FlowCon - Programming Diversity

29ff20a2ac375ff989f3bff70b71b23d?s=47 Ashe Dryden
November 01, 2013

FlowCon - Programming Diversity

It's been scientifically proven that more diverse communities and workplaces create better products and the solutions to difficult problems are more complete and diverse themselves. Companies are struggling to find adequate talent. So why do we see so few women, people of color, and LGBTQ people at our events and on the about pages of our websites? Even more curiously, why do 60% of women leave the tech industry within 10 years? Why are fewer women choosing to pursue computer science and related degrees than ever before? Why have stories of active discouragement, dismissal, harassment, or worse become regular news?

In this talk we’ll examine the causes behind the lack of diversity in our communities, events, and workplaces. We’ll discuss what we can do as community members, event organizers, and co-workers to not only combat this problem, but to encourage positive change by contributing to an atmosphere of inclusivity.

Objectives:

Educate about the lack of diversity and why it is a problem
Examine what is contributing to both the pipeline issue as well as attrition
Isolate what is and isn't working
Inspire direct action by examining our own behavior and learning more about the people around us so we can empathize better

29ff20a2ac375ff989f3bff70b71b23d?s=128

Ashe Dryden

November 01, 2013
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Transcript

  1. @ashedryden

  2. @ashedryden programming diversity

  3. @ashedryden zee spencer

  4. @ashedryden programming diversity

  5. @ashedryden ashe dryden @ashedryden ashedryden.com

  6. @ashedryden what is diversity?

  7. @ashedryden more than gender

  8. @ashedryden various backgrounds, experiences, and lifestyles

  9. @ashedryden not always visible

  10. @ashedryden race gender sexuality ability language immigration status physical &

    mental health age socioeconomic class and more!
  11. @ashedryden in·ter·sec·tion·al·i·ty the interactions of biological, social, and cultural traits

    contributing to systemic inequality
  12. @ashedryden race gender ability physical & mental health socioeconomic class

  13. @ashedryden in the US, women earn 80.9% of what men

    do Source: ABC: How to end the wage gap between men and women, http:/ /abcnews.go.com/ABC_Univision/News/women- make-men/story?id=18702478#.UZt3yitASqk
  14. @ashedryden but Latina women earn 59.3% of what white men

    do Source: ABC: How to end the wage gap between men and women, http:/ /abcnews.go.com/ABC_Univision/News/women- make-men/story?id=18702478#.UZt3yitASqk
  15. @ashedryden the unemployment rate in the US is ~7.5% Source:

    High Rate of Unemployment for the Blind, http:/ / work.chron.com/high-rate-unemployment-blind-14312.html
  16. @ashedryden the unemployment rate for the blind is 70-75% Source:

    High Rate of Unemployment for the Blind, http:/ / work.chron.com/high-rate-unemployment-blind-14312.html
  17. @ashedryden priv·i·lege unearned advantages for a perceived trait, putting them

    in the “normal” or “default” group
  18. @ashedryden Better Education Access to Technology at an Earlier Age

    Higher Pay Assumed Competency Seen as Skill Set Instead of Traits
  19. @ashedryden ster·e·o·type threat concern where a person has the potential

    to confirm a negative stereotype about their social group
  20. @ashedryden Source: xkcd, How it Works: http:/ /xkcd.com/385/

  21. @ashedryden im·pos·tor syn·drome a psychological phenomenon in which people are

    unable to internalize their accomplishments
  22. @ashedryden this is especially pronounced when negative stereotypes exist about

    a group a person belongs to
  23. @ashedryden less likely to apply for certain jobs

  24. @ashedryden less likely to submit a talk to a conference

  25. @ashedryden less likely to attend a conference

  26. @ashedryden mar·gin·al·ized a minority or sub-group being excluded, their needs

    or desires ignored
  27. @ashedryden society teaches us to do this to everyone within

    marginalized groups
  28. @ashedryden “I’m different. I’m logical & rational; I don’t see

    gender or race.”
  29. @ashedryden Source: Moss-Racusin, et al. Science faculty’s subtle gender biases

    favor male students, 2012 scientists & STEM professors do this to each other
  30. @ashedryden even marginalized people do this to each other

  31. @ashedryden how diverse is the tech industry?

  32. @ashedryden Source: Mercury News. Blacks, Latinos, and Women lose ground

    in tech companies, 2011 Women Hispanic Black Asian White 0% 25% 50% 75% 100% Tech Industry US Population
  33. @ashedryden women make up 24% of the industry Source: FLOSSPOLS

    - Gender Integrated Report Findings
  34. @ashedryden ...but only 3% of OSS contributors Source: FLOSSPOLS -

    Gender Integrated Report Findings
  35. @ashedryden lack of diversity is a global problem

  36. @ashedryden India 8% Source: Anita Borg Institute, State of Women

    in Technology Fields Around the World
  37. @ashedryden US 17% Source: Anita Borg Institute, State of Women

    in Technology Fields Around the World
  38. @ashedryden UK 18.2% Source: Anita Borg Institute, State of Women

    in Technology Fields Around the World
  39. @ashedryden France 20% Source: Anita Borg Institute, State of Women

    in Technology Fields Around the World
  40. @ashedryden Brazil 20% Source: Anita Borg Institute, State of Women

    in Technology Fields Around the World
  41. @ashedryden South Africa 25% Source: Anita Borg Institute, State of

    Women in Technology Fields Around the World
  42. @ashedryden “I guess women just aren’t interested in programming.”

  43. @ashedryden first compiler & programming language

  44. @ashedryden “Women aren’t biologically predisposed to programming.”

  45. @ashedryden no physical or biological difference

  46. @ashedryden purely social and cultural constructs

  47. @ashedryden Bulgaria 73% Source: Anita Borg Institute, State of Women

    in Technology Fields Around the World
  48. @ashedryden diversity matters

  49. @ashedryden sales revenue, number of customers, market share, and profits

    relative to competitors increase Source: Does Diversity Pay?, Cedric Herring, AMERICAN SOCIOLOGICAL REVIEW, 2009, VOL. 74 (April:208–224)
  50. @ashedryden solve complex problems better and faster Source: Scott Page,

    The difference: How the power of diversity creates better groups, firms, schools, and societies. Princeton University Press, 2009
  51. @ashedryden more creative & stimulated Source: Charlan Jeanne Nemeth, Differential

    Contributions of Majority and Minority Influence.
  52. @ashedryden make better decisions, generate more innovation Source: Caroline Simard,

    Ph.D., Obstacles and Solutions for Underrepresented Minorities in Technology, at 8, Anita Borg Institute for Women and Technology (2009)
  53. @ashedryden financial success & viability

  54. @ashedryden why the lack of diversity?

  55. @ashedryden pipeline

  56. @ashedryden cultural cues

  57. @ashedryden differences in toys and games for boys and girls

  58. @ashedryden no famous role models that represent them

  59. @ashedryden access to technology

  60. @ashedryden boys get access to their first computer at 11

  61. @ashedryden girls get access to their first computer at 14

  62. @ashedryden lower computer ownership rates & broadband adoption

  63. @ashedryden adopt smart phones at a much higher rate

  64. @ashedryden access to quality education

  65. @ashedryden quality high school education is one of the greatest

    indicators of earning potential
  66. @ashedryden schools in poor neighborhoods have lower quality math and

    science programs
  67. @ashedryden access to healthcare

  68. @ashedryden people of color, people with disabilities, & LGBTQ people

    have less access to quality healthcare
  69. @ashedryden women are more likely to be caregivers

  70. @ashedryden attraction

  71. @ashedryden lack of role models

  72. @ashedryden less likely to see people like them represented in

    companies and conferences
  73. @ashedryden geek stereotype

  74. @ashedryden the geek stereotype is hindering us Source: Enduring Influence

    of Stereotypical Computer Science Role Models on Women’s Academic Aspirations, Cheryan 2012
  75. @ashedryden attrition

  76. @ashedryden 56% of women leave tech within 10 years Source:

    Athena Factor, Center for Work-Life Policy, 2008
  77. @ashedryden that’s twice the attrition rate of men

  78. @ashedryden harassment

  79. @ashedryden people in a marginalized group are twice as likely

    to be harassed or mistreated
  80. @ashedryden discrimination

  81. @ashedryden pay, advancement, job offers

  82. @ashedryden men are 2.7 times more likely than women to

    be promoted to a high-ranking job Source: Mercury News 2010, http:/ /www.mercurynews.com/ ci_14382477
  83. @ashedryden “I had to work hard to get where I

    am.”
  84. @ashedryden yeah, but what can i do about this stuff?

  85. @ashedryden change starts with us

  86. @ashedryden education is the trojan horse to empathy

  87. @ashedryden get to know people different than us

  88. @ashedryden bias & discrimination are often subtle

  89. @ashedryden learn to apologize

  90. @ashedryden talk about these issues openly

  91. @ashedryden “that’s not cool :(”

  92. @ashedryden have the hard conversations

  93. @ashedryden influence change in our communities & workplaces

  94. @ashedryden increase education & access

  95. @ashedryden the parental advantage

  96. @ashedryden help facilitate events for marginalized people in tech

  97. @ashedryden volunteer at local schools and groups

  98. @ashedryden commit financial resources

  99. @ashedryden work with colleges and universities

  100. @ashedryden “what’re you doing to help students who’ve had less

    exposure to technology?”
  101. @ashedryden remove bias from our educational institutions

  102. @ashedryden “have you programmed before?”

  103. @ashedryden change our workplaces

  104. @ashedryden what does the ‘about’ page of your website look

    like?
  105. @ashedryden culture

  106. @ashedryden outreach

  107. @ashedryden job listing language and requirements

  108. @ashedryden benefits

  109. @ashedryden equal pay

  110. @ashedryden mentoring & career goal attainment

  111. @ashedryden requires participation from everyone

  112. @ashedryden what can we accomplish together?

  113. @ashedryden thanks! @ashedryden bit.ly/flowcon-ashe