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The technology world's sexism needs to end

Jonny Evans | May 2, 2014
The pace of change is too slow for most people now alive to see parity in their lifetimes.

The technology industry is sexist, and it will take years before endemic discrimination dissolves.

In fact, it might take decades. A Deloitte report cites Catalyst CEO Ilene H. Lang, who suggests that, when it comes to the imbalance on corporate boards, " it could take until 2075 for women to reach parity with men" if progress continues at its current pace.

Think about what that means. A 21-year-old woman graduating this month from college wouldn't see women occupying equal space on corporate boards until she is 82.

Lang was talking about all industries. For the tech industry, the situation is worse. A 2013 Fenwick & West survey revealed that 43.3% of the top 150 Silicon Valley firms had no female directors, and 40% had just one. That's not reflected in other industries; of Standard & Poor's top 100 U.S. firms, just 2% have no female representation at board level and just 13% have only one.

And the problem isn't restricted to the boardroom. In the 2012 U.S. workforce, women held 57% of all professional occupations, but only 26% of professional computing occupations.

This institutionalized sexism helps maintain unacceptable behavior. Look at the brouhaha around a couple of hacks deemed misogynistic at TechCrunch Disrupt last year. Those kinds of things can only happen when guys are used to being surrounded by nothing but guys. And when they do happen, they draw protest only because tech isn't really an all-male arena; it can just feel that way still. As Alexia Tsotsis, co-editor of TechCrunch, noted, "Tech has been a guy-dude-bro area for a while now. Now as it becomes more mainstream, more women join the workforce and are exposed to these locker-room-type attitudes."

How do these locker-room attitudes impact women in IT? Head over to the Everyday Sexism project to read testimony like this example:

"Despite the fact that I had, on average, five years more experience and two years more education than any of the men on the team, took only the challenging service calls and those that involved cleaning up messes made by some of the more junior men on the team, and consistently outperformed everyone else on the team by every measure, I was paid $2 less per hour than even the entry-level guys. Management rationalized this to me (and themselves) by claiming that it was simply 'risky' to hire women in IT," a female techie notes.

I suppose the riskiness involves biology; women have a greater tendency than men to get pregnant and take maternity leave. Once they become mothers, some women decide to say goodbye to the workplace and stay at home. Some of that may be self-fulfilling, of course; if companies treated women the same as men, there's a good chance that fewer of them would be so willing to sacrifice their careers for motherhood. Meanwhile, at higher levels of management, there might actually be more risk in hiring men. I am not kidding about this: "Women-led tech companies achieve 35% higher return on investment, and, when venture-backed, bring in 12% more revenue than male-owned tech companies," notes Google. (It's a shame that despite this realization, Google has just three women on its board, and one female senior executive.)


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