@ashedryden
various
backgrounds,
experiences, and
lifestyles
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@ashedryden
not always visible
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@ashedryden
race
gender
sexuality
ability
language
immigration
status
physical &
mental health
age
socioeconomic
class
and more!
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@ashedryden
in·ter·sec·tion·al·i·ty
the interactions of biological,
social, and cultural traits
contributing to systemic
inequality
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@ashedryden
race
gender
ability
physical &
mental health
socioeconomic
class
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@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
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@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
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@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
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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
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@ashedryden
priv·i·lege
unearned advantages for a
perceived trait, putting them
in the “normal” or “default”
group
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@ashedryden
Better Education
Access to Technology at an Earlier Age
Higher Pay
Assumed Competency
Seen as Skill Set Instead of Traits
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@ashedryden
ster·e·o·type threat
concern where a person has the
potential to confirm a negative
stereotype about their social
group
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@ashedryden
Source: xkcd, How it Works: http:/
/xkcd.com/385/
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@ashedryden
im·pos·tor syn·drome
a psychological phenomenon in
which people are unable to
internalize their
accomplishments
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@ashedryden
this is especially
pronounced when
negative stereotypes
exist about a group a
person belongs to
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@ashedryden
less likely to apply
for certain jobs
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@ashedryden
less likely to submit
a talk to a
conference
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@ashedryden
less likely to attend
a conference
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@ashedryden
mar·gin·al·ized
a minority or sub-group being
excluded, their needs or desires
ignored
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society teaches us
to do this to
everyone within
marginalized groups
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@ashedryden
“I’m different. I’m
logical & rational;
I don’t see gender or
race.”
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@ashedryden
Source: Moss-Racusin, et al. Science faculty’s subtle gender
biases favor male students, 2012
scientists & STEM
professors do this
to each other
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@ashedryden
even marginalized
people do this
to each other
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@ashedryden
how diverse is the
tech industry?
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@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
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women make up
24% of the industry
Source: FLOSSPOLS - Gender Integrated Report Findings
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@ashedryden
...but only 3% of
OSS contributors
Source: FLOSSPOLS - Gender Integrated Report Findings
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@ashedryden
lack of diversity is a
global problem
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@ashedryden
India
8%
Source: Anita Borg Institute, State of Women in Technology
Fields Around the World
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@ashedryden
US
17%
Source: Anita Borg Institute, State of Women in Technology
Fields Around the World
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@ashedryden
UK
18.2%
Source: Anita Borg Institute, State of Women in Technology
Fields Around the World
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@ashedryden
France
20%
Source: Anita Borg Institute, State of Women in Technology
Fields Around the World
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@ashedryden
Brazil
20%
Source: Anita Borg Institute, State of Women in Technology
Fields Around the World
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@ashedryden
South Africa
25%
Source: Anita Borg Institute, State of Women in Technology
Fields Around the World
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@ashedryden
“I guess women just
aren’t interested in
programming.”
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@ashedryden
first compiler
& programming
language
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@ashedryden
“Women aren’t
biologically
predisposed to
programming.”
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@ashedryden
no physical or
biological
difference
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@ashedryden
purely social and
cultural constructs
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@ashedryden
Bulgaria
73%
Source: Anita Borg Institute, State of Women in Technology
Fields Around the World
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@ashedryden
diversity matters
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@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)
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@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
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@ashedryden
more creative &
stimulated
Source: Charlan Jeanne Nemeth, Differential Contributions of
Majority and Minority Influence.
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@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)
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@ashedryden
financial success
& viability
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@ashedryden
why the lack of
diversity?
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@ashedryden
pipeline
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@ashedryden
cultural cues
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@ashedryden
differences in
toys and games
for boys and girls
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@ashedryden
no famous role
models that
represent them
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@ashedryden
access to
technology
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@ashedryden
boys get access to
their first
computer at 11
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@ashedryden
girls get access to
their first
computer at 14
@ashedryden
adopt smart phones
at a much
higher rate
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@ashedryden
access to
quality education
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@ashedryden
quality high school
education is one of the
greatest indicators of
earning potential
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@ashedryden
schools in poor
neighborhoods have lower
quality math and science
programs
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@ashedryden
access to
healthcare
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@ashedryden
people of color, people
with disabilities, & LGBTQ
people have less access to
quality healthcare
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@ashedryden
women are more
likely to be
caregivers
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@ashedryden
attraction
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@ashedryden
lack of role models
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@ashedryden
less likely to see people like
them represented in
companies and
conferences
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@ashedryden
geek stereotype
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@ashedryden
the geek stereotype
is hindering us
Source: Enduring Influence of Stereotypical Computer Science Role
Models on Women’s Academic Aspirations, Cheryan 2012
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@ashedryden
attrition
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@ashedryden
56% of women
leave tech within
10 years
Source: Athena Factor, Center for Work-Life Policy, 2008
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@ashedryden
that’s twice the
attrition rate of men
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@ashedryden
harassment
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@ashedryden
people in a marginalized
group are twice as likely
to be harassed or
mistreated
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@ashedryden
“but I’ve never seen
someone get
harassed.”
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@ashedryden
discrimination
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@ashedryden
pay,
advancement,
job offers
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@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
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@ashedryden
“I had to work hard to
get where I am.”
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@ashedryden
yeah, but
what can i do
about this stuff?
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@ashedryden
change starts with
us
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@ashedryden
education is the
trojan horse to
empathy
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@ashedryden
get to know people
different than us
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@ashedryden
bias &
discrimination are
often subtle
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@ashedryden
learn to apologize
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@ashedryden
talk about these
issues openly
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@ashedryden
“that’s not cool :(”
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@ashedryden
have the hard
conversations
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@ashedryden
influence change in
our communities
& workplaces
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@ashedryden
increase education
& access
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@ashedryden
the parental
advantage
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@ashedryden
help facilitate
events for
marginalized people
in tech
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@ashedryden
volunteer at local
schools and groups
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@ashedryden
commit financial
resources
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@ashedryden
work with colleges
and universities
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@ashedryden
“what’re you doing to help
students who’ve had less
exposure to technology?”
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@ashedryden
remove bias from
our educational
institutions
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@ashedryden
“have you
programmed
before?”
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@ashedryden
change our
workplaces
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@ashedryden
what does the
‘about’ page of your
website look like?