WOMEN IN TECH THE FACTS

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FIG. 4.10 // Household Characteristics of Partnered Mid-Level Technical Workers, by Gender Partner Works Full-Time 37.9% 79.3% Partner Works Part-Time 6.1% 19% Partner is Not Employed 8.8% 33.5% Partner Has Primary Responsibility For Household/Children 13% 50.8% 0 10 20 30 40 50 60 70 80 Women Men Rerendered from Simard et al., 2008 Work-life concerns are increasingly important to both women AND men. As Figure 4.11, illustrates men and women are quite similar in the value they place on being a parent and having a successful marriage, with both ranking these as significantly more important than having a high-paying career (Pew Research Center, 2012). Interestingly, as seen in Figure 4.12, in recent years and for the first time ever, young women have surpassed men in ranking a “high-paying career or profession” as “very important” in their lives (Pew Research Center, 2012). These trends indicate that policies supporting competing responsibilities are increasingly vital if companies are to attract, retain, and benefit from the talent of employees of all genders. 46 WOMEN IN TECH: THE FACTS NCWIT // ncwit.org
FIG. 4.11 // Family Highly Valued for Men & Women % Saying ...is “one of the most important things” or “very important” in their lives Being a Good Parent 94% 91% Have a Successful Marriage 84% 83% Being Successful in a High-Paying Career or Profession 51% 49% 0 20 40 60 80 100 Women Men Rerendered from two Pew Research Center surveys from Dec. 6-19, 2011, and Jan. 14-27, 2010. Patten & Parker, 2012. Inflexible Flexibility Interestingly, mid-level employees more often reported that informal company practices—not formal company policies—made securing a flexible schedule difficult. For example, while flexible work schedules are often “technically” available, managers make accessing these schedules difficult, either through their authority or through informal comments. Women and others who take advantage of flexible scheduling often experience subtle reminders that they have been given “special treatment” and, as a result, end up working extended hours. These comments, combined with the lack of a “family-oriented” workplace culture, lead many women or others who temporarily take part-time positions to believe they are taking a “step down” on the career ladder (Simard et al., 2008). WOMEN IN TECH: THE FACTS 47
Page 1 and 2: WOMEN IN TECH: THE FACTS 2016 UPDAT
Page 3 and 4: Find Out How Your Company Might Be
Page 5 and 6: WAYS TO USE THIS REPORT • Make th
Page 7 and 8: Performance Evaluation & Promotion
Page 9 and 10: What are the trends over time? For
Page 11 and 12: FEMALE RETENTION: What are the rate
Page 13 and 14: Only 20 percent of the women who le
Page 15 and 16: FIG. 1.9 // Percent of U.S. Female-
Page 17 and 18: Although it may be tempting to conc
Page 19 and 20: Importantly, despite these and othe
Page 21 and 22: When job satisfaction is low, WOMEN
Page 23 and 24: However, these schemas also lead us
Page 25 and 26: Stereotype Threat Stereotype threat
Page 27 and 28: Gender or Color-Invisibility Indivi
Page 29 and 30: THE PARADOX OF MERITOCRACY: Thinkin
Page 31 and 32: JOB ADS: Biased and Exclusionary La
Page 33 and 34: Relying on the same short-list of u
Page 35 and 36: Women referred for entry-level tech
Page 37 and 38: MANAGERIAL RELATIONSHIPS: Employees
Page 39 and 40: This experience of isolation reduce
Page 41 and 42: Mentor vs Sponsors: Do You Know the
Page 43 and 44: In general, across industries and o
Page 45 and 46: For example, many women report that
Page 47: In fact, as Figure 4.9 illustrates,
Page 51 and 52: And the Plot Thickens: Dual Tech Ca
Page 53 and 54: SETTING THE STAGE FOR SUCCESS: A Wo
Page 55 and 56: eaching their goals. For example, i
Page 57 and 58: MINORITY-GROUPS ARE NOT BROKEN or i
Page 59 and 60: Examining potential biases in perfo
Page 61 and 62: Stories Inspire Action Consider the
Page 63 and 64: Ensure diverse interview teams. Jus
Page 65 and 66: Create company-wide development opp
Page 67 and 68: CHANGE MODEL FOCUS AREA #4 PERFORMA
Page 69 and 70: Model flexible practices at the exe
Page 71 and 72: Emerson, K. T., & Murphy, M. C. (20
Page 73: Simard as cited in Lebowitz, S. (20

WOMEN IN TECH THE FACTS

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