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@ashedryden programming diversity

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@ashedryden

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@ashedryden ashe dryden @ashedryden ashedryden.com

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@ashedryden what is diversity?

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@ashedryden more than gender

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@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

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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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@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

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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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@ashedryden 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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@ashedryden 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 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 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

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@ashedryden lower computer ownership rates & broadband adoption

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@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 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 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 change our workplaces

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@ashedryden what does the ‘about’ page of your website look like?

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@ashedryden culture

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@ashedryden job listing language and requirements

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@ashedryden equal pay

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@ashedryden mentoring & career goal attainment

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@ashedryden requires participation from everyone

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@ashedryden what can we accomplish together?

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@ashedryden thanks! @ashedryden ashedryden.com