in just the past year, the Iowa Supreme Court ruled that a woman can be fired if her boss finds her attractive, a New York court decided that unpaid interns can't sue for sexual harassment, and the Paycheck Fairness Act was defeated by Republicans who claimed women actually prefer lower-paying jobs.
Where Did you Go to School? - 0 views
-
After going through ~1,500 investors, I found that 40% of venture investors have attended Stanford or Harvard. Just TWO schools! Why is that? Everyone wants to work with those they are most similar to, and education, gender, and race are attributes that allow people to find similarities in others. With 82% of the industry being male, nearly 60% of the industry being white male, and 40% of the industry coming from just two academic institutions, it is no wonder that this industry feels so insular and less of meritocracy but more of a mirrortocracy.
The female 'confidence gap' is a sham | Jessica Valenti | Opinion | The Guardian - 0 views
-
-
Adolescent girls - especially girls of color - are given less teacher attention in the classroom than their male peers. A full 56% of female students report being sexually harassed. Sexual assault on college campuses is rampant and goes largely unpunished, women can barely walk down the street without fear of harassment, and we make up the majority of American adults in poverty.
-
The truth is, if you're not insecure, you're not paying attention. Women's lack of confidence could actually just be a keen understanding of just how little American society values them.
- ...2 more annotations...
Articles by Jennifer Cloer | CIO - 0 views
As diversity progress in Silicon Valley stalls, advocates call for a new approach - 0 views
-
Inconsistent messaging, such as when a company’s executives espouse the virtues of diversity but do nothing to drive change, can also lead to employees tuning out of the conversation.
-
many companies continue to focus only on recruitment instead of retention, which Blanche likened to seeing that the canary in the coal mine is having problems and throwing in 50 more canaries as a solution.
-
Rather than adopting platitudes such as “empower women,” companies should instead consider implementing rules such as “no interruptions during meetings,”
- ...3 more annotations...
-
Inconsistent messaging, such as when a company's executives espouse the virtues of diversity but do nothing to drive change, can also lead to employees tuning out of the conversation.
New research shows successful founders are far older than the Valley stereotype | TechC... - 0 views
-
the average age of a startup founder is about 41.9 years of age among all startups that hire at least one employee, and among the top 0.1 percent of highest-growth startups, that average age moves up to 45 years old. Those ages are taken from the time of the founding of the company.
-
“The only category where the mean ages appear (modestly) below age 40 is when the firm has VC-backing. The youngest category is VC-backed firms in New York, where the mean founder age was 38.7.”
-
older entrepreneurs appear correlated with better startup performance. “For example, the 1,700 founders of the fastest growing new ventures (1 in 1,000) in our universe of U.S. firms had an average age of 45.0 (compared to 43.7 for the top 1% and 42.1 for the top 5%),”
- ...2 more annotations...
Recognizing the coded language of demonizing strong women - 0 views
-
The leadership double standardTo recognize when you are using coded language to describe strong women, ask yourself “Would I use those same descriptors for a male leader?” Would you be saying he’s too old or would you be saying he has depth of experience in that arena? Would you be describing a man as difficult to work with or would you appreciate that he has a different perspectives coming from
-
Recognizing the coded language of demonizing strong women
Atlassian finds Bay Area tech is taking less action on improving diversity and inclusio... - 0 views
-
Software maker Atlassian (NASDAQ: TEAM) found some surprises in its second such poll looking at diversity and inclusion at major tech employers. Big tech companies that have poured millions into becoming more diverse failed to show significant improvements from last year to this year. Its first survey found early last year that 83 percent of tech employees believed their company was already diverse.
-
Bay Area tech workers said they’re seeing fewer formal diversity initiatives from their companies, dropping from 55 percent in 2017 to 45 percent this year.
-
The lack of progress is reflected in several recent studies, including one from the Ascend Foundation last fall that found representation of most women and minority groups in tech sector leadership roles has been stagnant for the past decade, and the number of some minority groups in tech is actually declining.Blanche said she would have expected companies would be investing more in addressing the issue. Companies might be more afraid than ever of taking big leaps and failing, though.
-
The lack of progress is reflected in several recent studies, including one from the Ascend Foundation last fall that found representation of most women and minority groups in tech sector leadership roles has been stagnant for the past decade, and the number of some minority groups in tech is actually declining. Blanche said she would have expected companies would be investing more in addressing the issue. Companies might be more afraid than ever of taking big leaps and failing, though.
Cutting 'Old Heads' at IBM - 0 views
IBM's ageism scandal: 5 ways the company reportedly screwed older work - 0 views
Why Are There Few Women in Tech? Watch a Recruiting Session | WIRED - 0 views
-
The chilling effect, according to Wynn, starts with the people companies send to staff recruiting sessions. As students entered, women were often setting up refreshments or raffles and doling out the swag in the back; the presenters were often men, and they rarely introduced the recruiters. If the company sent a female engineer, according to the paper, she often had no speaking role; alternatively, her role was to speak about the company’s culture, while her male peer tackled the tech challenges.
-
follow-up question-and-answer periods were often dominated by male students who commandeered the time, using it to show off their own deep technical know-how in a familiar one-upmanship. Rather than acting as a facilitator for these sessions, male presenters were often drawn into a competitive volley.
-
The paper also describes recruiters using gender stereotypes. One online gaming company showed a slide of a woman wearing a red, skin-tight dress and holding a burning poker card to represent its product. Another company, which makes software to help construct computer graphics, only showed pictures of men—astronauts, computer technicians, soldiers.
- ...3 more annotations...
The Numbers of Women in Tech Rise and Fall, But Sexual Harassment is Ever Present - IEE... - 0 views
-
In a recent survey of startup founders, 78 percent of female founders said they’ve been sexually harassed or know someone else who has.
-
Women dominated computer programming in its early days because the field wasn’t seen as a career, just a something someone could do without a lot of training and would do for only a short period of time. Computer jobs had no room for advancement, so having women “retire” in their 20s was not seen as a bad thing. And since women, of course, could never supervise men, Hicks said, women who were good at computing ended up training the men who ended up as their managers.
-
But when it became clear that computers—and computer work—were important, women were suddenly pushed out of the field. “As the gender labor flip was occurring, a whole lot of talent was being shown the door,” Hicks said. “The young men being trained to do [computing] a lot of times don’t like it and don’t stay long—and why should they? They have career prospects in other areas, why go into the nascent field?”
- ...2 more annotations...
‹ Previous
21 - 40 of 115
Next ›
Last »
Showing 20▼ items per page
