1. Revolutionizing the Face of Technology ℠ www.ncwit.org

2. Important Note: this is NOT a talk about men being unfair to women

3. Women’s Participation in Computing Has Been Declining Since the Early 1990’s 5% 13%25% 56%74% Sources: NCWIT Scorecard; Athena Factor, Center for Work-Life Policy, 2008

4. Women’s Lack of Participation Makes Technical Teams “Less Intelligent” “There’s little correlation between a group’s collective intelligence and the IQs of its individual members. But if a group includes more women, its collective intelligence rises.” Evidence for a Collective Intelligence Factor in the Performance of Human Groups, Science October 2010, Anita Williams Woolley, Christopher F. Chabris, Alex Pentland, Nada Hashmi and Thomas W. Malone

5. It’s Also a Huge (Unnecessary), U.S. Corporate Technical Brain Drain Sources: Capturing Turnover Costs, Joins, 2000; TalentKeepers, 2010; Athena Factor, 2008 56% leave $150-250K 75% stay in workforce

6. This Has Serious Consequences for the Success of Tech Industry "We simply cannot afford to alienate large chunks of the workforce. It is a widely understood truth that the single biggest challenge…is attracting the right people. To literally handicap yourself by 50 percent is insanity.” -- Dan Shapiro, Google

7. Why Are Women Leaving Technology? Let’s Start With U.S. Society at Large

8. Society Is Biased About Gender and Science

9. Lucy is Biased and Most Likely, You Are Too

10. It’s Not Our Fault – Our “Schemas” Make Us Think This Way Schemas are structures that organize our knowledge and assumptions about something and are used for interpreting and processing information.

11. “Unconscious” Biases Are Particularly Salient in Organizations Dominated by a Single Group, Like Most Technology Teams Society Employees Organizational Culture Subtle Dynamics Institutional Barriers Schemas/ Unconscious Biases

12. Subtle Dynamics: What Are They? Ex 1: Stereotype Threat Fear of confirming a negative stereotype Ex 2: Micro-inequities Being singled out, ignored, or discounted based on race or gender

13. Example: White male engineering students score lower when told in advance that Asians typically score higher on math tests Source: Aronson, et al., 1999; Steele & Aronson, 1998 Stereotype Threat Research

14. Stereotype Threat Lowers Performance and Reduces Confidence/Risk-taking of Technical Women Because They May: Not speak up in meetings Be reluctant to take leadership positions Be overly harsh about their own work Discount their performance

15. Micro-Inequities Obscure Creativity, Lower Morale/Productivity and Increase Attrition Through: Slights Unacknowledged accomplishments Isolation and lack of networks Exclusion “Bro-gramming”

17. Institutional Barriers: What Are They? Hiring Selecting people “like me” Task Assignment Women in “low status” jobs Performance Appraisal Men – effort, individual & technical skill Women – luck, strength of team, collaboration, easy assignments Promotion Criteria modeled implicitly on existing senior male leaders

18. What Can YOU Do To Stop the Flight of Mid-Career Technical Women? Personal engagement & sponsorship Accountability metrics Supervisor training Inclusive performance appraisal processes Inclusive team meetings & culture Recognition/credit/encouragement

19. I have three girls on my programming team. One of my girls Amanda who I have taught for three years made me cry in my car on the way home (where no one could see me). She solved a recursion problem that I tried to do for about 4 hours and could not solve. Without me pushing for girls on the team I would have just thought she was an “A” student. With a little push she became my brilliant student. I should have pushed her last year. And for the record it wasn’t an all out boo-hoo cry. It was like a single tear that a man would do if there was something in his man eye. In Closing ……..

20. So Next Year …….. What Will Your Quote Be? At one of my staff meetings, I asked my direct reports, all of whom are male, to identify our top female technical contributors. Although we had just a few women in technical leadership positions, one really stood out as having potential to advance ….. Active sponsorship …. Top technical assignments ….. Has now become our CTO ….. We leapt for joy!

21. Questions? www.ncwit.org