@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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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
@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?