Need to address inverted funnel for women in tech leadership roles: Parul Jain of Salesforce

Despite the tech industry's progress in embracing female leaders, gender inequality remains a notable obstacle for women in IT leadership. The documented gender gap highlights the persistent challenge, emphasizing the ongoing collective efforts needed for true equality. In a conversation with TechCircle, Parul Jain, VP of Software Engineering at Salesforce, sheds light on her journey and the evolving role of women in the tech industry. Edited Excerpts: 
 
Can you share your journey and experiences in the tech industry that led you to your current role as VP of Software Engineering at Salesforce?

My journey has been filled with ups and downs, and I owe much of my success to my parents. Both of them are deeply involved in science, technology, engineering, and math (STEM), setting the tone for an academically driven environment at home. My mother, in particular, instilled in me the belief in reaching new heights and excelling in the field of technology. This served as my inspiration, fueled by a genuine passion for math and science.  

During high school, my fascination with computer science took root, marking the beginning of my tech journey. The unwavering support from home further fueled my academic pursuits. As a diligent student, I consistently ranked at the top. This trend continued in my regional engineering college.  

Transitioning to the workforce presented a different reality. In the industry, I wasn't one in 16 but rather one in 200. Despite the initial shock, my strong foundation and track record helped me navigate through challenges. Being among the few in my class didn't hinder my connections; people were drawn to collaborate with me.  

As I progressed in my career, the scarcity of individuals like me became apparent. Wanting to be a role model for others, I embraced the responsibility of embodying the ideal professional. I had sought role models along my journey and now aimed to be one for others.  
  
What initiatives or programs do you think are essential for recognising and promoting women's contributions in the tech field?

Certainly! It's crucial. We all seek role models and should spotlight technological achievements. Specifically, highlighting the journeys of accomplished female leaders, acknowledging the challenges they faced, and emphasizing that both genders navigate hurdles. Let's not exclude male counterparts' stories; rather, share narratives of overcoming challenges and the journey's intricacies. Relatable stories foster connections, encouraging meaningful conversations that can instigate change. Celebrations, especially in STEM, should revolve around tech stories, emphasizing challenges and triumphs. 

While promoting gender equity, let's avoid creating divisions or perpetuating the perception that females need more support. Instead, let's work collaboratively, raising awareness about societal impediments and fostering constructive efforts. The concept of equity is often misunderstood, extending beyond gender to encompass various underrepresented groups. Let's strive for an inclusive environment where everyone has equal opportunities. At Salesforce, we initiate numerous efforts in this direction. 
 
Can you discuss the challenges women in tech face over the years, given reports stating a 45 to 50% departure rate by the age of 35? 

Let's not just focus on the challenges; it's important to acknowledge the changing landscape too. Nowadays, engineering schools boast a healthier male-to-female ratio, with up to 40 to 50% female enrollment, a significant improvement from two decades ago. Despite this, dropout rates persist. The challenges are varied, depending on the country and context. 

In places like India, mutual support is evident, but societal norms and biases still linger. Even in the tech world, where teamwork is crucial, there's a tendency for women to assume primary responsibility, hesitant to delegate. 

Letting go of these ingrained roles is crucial for progress. We need to foster environments where asking for help is encouraged, both at home and in the workplace. By embracing diversity and supporting each other, we can address retention and foster growth. It's time to spotlight more role models and create spaces where everyone feels valued and empowered, regardless of gender. 
 
How do you perceive the evolving role of women in the tech industry, especially in leadership positions?   

We still face the challenge of insufficient female representation in senior roles, whether it's leadership positions like Senior Director and above or individual contributor roles like architects. Society is becoming more aware of this issue, and actions are being taken, but the problem persists. 

The conversation about diversity has progressed, but it sometimes leads to comments implying that someone got a position solely due to diversity initiatives. 

When women leaders participate in forums, they bring unique perspectives, just as individuals from different ethnicities and regions do. However, it's essential to avoid thinking that women are special and bring a particular viewpoint simply because of their gender. Somewhere along the way, the narrative shifted, and some women started expecting special treatment, which is not the right approach. 

From my perspective, we need to strike a balance. While providing equal opportunities and resources, the focus should ultimately be on merit and technical abilities. It should be a level playing field. In my experience, cultural upbringing, especially in a country like India, sometimes instills a collaborative mindset where we work together and support one another. 

As we navigate larger teams and responsibilities, it becomes crucial to have a holistic view of the team, almost like looking after a family. Identifying who needs support, who can handle more, and maintaining a balance is key. 
 
What strategies has Salesforce implemented to promote diversity and inclusion, particularly in terms of gender diversity?  

Recognition is where it all begins. First, we ask ourselves if this is worth our attention, and Salesforce nailed this early on. We set internal goals without compromising on quality or the caliber of people we want in terms of culture and skills. While ensuring a level playing field for everyone, we establish goals for ourselves, though I can't share the percentages. When it comes to hiring, every leader is vigilant, and my advice is to take the time to see enough candidates, both male and female. Waiting longer can lead to a more diverse team with varied perspectives, rather than hastily filling roles with similar-looking individuals. 

Recognition and goal-setting aside, the key is ensuring that teams understand the intent. It's not just about checking a diversity box; it's about embracing different viewpoints. To meet these goals, we implement specific programs such as return-to-work and mentorship programs. We invite successful women to share their experiences, drawing inspiration to understand the challenges they faced. Encouraging everyone to refer more women ensures a healthy pipeline. 

Once we've recognised, set goals, and recruited, we focus on retention and growth. It's crucial to maintain fairness and merit while identifying the needs of our women colleagues. We tailor programs to upskill them, offering coaching in areas like communication, brand building, or visibility. As managers and leaders, we recommend these courses based on individual needs. The goal is to bring equity and empower everyone to compete at the highest level. 
 
Looking ahead, what changes or advancements do you hope to see in terms of women's roles and representation in the tech industry?  

I believe we can successfully retain our female talent across all levels, avoiding the typical funnel effect. It's more like an inverted funnel, where we see a good influx initially, but as we move towards senior roles, there's a noticeable drop. To address this, we should be intentional about promoting diversity while maintaining a merit-based approach. This involves recognising and valuing both technical and soft skills required for each role. 

To improve the situation, we should actively showcase role models, share success stories, and create safe spaces for everyone to seek help. Implementing programs that promote equity will also contribute to a more inclusive environment. Ultimately, my hope is to witness more female leaders at the top level.