Deconstructing Women in Technology: What is the Data Really Telling Us?
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I examine the number of women in computing fields and provide tips to make your workplace more inviting to a diverse team.
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Deconstructing Women in Technology: What is the Data Really Telling Us?
- 1. Deconstructing Women in Technology What is the data really telling us? @electromute ingrid@quickleft.com Ingrid Alongi Co-Founder/CEO-Consulting
- 2. There aren’t a lot of women in Computing Fields
- 3. Computer Professionals White Men 86.4% African American 2.3% Asian 3.7% Hispanic 1.6% Women 6% 2013 Bureau of Labor Statistics
- 4. Computer Information Systems Managers White Men 91.5% African American 0.8% Asian 2.3% Hispanic 0.7% Women 4.7% 2013 Bureau of Labor Statistics
- 5. 0 22.5 45 67.5 90 Attitudes of College Bound Youth (Ages 13-17) CS is a good major CS is a good career 2009 ACM and WGBH Foundation New Image for Computing Report
- 6. Attitudes of College Bound Youth (Ages 13-17) More girls tend to associate computing with “typing,” “math,” and “boredom,” while boys are more likely to associate computing with “video games,” “design,” “electronics,” “solving problems,” and “interesting.”
- 7. 52 63 71 40 0 20 40 60 80 Percentage of women who have left tech jobs and don’t ever return Average working hours per week in the tech industry Percentage of women in STEM fields that experience sexual harassment Percentage of Women Who Drop Out of Field between ages 35-40 Harvard Business Review: Stopping the Exodus of Women in Science More Bummers for Women in Technology
- 8. 9 10 5 14 14 8 Return on Equity Return on Sales Return on Invested Capital Corporate Performance and Women’s Representation on Boards Low/no percentage of women board directors High percentage of women board directors 2007 Catalyst Study: TheBottom Line: Corporate Performance and Women’s Representation on Boards
- 9. What does it all mean?
- 10. Why aren’t there more women in CS?
- 11. Survivorship Bias image credit http://en.wikipedia.org/wiki/Douglas_A-26_Invader
- 12. Cultural Issues ns just want to be where we belong and contribute in a meaningfu The Impostor Syndrome So, Why?
- 13. 2010: The first time women earned more advanced degrees than men. 42% of successful Indiegogo campaigns are run by women and they raise more than men in terms of the number of contributions and amounts per contribution. men represent 22% of angel investors, up 50% from the year befo orbes article claims that 2014 is the breakout year for women entr ng far more computing jobs than U.S. schools are creating compu “Right now, four of the 20 top-paying jobs for women are in computing…” en, NCWIT, RailsBridge, Women Who Code, Girl Geek Dinners, G
- 14. I got this?
- 15. 7 ways to promote a better performing team
- 16. 1. Make a commitment
- 18. 2. Host team building events during business hours
- 19. Tres de Mayo Potluck 2013 Bike to Work Day 2012
- 20. 3. Provide ample outlets for feedback to leadership team
- 22. 4. Examine your hiring practices: from job posts to interviewing style
- 24. 5. Examine your bonus and raise criteria — not everyone is good at asking
- 26. 6. Having more women in leadership encourages more women in general
- 28. 7. Your job is a place of business where adults work, but it can still be fun!
Editor's Notes
- I feel like in some ways, I was born to give this talk. After all, I’ve been a software developer for most of my career. I didn’t get interested in computing because I was trying to help improve the men to women ratio. I got into the field because I enjoy solving problems. So, while in some ways I was born to give this talk, in other ways, it’s been the most difficult talk I’ve had to give. Why aren’t there more women in computer science? Before we get into some of the reasons and issues, let’s look at some data.
- Introduce myself Give some background on my career Present the dilemma
- It’s really too bad that women are leaving because having them at your company is actually a huge benefit, especially when they are in leadership positions. And, having at least 3 women BODs is even better for company performance!
- To be clear, women are leaving because of culture issues, not because they are raising kids Even though in other industries, people leave the workforce for a year or two at different times in their lives—most of them go back. Sadly, this is not true in tech.
- Things are changing
- So, back to me. I got this, right? But even at Quick Left, I noticed a trend. Women weren’t passing our initial interview screens, yet they were behind hired elsewhere with successful outcomes. What was I missing? As much as I should know what I’m doing, I was blindside by my own integration into the culture. I started to wonder what other ways I was setting up women for anything but success at my own company.
- It’s one thing to want more diverse team members in your office, but another to make a commitment to do this. How can you as founders or board members push change in your organization?
- It’s one thing to want more diverse team members in your office, but another to make a commitment to do this. How can you as founders or board members push change in your organization?
- If the only way to have access to the bosses or to climb the social hierarchy at the office is through the bar scene after work, you’re definitely excluding people. We have a kegerator at Quick Left, not saying you shouldn’t have alcohol, but make sure it’s not the only way people can make connections at the office.