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Lone Star Ruby 2013 - Programming Diversity

Lone Star Ruby 2013 - 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.

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Ashe Dryden

July 20, 2013
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Transcript

  1. @ashedryden programming diversity

  2. @ashedryden ashe dryden @ashedryden ashedryden.com

  3. @ashedryden what is diversity?

  4. @ashedryden more than gender

  5. @ashedryden various backgrounds, experiences, and lifestyles

  6. @ashedryden not always visible

  7. @ashedryden race gender sexuality ability language appearance physical & mental

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

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

  10. @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
  11. @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
  12. @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
  13. @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
  14. @ashedryden priv·i·lege unearned advantages for a perceived trait, putting them

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

    Higher Pay Assumed Competency Quality of Social/Professional Network Seen as Skill Set Instead of Traits Easily Fit Into/Identify with Subculture
  16. @ashedryden ster·e·o·type threat concern where a person has the potential

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

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

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

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

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

  22. @ashedryden less likely to attend a conference

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

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

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

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

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

  28. @ashedryden how diverse is the tech industry?

  29. @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
  30. @ashedryden women make up 24% of the industry Source: FLOSSPOLS

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

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

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

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

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

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

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

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

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

  40. @ashedryden first compiler & programming language

  41. @ashedryden “Well, women aren’t biologically predisposed to programming.”

  42. @ashedryden no physical or biological difference

  43. @ashedryden purely social and cultural constructs

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

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

  46. @ashedryden diversity matters to businesses

  47. @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)
  48. @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
  49. @ashedryden more creative & stimulated Source: Charlan Jeanne Nemeth, Differential

    Contributions of Majority and Minority Influence.
  50. @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)
  51. @ashedryden financial success & viability

  52. @ashedryden diversity matters to society

  53. @ashedryden heal the issue of unequal pay and opportunity

  54. @ashedryden create class mobility

  55. @ashedryden the wage gap is smaller in STEM fields

  56. @ashedryden in tech, women earn about 87% of what men

    do
  57. @ashedryden why the lack of diversity?

  58. @ashedryden pipeline

  59. @ashedryden cultural cues

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

  61. @ashedryden no famous role models that represent them

  62. @ashedryden access to technology

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

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

  65. @ashedryden lower computer ownership rates & broadband adoption

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

  67. @ashedryden access to quality education

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

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

    science programs
  70. @ashedryden access to healthcare

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

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

  73. @ashedryden attraction

  74. @ashedryden lack of role models

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

    companies and conferences
  76. @ashedryden geek stereotype

  77. @ashedryden people who don’t identify & aren’t represented by the

    geek stereotype are turned off by it those who do Source: Enduring Influence of Stereotypical Computer Science Role Models on Women’s Academic Aspirations, Cheryan 2012
  78. @ashedryden attrition

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

    NCWIT, 2012
  80. @ashedryden that’s twice the attrition rate of men

  81. @ashedryden harassment

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

    to be harassed or mistreated
  83. @ashedryden “but I’ve never seen someone get harassed.”

  84. @ashedryden discrimination

  85. @ashedryden pay, advancement, job offers

  86. @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
  87. @ashedryden you’ve been promoted to my army

  88. @ashedryden change starts with us

  89. @ashedryden education is the trojan horse to empathy

  90. @ashedryden get to know people different than us

  91. @ashedryden bias & discrimination are often subtle

  92. @ashedryden learn to apologize

  93. @ashedryden advocate for change

  94. @ashedryden talk about these issues openly

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

  96. @ashedryden have the hard conversations

  97. @ashedryden influence change in our communities & workplaces

  98. @ashedryden increase education & access

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

  100. @ashedryden volunteer at local schools and groups

  101. @ashedryden commit financial resources

  102. @ashedryden work with colleges and universities

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

    exposure to technology?”
  104. @ashedryden remove bias from our schools and universities

  105. @ashedryden “have you programmed before?”

  106. @ashedryden change our workplaces

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

    like?
  108. @ashedryden culture

  109. @ashedryden vocal support

  110. @ashedryden job listing language and requirements

  111. @ashedryden benefits

  112. @ashedryden interviewing

  113. @ashedryden equal pay

  114. @ashedryden mentoring & career goal attainment

  115. @ashedryden requires participation from everyone

  116. @ashedryden what can we accomplish together?

  117. @ashedryden thanks! @ashedryden bit.ly/ashe-book