WOMEN IN TECH THE FACTS

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WOMEN IN TECH: THE FACTS WHAT IS THE CURRENT STATE OF AFFAIRS? CHAPTER 1: Women in Computing: What Are the Numbers? Overall Participation .............................................................................................................. 6 Female Retention .................................................................................................................... 9 Why Are Women Leaving? ................................................................................................ 11 CHAPTER 2: Understanding Implicit Bias in the Technical Workplace: What is it? What Role Does It Play in Everyday Interactions? Intro to Implicit Bias ............................................................................................................ 20 How Do These Biases Play Out in Everyday, Subtle Interactions in the Technical Workplace? .......................................................................................................... 22 Microinequities ............................................................................................................................ 22 Stereotype Threat ....................................................................................................................... 23 Tokenism & Glass Cliff ................................................................................................................ 24 Gender- or Color-Invisibility........................................................................................................ 25 CHAPTER 3: Institutional Barriers: How Do Biases Influence Recruitment? Job Ads ........................................................................................................................................ 29 The Recruiting Process ....................................................................................................... 29 The Interview & Selection Context ............................................................................... 31 The Physical Office Environment .................................................................................. 32 CHAPTER 4: Institutional Barriers: How Do Biases Influence Retention & Advancement? Managerial Relationships ................................................................................................. 35 Isolation ..................................................................................................................................... 36 4 WOMEN IN TECH: THE FACTS NCWIT // ncwit.org
Performance Evaluation & Promotion ........................................................................ 40 Competing Life Responsibilities..................................................................................... 44 CALL TO ACTION: How Can We Address These Biases & Increase Diverse Participation? CHAPTER 5: Getting Started: Taking an Ecosystem Approach Setting the Stage for Success: A word about research-based approaches to change. .................................................................................................................................... 51 Taking an Ecosystem Approach: Overview of the NCWIT Industry Systemic Change Model. ............................................................................................................................52 Getting Started: Important first steps ..............................................................................52 Enlist Top Leadership Support ............................................................................................. 52 Educate Managers ................................................................................................................ 53 Ensure Data Transparency and Accountability .................................................................. 53 Final Thoughts: Male and majority-group allies also matter. ................................... 54 CHAPTER 6: Next Steps: Using the NCWIT Industry Systemic Change Model to Improve Recruitment , Retention & Advancement of a Diverse Workforce Subtle Biases in Everyday Interaction: Five “bias interrupters” that everyone can start implementing right now. ....................................................................................... 58 Recruitment and Selection: Making sure you really find and attract the “best” candidates. .............................................................................................................. 60 Employee Development: Creating a “growth mindset” environment and ensuring access to core, creative tech roles. ............................................................. 62 Performance Evaluation & Promotion: Examining biases and establishing clear criteria. ...................................................................................................... 65 Support for Competing Life Responsibilities: Removing stigma and framing as important for ALL employees. .......................................................................... 66 WOMEN IN TECH: THE FACTS 5
Page 1 and 2: WOMEN IN TECH: THE FACTS 2016 UPDAT
Page 3 and 4: Find Out How Your Company Might Be
Page 5: WAYS TO USE THIS REPORT • Make th
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 and 48: In fact, as Figure 4.9 illustrates,
Page 49 and 50: FIG. 4.11 // Family Highly Valued f
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
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Stories Inspire Action Consider the
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Ensure diverse interview teams. Jus
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Create company-wide development opp
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CHANGE MODEL FOCUS AREA #4 PERFORMA
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Model flexible practices at the exe
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Emerson, K. T., & Murphy, M. C. (20
Page 73:
Simard as cited in Lebowitz, S. (20
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WOMEN IN TECH THE FACTS

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