Experienced SAP leaders can provide guidance, confidence, and opportunities for career advancement. 
• Promote inclusive hiring practices - Ensure job descriptions and hiring processes are free from bias, engage with a diverse candidate network, and ensure that female representation is present across the company. 
• Support work-life balance - Flexible work arrangements, parental leave policies, and leadership training can help retain female talent in SAP roles. 
• Implement fair Parental Leave Policies - Encouraging paternal leave ensures that caregiving responsibilities are more equally shared, reducing the career impact on women and fostering a more balanced workplace culture. 
• Celebrate women in SAP - Recognising and showcasing the achievements of women in SAP can inspire others and highlight the contributions they make to the industry. 

The future of SAP is diverse, dynamic, and full of potential. By fostering an environment of inclusivity and equal opportunity, businesses can not only drive innovation but also unlock the full potential of a diverse SAP workforce. 

Remember, the recruitment process says a lot about a company, and what it would be like to work there. If you are looking to build an exceptional and diverse SAP team, Maslow are here to support you throughout the process.

Get in touch: +44 161 327 1233 | info@maslowassociates.com