Credit crunch or not, IT leaders are still predicting skills shortages. To me this highlights three reasons why we should be making sure that young women today consider the industry as an option.

First, it is an industry with growth potential. Second, for women, the profession offers the opportunity to earn a decent salary at many skill levels. Finally, women are more likely than men to take a career break. Traditionally, women have less linear careers, so where better to pitch yourself than at an industry that spends more than any other on keeping its workforces’ skills up to date?

IT and telecoms should be the ideal career for women and it might be if we could get on top of flexibility, the pay gap and supporting people re-entering the workforce after taking career breaks.

The BCS this week launched two good practice guides, one for IT employers and one containing advice for IT professionals planning to take a break.

The main messages from the guides are heartening ­ professionals who plan for a career break are more likely to make a successful return to work; returners and re-entrants, given support and training before, during and after recruitment can become effective technical team members after just six months; employers who are proactive in working with returners and their line managers are more likely to keep returners after the so-called six-month “crunch” period. And flexibility maintains competitive advantage, benefitting everyone.

Some employers have already cottoned on to the last point, realising that greater flexibility in working hours can help them better meet their customers’ needs, reduce their recruitment costs, and help them benefit from a loyal workforce.

However, these firms have to take an honest look at whether or not they are making the most of their female employees and the untapped talent pool just beyond their premises. They will need to do more than just talk the talk of their interview promises, or their female staff will walk.