A/B testing sexism: Interviewing as a female executive in tech

68d40c5cc1496c2abc1f862dd148a036?s=47 Lisa van Gelder
June 21, 2017
Technology
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170

A/B testing sexism: Interviewing as a female executive in tech

Last year, Lisa van Gelder was interviewing for a new job at the same time as two (white, male) friends. Because they had a similar amount of experience and similar interests, they ended up interviewing at the same companies at the same time, and Lisa found herself in an unintentional A/B test. When they compared notes, she found that she had a radically different interview experience than did her friends.

Lisa discusses what she learned from her accidental A/B tests, how the term “unqualified” is often used to reject marginalized groups in tech, and what we can do about it—both as individual interviewees and as hiring managers looking to improve the interview process.

68d40c5cc1496c2abc1f862dd148a036?s=128

Lisa van Gelder

June 21, 2017
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Transcript

  1. 1.

    A/B testing sexism Interviewing as a female executive in tech

  2. 2.

    About Me Lisa van Gelder Senior Vice President, Technology @lisa_van_gelder

    lisa@bauerxcel.com
  3. 3.

    Candidate A Candidate B No CS degree 5 months software

    No management No exec experience No CS degree 15 years software 10 years management 1.5 years exec
  4. 4.

    CTO No CS degree 5 months software No management No

    exec experience Me No CS degree 15 years software 10 years management 1.5 years exec experience
  5. 5.
    None
  6. 6.

    Mike Me CS degree No CS degree 15 years software

    15 years software 8.5 years management 10 years management 2 years exec 1.5 years exec
  7. 7.

    Company A 75 developers

  8. 8.

    Company B Must have solved their exact problems

  9. 9.

    Company C softer touch

  10. 10.

    exec recruiters

  11. 11.

    Title inflation Team lead & Manager Team lead & Manager

    Mike Me Consultant Consultant VP, Engineering VP, Engineering
  12. 12.

    0

  13. 13.

    So what’s going on..?

  14. 14.

    In Groups vs Out Groups

  15. 15.

    In Groups & Out Groups • In Group - hire

    based on potential • Out Group - hire based on experience McKinsey report: ‘Unlocking the full potential of women in the US Economy’ 2011
  16. 16.

    Gender Diversity in Silicon Valley 2016 Women make up 12.5%

    of exective roles in Sillicon Valley 43.3% of the top 150 Sillicon Valley companies have no women at all in executive positions
  17. 17.

    The Pipeline Problem

  18. 18.
    None
  19. 19.
    None
  20. 20.

    “Software development is not a charity. If some people are

    better at it they will get the job” https://www.theguardian.com/technology/2016/feb/12/women-considered-better-coders- hide-gender-github#comment-68529126
  21. 21.

    Expectations of brilliance underlie gender distributions across academic disciplines BY

    SARAH-JANE LESLIE, ANDREI CIMPIAN, MEREDITH MEYER, EDWARD FREELAND SCIENCE16 JAN 2015 : 262-265 Women are underrepresented in fields whose practitioners believe that raw, innate talent is the main requirement for success, because women are stereotyped as not possessing such talent. This hypothesis extends to African Americans’ underrepresentation as well, as this group is subject to similar stereotypes.
  22. 22.

    Unconscious Bias Unconscious biases are social stereotypes about certain groups

    of people that individuals form outside their own conscious awareness.
  23. 23.

    What qualifies you to be a police chief? Redefining Merit

    to Justify Discrimination Eric Luis Uhlmann, Geoffrey L. Cohen 2005
  24. 24.

    What we can do about it

  25. 25.

    As allies

  26. 26.

    As interviewers

  27. 27.

    Have an interview process

  28. 28.

    Gender Decode your job ads http://gender-decoder.katmatfield.com/

  29. 29.

    Assemble a diverse group to interview

  30. 30.
    None
  31. 31.
    None
  32. 32.

    take home tests for engineers..

  33. 33.

    Gender differences and bias in open source: Pull request acceptance

    of women versus men. Terrell J, Kofink A, Middleton J, Rainear C, Murphy-Hill E, Parnin C, Stallings J. (2016) • Women’s PR contributions are accepted more often than men’s when they are not identifiable as women. • When women are identifiable, their contributions are accepted less often than men’s.
  34. 34.

    take home tests for execs..

  35. 35.

    Salary Bands

  36. 36.

    Engineering ladder

  37. 37.

    As interviewees

  38. 38.

    Apply! • Men apply for a job when they meet

    60% of the qualifications • Women apply when they meet 100% of the qualifications
  39. 39.
    None
  40. 40.
    None
  41. 41.

    Demystifying Public Speaking Lara Hogan Read this book!

  42. 42.

    Ask for feedback

  43. 43.
    None
  44. 44.

    It’s not you it’s them

  45. 45.

    Thanks! Lisa van Gelder Senior Vice President, Technology @lisa_van_gelder lisa@bauerxcel.com

    We’re hiring!
  46. 46.

    Image credits https://store.xkcd.com/products/try-science https://commons.wikimedia.org/wiki/ https://www.flickr.com/photos/102627552@N04/25440096000 http://www.publicdomainpictures.net/view-image.php?image=32267&picture=color-women-with-purses http://www.picserver.org/s/staff-training.html http://www.publicdomainpictures.net/view-image.php?image=57465&picture=business-people-group http://www.publicdomainpictures.net/view-image.php?image=56816&picture=woman-in-business-suit https://pixabay.com/en/pen-and-paper-notepad-write-969298/

    File:CSIRO_ScienceImage_6380_Section_of_the_Perth_Kalgoorlie_water_supply_pipeline_near_Merredin_WA_1 976.jpg https://pixabay.com/en/photos/children's%20group/ https://img.clipartfest.com/7117962d7d7d9a3c45b513323cfcea9c_female-speaker-in-silhouette-clipart- speaking-silhouette_595-612.jpeg https://pixabay.com/en/photos/question%20mark/?cat=people http://search.toktoksearch.co.kr https://commons.wikimedia.org/wiki/File:FHM-Orchestra-mk2006-03.jpg https://commons.wikimedia.org/wiki/File:Vector_cup_of_coffee.svg https://en.wikipedia.org/wiki/File:Question_mark.svg
  47. 47.

    Quoted Articles & Studies McKinsey report: ‘Unlocking the full potential

    of women in the US Economy’ 2011 http://www.fenwick.com/FenwickDocuments/Gender_Diversity_2016.pdf https://newsroom.fb.com/news/2016/07/facebook-diversity-update-positive-hiring-trends-show- progress/
 http://cra.org/resources/taulbee-survey/ https://www.theguardian.com/technology/2016/feb/12/women-considered-better-coders-hide- gender github#comment-68529126 Expectations of brilliance underlie gender distributions across academic disciplines by Sarah Jane Leslie, Andrei Cimpian Meredith Meyer, Edward Freeland Science 16 Jan 2015 : 262-265 https://www.theatlantic.com/magazine/archive/2017/04/why-is-silicon-valley-so-awful-to-women/ 517788/?utm_source=atlfb Redefining Merit to Justify Discrimination - Eric Luis Uhlmann, Geoffrey L. Cohen 2005 Gender differences and bias in open source: Pull request acceptance of women versus men Terrell J, Kofink A, Middleton J, Rainear C, Murphy-Hill E, Parnin C, Stallings J. (2016) http://gender-decoder.katmatfield.com/ https://hbr.org/2014/08/why-women-dont-apply-for-jobs-unless-theyre-100-qualified http://curt-rice.com/2013/10/01/what-the-worlds-best-orchestras-can-teach-us-about-gender- discrimination/ Demystifying Public Speaking - Lara Hogan