WOMEN IN TECH THE FACTS

However, as Figure 1.15 illustrates, despite these aspirations, only about 1 in 4 of the technical
women in this study reported that their organizations support their leadership aspirations. This
disconnect leaves many women skeptical about whether their companies are committed to advancing
qualified women into leadership roles (Anderson et al., 2013).
FIG. 1.15 // Actual Support Women in Tech Report Receiving
Do you feel that your company provides actual support
in the form of programs/training to match the vocal
support around advancing women in tech?
16.9%
22.3%
24.5%
36.4%
Yes, actual support matches
vocal support
No, actual support does not
match vocal support
Unsure
Not applicable. Company does
not support the advancement
of women vocally or in practice
Rerendered from Anderson et al., 2013
When job satisfaction is diminished and the chances for advancement seem low, women and
other underrepresented groups may begin to look elsewhere for fulfilling careers.
At the same time, it is important to note that while job satisfaction and advancement opportunities are
certainly important, at least one study has found that “women in STEM fields do not react as positively
to increasing job satisfaction, job tenure, and advancing age as do women in non-STEM professions”
(Glass et al., 2013). These findings also suggested that “climate issues” and that a lack of “fit” or
belonging in these jobs persists for longer periods of time in STEM careers than in non-STEM careers.
This observation brings us back to other aspects of workplace experience that can create unwelcoming
climates or communicate a lack of “fit” or “belonging.” The next two chapters examine these aspects
in more depth—in particular, the role that bias plays in shaping climates and cultures that can make
members from underrepresented groups feel unwelcomed even when they are highly qualified.
18 WOMEN IN TECH: THE FACTS NCWIT // ncwit.org