/ root causes ❖ Statistical data about the underrepresented groups ❖ My own experience ❖ What can companies / individuals/Apple do to increase diversity
diversity refers to the differences or variations between individuals in relevance with: ❖ Age ❖ Nationality ❖ Ethnicity ❖ Education ❖ Gender ❖ Religious background ❖ Sexual orientation ❖ Political preferences ❖ Cultural heritage
on the table ❖ More effective problem-solving ❖ Better performance/productivity ❖ Better decision-making ❖ More creativity ❖ A diverse team can better serve the needs of a diverse customer base ❖ Employees want to feel included and respected
of colour (African American, Asian, Hispanic etc) ❖ Women of colour ❖ LGBTQ+ (non binary, gender fl uid) ❖ People with disabilities ❖ Age minorities (Boomers)
make up 31% of stuff in the technology industry. ❖ For software developers, web designers and data analysts the percentage drops to 18%. ❖ Coding Black Females: In the UK, Black women make up only 1.8% of the workforce and only 0.7% of them are working in technology. ❖ N26 stated that only 10% of the iOS team was non-male before taking action.
and Hispanic & Latinx employees 3.7% at senior levels in 2021. ❖ Mercer.com: The 85% of US-based executives and 83% of senior managers are white. ❖ The 77% of executives and 71% of senior managers worldwide are male. ❖ Bloomberg: While Hispanics make up 18% of the US population, they only represent 8% of employees in big tech. African-Americans represent 13% of the population, while only holding 5% of big tech jobs. White Male
BBC: “I’m worried about the lack of women in tech and there are no good excuses for it” “We cannot achieve nearly what we could achieve without a more diverse workforce” “I think the essence of technology and its effect on humanity depends upon women being at the table”
for female full-time employees in the UK was £558 at April 2021, compared to £652 for males ❖ Around 24% of the gender pay gap is related to the overrepresentation of women in relatively low- paying sectors, such as care, health and education. ❖ The position in the hierarchy in fl uences the level of pay: less than 8% of top companies’ CEOs are women. ❖ The profession with the largest differences in hourly earnings in the EU were managers: 23% lower earnings for women than for men ❖ Equal Pay Act enshrined in 1963 from the European Union
❖ Human mentality (feminine/masculin professions) ❖ Not enough computer science students ❖ Not a diverse talent pool ❖ Imposter syndrome ❖ Unconscious bias ❖ Lack of sponsorships ❖ AI bias ❖ There is a lack of real ‘know how’ in companies
inclusive? ❖ More entry level positions ❖ Provide the equipment ❖ Use inclusive/gender neutral language in formal communication & job descriptions ❖ Track representation in the current workforce ❖ Train existing employees to code in iOS source: www.businessofapps.com 67%
inclusive? ❖ Make diversity a priority in the hiring process: • Reach out to organisations such as Girls Who Code, Code.org etc • Make public statements that company is open to diverse candidates • Explore new candidate sources • Make data driven hiring decisions • Identify biases during the whole recruitment cycle and take action
inclusive? ❖ Provide training to enable team members to overcome unconscious biases at their day to day work ❖ Create employee support groups for the disadvantaged employees ❖ Provide mentorship for career growth ❖ Employ a D&I Manager ❖ Be an EEO (Equal Employment Opportunity)
Create software that addresses everyone ❖ Use more inclusive language in our daily meetings ❖ Change mentality ❖ Dismantle stereotypes ❖ Apply for jobs even when you don’t meet the criteria 100% ❖ Apply to speak in conferences ❖ Respect each others space
She++ Women who code Women in Technology W rite/Speak/Code Litas for Girls Girl Develop it WeAreTechWomen AllW om en Women Techmakers Women who code | Mobile Girls in Tech She Code Africa SheCanCode GirlCon Coding Black Females Code First Girls Black Girls Code TechWomen
mean- spirited content, including references or commentary about religion, race, sexual orientation, gender, national/ethnic origin…” Updated the App Store Review Guidelines stating that apps should not include content that is: ❖ Using welcoming and inclusive language (e.g., prefer non-gendered words like “folks” to “guys”, non-ableist words like “soundness check” to “sanity check”, etc.) ❖ Being respectful of differing viewpoints and experiences ❖ Focusing on what is best for the community ❖ Showing empathy towards other community members Updated the Swift Code of Conduct to be more inclusive:
pathways for a diverse group of developers, increasing the engagement and retention of those developers, and helping developers of all backgrounds establish leadership and technical expertise within the community. There is a special Diversity Section:
Swift, Black in Swift, and Pride in Swift ❖ Virtual events and meetups for networking ❖ Community-focused blog in Swift.org ❖ Community showcase forum Created 3 speci fi c community workgroups:
workgroup (@diversity- workgroup) consists of the following people: ❖ Devanshi Modha (@devanshimodha) ❖ Holly Borla (@hborla) ❖ Kristina Fox (@kristina) ❖ Marc Aupont (@digimarktech) ❖ Paul Hudson (@paul_hudson)
Apple made an additional $30 million commitment to their Racial Equity and Justice Initiative. Last year, Apple launched a new App Store Foundations Program in the UK, which is speci fi cally intended to support women developers and founders.
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