than their appearance, men are twice more likely to be hired for a mathematical task than women. If ability is self-reported, women still are discriminated against, because employers do not fully account for men’s tendency to boast about performance.” “How stereotypes impair women’s careers in science” Ernesto Reuben et al, | http://www.pnas.org/content/111/12/4403
of test, the personality proﬁle, was even more slanted to male applicants. Based on a series of preference questions, these tests sought to indentify job applicants who were the ideal programming ‘type.’ According to test developers, successful programmers … displayed ‘disinterest in people’ and that they disliked ‘activities involving close personal interaction.’ https://stanford.io/2OMXPPL
are stereotyped in modern American culture as male-oriented ﬁelds that involve social isolation, an intense focus on machinery, and inborn brilliance.” Sapna Cheryan et al, “Cultural stereotypes as gatekeepers: increasing girls’ interest in computer science and engineering by diversifying stereotypes” https://www.frontiersin.org/articles/10.3389/fpsyg.2015.00049/full
marginalized groups in your hiring pool (including leadership and management positions) is necessary to counteract bias. https://martinfowler.com/bliki/DiversityMediocrityIllusion.html https://hbr.org/2016/04/if-theres-only-one-woman-in-your- candidate-pool-theres-statistically-no-chance-shell-be-hired
“Over time, over half of highly qualiﬁed women working in science, engineering and technology companies quit their jobs... In 2013, just 26 percent of computing jobs in the U.S. were held by women, down from 35 percent in 1990… Although 80 percent of U.S. women working in STEM ﬁelds say they love their work, 32 percent also say they feel stalled and are likely to quit within a year.” https://www.eeoc.gov/eeoc/statistics/reports/hightech/
innate ability / 10x developer myth create an inclusive environment and don’t tolerate intolerance check salaries, recruiting, and reviews for bias and correct imbalances monitor tenure, progression and job satisfaction by gender and race what can i do?
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