WOMEN IN TECH THE FACTS

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01 WOMEN IN COMPUTING: What Are the Numbers? CHAPTER SNAPSHOT > > Overall Participation: How many technical occupations are held by women? How do these patterns vary by race/ethnicity? What are the trends over time? > > Female Retention: What are the rates of attrition for technical women? Where do they go when they leave? > > Why Are Women Leaving? Workplace experience, lack of access to creative technical roles, and dissatisfaction with career prospects are key. OVERALL PARTICIPATION: How many technical occupations are held by women? How do these patterns vary by race/ethnicity? In 2015, women made up 25 percent of computing-related occupations. As Figure 1.1 indicates, levels of participation are even more concerning when it comes to women of color (Bureau of Labor, 2016). FIG. 1.1 // Percentage of Computing Occupations Held By Women, 2015 25 20 25% 15 10 5 0 16% 5% 3% All Women White Women Asian Women Black/African American Women 1% Latina/Hispanic Women ©NCWIT. Bureau of Labor, 2016. 6 WOMEN IN TECH: THE FACTS NCWIT // ncwit.org
What are the trends over time? For the most part, the percentage of computing occupations held by women has been declining since 1991, when it reached a high of 36 percent (Bureau of Labor, 2016). FIG. 1.2 // Percentage of Computing Occupations Held By Women Has Been Declining Since 1991 40 35 Women In Computing Occupations 30 25 20 1985 1988 1991 1994 1997 2000 2003 2006 2009 2012 2015 ©NCWIT. Bureau of Labor, 2016. Meanwhile, during this same time period, women’s participation in many other sciences has increased significantly (U.S. Department of Education, 2014). FIG. 1.3 // Female Percentage of Select STEM Undergraduate Degree Recipients 70 60 50 40 30 20 10 0 1970-71 1975-76 Biological & Biomedical Sciences Computer & Information Sciences Engineering 1980-81 1985-86 1990-91 1995-96 2000-01 Mathematics & Science Physical Sciences 2005-06 2010-11 2011-12 2013-14 ©NCWIT. Bureau of Labor, 2016. WOMEN IN TECH: THE FACTS 7
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: Performance Evaluation & Promotion
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
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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
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
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WOMEN IN TECH THE FACTS

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