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    Womeninit 2020

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    fadia mardini
    Vicki Rogers presented data showing that while women earn over half of computer-related degrees, they only make up about a quarter of the IT workforce and an even smaller percentage hold technical roles or managerial positions. This is due to issues throughout the pipeline from a young age where girls are less likely to be exposed to technology, facing implicit and explicit biases that discourage them from pursuing IT careers. Once in the field, women leave IT at higher rates than men due to challenges like lack of mentorship and flexibility as well as exclusionary workplace cultures. However, research shows that increasing gender diversity improves performance, innovation and financial outcomes. To address this, organizations should implement bias training, promote sponsorship of women, and establish policies that support

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    Womeninit 2020

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    fadia mardini
    23 views37 pages
    Vicki Rogers presented data showing that while women earn over half of computer-related degrees, they only make up about a quarter of the IT workforce and an even smaller percentage hold technical roles or managerial positions. This is due to issues throughout the pipeline from a young age where girls are less likely to be exposed to technology, facing implicit and explicit biases that discourage them from pursuing IT careers. Once in the field, women leave IT at higher rates than men due to challenges like lack of mentorship and flexibility as well as exclusionary workplace cultures. However, research shows that increasing gender diversity improves performance, innovation and financial outcomes. To address this, organizations should implement bias training, promote sponsorship of women, and establish policies that support

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    Vicki Rogers presented data showing that while women earn over half of computer-related degrees, they only make up about a quarter of the IT workforce and an even smaller percentage hold technical roles or managerial positions. This is due to issues throughout the pipeline from a young age where girls are less likely to be exposed to technology, facing implicit and explicit biases that discourage them from pursuing IT careers. Once in the field, women leave IT at higher rates than men due to challenges like lack of mentorship and flexibility as well as exclusionary workplace cultures. However, research shows that increasing gender diversity improves performance, innovation and financial outcomes. To address this, organizations should implement bias training, promote sponsorship of women, and establish policies that support

    Copyright:

    © All Rights Reserved
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    Download as pptx, pdf, or txt
    23 views37 pages

    Womeninit 2020

    Uploaded by

    fadia mardini
    Vicki Rogers presented data showing that while women earn over half of computer-related degrees, they only make up about a quarter of the IT workforce and an even smaller percentage hold technical roles or managerial positions. This is due to issues throughout the pipeline from a young age where girls are less likely to be exposed to technology, facing implicit and explicit biases that discourage them from pursuing IT careers. Once in the field, women leave IT at higher rates than men due to challenges like lack of mentorship and flexibility as well as exclusionary workplace cultures. However, research shows that increasing gender diversity improves performance, innovation and financial outcomes. To address this, organizations should implement bias training, promote sponsorship of women, and establish policies that support

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    of 37

    IT Women

    Vicki Rogers
    [email protected]
    [email protected]
    Who Am I? Why Am I Here?
    IT Careers
    Good news…
    • IT careers are among the 10 fastest growing US occupations
    • By 2026 there will be 3.5 million computing related job openings
    But…
    • At the current rate only 17% of those jobs could be filled by computing
    bachelor’s degree recipients.
    What Percentage of US Professional
    Employees are Women?

    57%
    What Percentage of US IT Employees are
    Women?
    • Women made up 26% of IT employees (2017)
    – 3% African American women
    – 5% Asian women
    – 1% Hispanic women
    • Down from 35% in 2002
    • And 41% in 1996
    Women in Big IT Companies
    • Google’s workforce is only 30% female
    – Only 17% of tech jobs
    • Yahoo 37%
    • Facebook 31%
    – Only 15% are tech jobs
    • LinkedIn 39%
    • Twitter 50%
    – Only 10% are tech jobs
    What Percentage of US IT Managers are
    Women?
    • US Bureau of Labor and Statistics say 30%
    of IT managers are women
    • Educause says 23% of Higher Education
    CIOs or senior managers are women
    • 7% CIOs were women in 2014, this declined
    2% from 2 years earlier
    • In 2016, 43% of the 150 highest earning
    public companies had NO female officer at
    all
    Not Just an IT Problem
    • Women occupy less than 20% senior leadership
    positions across the public and private sectors
    • In politics, women constitute over ½ the voting public,
    but only
    – 19 % of Congress
    – 12 % of governors
    – 19 % of mayors of the nation’s one hundred largest cities.
    • From a global perspective, the US ranks 97th in the
    world for women’s representation in political office,
    below Slovakia, Bangladesh, and Saudi Arabia
    Not Just an IT Problem
    • In academia, women account for a majority of
    college graduates and post-graduate students but
    only about ¼ of full professors and university
    presidents
    • In law, women are almost ½ of law school graduates
    but only 18 % of the equity partners of major firms,
    and 21 % of Fortune 500 general counsels
    • In the nonprofit sector, women constitute ¾ of staff
    positions but only 1/5 the leaders of large
    organizations
    Not Just an IT Problem
    • In business, women account for 1/3 of
    MBA graduates, but only 4 % of
    Fortune 500 CEOs
    • At current rates of change, it could take
    more than a century for women to
    reach parity in the C suite
    The IT Difference

    The numbers of women are gradually increasing in


    every profession and leadership level EXCEPT IT
    My Research

    What’s going on?


    Does it matter?
    How do we fix it?
    University System of
    Georgia
    • 28 public institutions all over the
    state
    • Governed by a Board of Regents
    • 325k students
    • 158k employees
    USG Women 2014
    Wo
    • 20/30 institutions responded me
    n
    • Overall 30% women 30
    %
    • 2/30 (7%) institutions have female CIOs
    or similar role Me
    n
    70
    %
    USG Women 2017

    • 17/28 institutions responded


    Wome
    • Overall 22% women (down 8% from 2014) n 22%

    • 3/28 (11%) institutions have female CIOs


    or similar role
    Men
    78%
    Why?!?!

    Input
    Throughput
    Input
    • 57% of all bachelors degrees are
    earned by women
    • 19% of CS degrees (It was 37% in
    1985)
    • 56% of AP test takers are female
    • 47% of AP Calculus test takers were
    female
    • 23% of AP CS test takers were
    female
    Input Considerations
    • 69% of girls surveyed say they’d never consider a job in IT
    because they don’t even know what opportunities are
    available
    • Boy parents more aggressively introduce technology than girl
    parents
    • No women role models
    • There’s a perception that IT is a “lifestyle” not just a job
    • There’s evidence that by first grade children associate math
    with boys
    • Personal computers were originally marketed as a toy for boys
    Throughput

    Women are 2-3x


    more likely to leave
    IT
    Throughput Considerations
    Organizational practices
    – Masculine work environments
    – Hiring and promotion practices
    – Lack of role models and mentors
    – Stereotypes
    – Inflexible work policies
    – Family issues
    Personal barriers
    – Confidence and personal self worth (believe that you
    can succeed)
    – Lack of social capitol (relationships)
    – Networking opportunities
    – Sense of belonging
    Elephant in the Valley Research
    • 200 Women with at least 10 years experience
    • Focused on five areas: Feedback & Promotion,
    Inclusion, Unconscious Biases, Motherhood, and
    Harassment & Safety
    • 84% told they are too aggressive
    • 66% felt excluded from key social/networking
    opportunities
    • 88% experienced male peers being questioned
    when it should have been them
    • https://www.elephantinthevalley.com
    Throughput Considerations
    • Great progress in overt bias – no more Mad Men
    • Still challenges with unconscious, implicit, or second generation bias
    – Invisible barriers
    – Unconscious Bias
    • 40 bits our 11 million bits
    • 99.99999% unconscious thoughts
    – Historical/Cultural beliefs about gender
    • Stereotypes (note taking, hospitality)
    • Positive vs negative perceptions of the same behavior
    – Project Implicit, Harvard
    – Google’s Unconscious Bias Training
    • Still challenges with institutional bias
    – Workplace structure
    – Lack of role models
    – Tokenism
    What’s going on?
    Does it matter?
    How can we fix it?
    Does It Matter?
    Gallop Poll found that diverse teams perform
    better
    – Men and women have different viewpoints, ideas,
    and market insights, which enables better problem
    solving
    – A gender-diverse workforce provides more knowledge
    – A gender-diverse workforce allows the company to
    serve an increasingly diverse customer base
    – Gender diversity helps companies attract and retain
    talented women. Companies cannot afford to ignore
    50% of the potential workforce and expect to be
    competitive in the global economy
    How Does It Matter?
    • Improved Performance
    – Diverse teams make decisions 60% faster

    • Higher Returns
    – US companies with diverse boards have a 95%
    higher ROE than those with homogenous
    boards

    • Improved Morale and Engagement


    • Larger Talent Pool
    • Legal Protection
    What’s going on?
    Does it matter?
    How can we fix it?
    How Do We Fix It?
    • Talk about it
    • Learn more
    • Men have to be involved
    • Top down discussions, promotion, commitment
    • Acknowledge that it is a critical business
    concern
    • Specifically develop women (it is different)
    • Institutional and Unconscious Bias Training
    Where Do We Start?
    Address these organizational issues (everyone’s responsibility):
    – Cultural fit
    – Expectation gaps
    – Lack of role models and mentors
    – Career satisfaction
    – Organizational commitment
    – Role ambiguity
    – Role conflict
    Where Do We Start?
    Work on these personal barriers
    (women’s responsibility):
    – Personal self worth and believe that you
    can succeed
    – Social capitol (relationships)
    – Networking opportunities
    – Sense of belonging
    The Rooney Rule
    The Rooney Rule
    • The Rooney Rule is a National Football League policy that requires league
    teams to interview minority candidates for head coaching and senior
    football operation jobs
    • It was established in 2003, and variations of the rule are now in place in
    other industries
    • At the start of the 2006 season, the overall percentage of African American
    coaches had jumped to 22%, up from 6% prior to the Rooney Rule
    • The problem wasn’t that there weren’t any talented black coaches, the
    problem was access
    The Symphony
    Blind orchestra auditions, with
    musicians behind a curtain,
    increased the number of
    female musicians hired by 25%,
    increasing their total to 46%
    Resources
    • National Center for Women in Technology - www.ncwit.org
    • Elephant in the Valley Research - www.elephantinthevalley.com
    • Gender Bias in performance reviews
    • https://life.saywerk.com/posts/with-these-gender-biases-at-work-even-performance-reviews-need-performance
    • https://hbr.org/2017/04/how-gender-bias-corrupts-performance-reviews-and-what-to-do-about-it
    • Gender neutral recruiting and hiring
    • https://scienceforwork.com/blog/reducing-gender-bias-hiring/
    • Project Implicit https://implicit.harvard.edu/implicit/takeatest.html
    • Diverse companies have higher returns https
    ://www.mckinsey.com/business-functions/organization/our-insights/is-there-a-payoff-from-top-team-diversity
    • US Bureau and Labor Statistics
    • Google’s Unconscious Bias Training
    https://www.businessinsider.com/google-unconscious-bias-training-presentation-2015-12?r=UK&IR=T#the-same-ability-n
    ow-gets-us-through-the-day-without-having-to-slowly-process-every-decision-we-make-4

    • [email protected]
    • [email protected]

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