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Tech Needs More Men…

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Presented at FITC Toronto 2018
More info at http://fitc.ca/event/to18/

Presented by ​Pansy Lee, Intuit

Overview
… to support gender equality. But what is holding them back? This presentation explores the challenges men face in supporting gender equality within their technology organizations. More importantly, it offers useful tips to overcome these barriers.

There has been a flurry of activity around empowering women to speak up and act on gender equality issues. However, gender equality is not only a women’s issue because you can’t have equality unless everyone agrees it’s important.

Allies have made a big difference in other movements and more recently there have been formal invitations for men to join the gender equality movement (Sheryl Sandberg’s #LeanInTogether & the UN’s #HeForShe). The goal is to help educate people on what is holding men back so to reduce those barriers and have more men involved.

Objective
To help educate people on what is holding men back so to reduce those barriers and have more men involved in gender equality

Target Audience
Men who want to support gender equality but aren’t sure how.

Four Things Audience Members Will Learn
Reasons why women are leaving the tech industry
Why supporting male allies is so important
The barriers holding back men from supporting gender equality
Tips on how to reduce those barriers

Published in: Technology
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Tech Needs More Men…

  1. 1. Tech needs more men To support gender equality Pansy Lee FITC 2018 Transform April 9, 2018
  2. 2. Place your screenshot here Fast Company. (n.d.). Strong Female Lead.
  3. 3. circa 2001
  4. 4. 40%Women in undergraduate STEM (Science, Tech, Engineering and Math) programs 22%Women working in STEM fields Government of Canada, S. C. (2013, Dec 18). Government of Canada. (2015, Dec 9).
  5. 5. 52%of women in tech are leaving the industry Hewlett, S. A., Sherbin, L., Dieudonne, F., Fargnoli, C., & Fredman, C. (2014)
  6. 6. Biased evaluations Dean, C. (2006, Jul 18) Stanford News Center. (2006, Jul 12)
  7. 7. Biased evaluations Dean, C. (2006, Jul 18) Stanford News Center. (2006, Jul 12)
  8. 8. Biased evaluations – Ben Barres, A transgender man previously known as Barbara Barres Dean, C. (2006, Jul 18) Stanford News Center. (2006, Jul 12)
  9. 9. Biased evaluations – Ben Barres, A transgender man previously known as Barbara Barres Dean, C. (2006, Jul 18) Stanford News Center. (2006, Jul 12)
  10. 10. Biased evaluations ‘Ben gave a great seminar today—but his work is so much better than his sister’s’. – Ben Barres remembers a comment a scientist said to him at a conference Dean, C. (2006, Jul 18) Stanford News Center. (2006, Jul 12)
  11. 11. Hostile male cultures Higgins, C. (1980)
  12. 12. Hostile male cultures I was pouring myself a cup of coffee and asked ‘Can I get anyone a cup of coffee?’ -Sheila Marcelo, Founder, Chairwoman and CEO of Care.com
  13. 13. Hostile male cultures I was pouring myself a cup of coffee and asked ‘Can I get anyone a cup of coffee?’ -Sheila Marcelo, Founder, Chairwoman and CEO of Care.com The men in the room thought: “Oh, you must be the assistant from the bank.”
  14. 14. Lack of sponsors or mentors Nelson, V. (n.d.)
  15. 15. Lack of sponsors or mentors Ashford, K. (2013, May 3) The seminars on sex discrimination and harassment scared me. – Oli Thordarson, President and CEO of Alvaka Networks
  16. 16. Lack of sponsors or mentors I don’t want to defend myself against an allegation that I did something. Ashford, K. (2013, May 3) The seminars on sex discrimination and harassment scared me. – Oli Thordarson, President and CEO of Alvaka Networks
  17. 17. Excluded from inner circles
  18. 18. Excluded from inner circles I’ve witnessed male coworkers invited to golf outings and cottage weekends. – Pansy Lee
  19. 19. Excluded from inner circles Those same coworkers were later promoted instead of more qualified people in the organization. I’ve witnessed male coworkers invited to golf outings and cottage weekends. – Pansy Lee
  20. 20. Why am I focused on men? I keep talking about women in tech
  21. 21. Gender Equality Belief that men and women should have equal rights and opportunities - politically, economically and socially - World Health Organization. (2016)
  22. 22. Ultimately, you cannot achieve equality unless everyone agrees it’s important
  23. 23. Freed, L. (1963)
  24. 24. Manford, J. (1972)
  25. 25. What challenges do male allies face in supporting gender equality?
  26. 26. What challenges do male allies face in supporting gender equality? How might we support male allies in improving gender equality? &
  27. 27. 1. challenges men face Trying to support women in tech
  28. 28. Two co-creation research workshops Men from the Toronto tech community mentors network
  29. 29. List challenges
  30. 30. Suggest tips & Resources
  31. 31. Top 5 challenges men face in supporting gender equality within tech organizations
  32. 32. 1. Unaware there is an issue at all Privilege Pay gap Interrupting women in meetings
  33. 33. 2. Don’t know how to… Start Convince other men to care Create an inclusive environment
  34. 34. 3. Fear of being the lone advocate Loss of status Loss of privilege Discomfort
  35. 35. 4. Fear of being misunderstood coming off as trying to be a hero coming off creepy Saying or doing something offensive
  36. 36. 5. How to evaluate men & women equally Overcome gender norms Unconscious bias Meritocracy
  37. 37. 2. How might we support men The prototype toolkit
  38. 38. Prototype toolkit
  39. 39. Don’t know how to Start § Look beyond your usual hiring pools - privilege and other factors exclude great talent from those networks § Invite women to tech meetups § Be more aware of cutting off women when they speak. If you do, stop and ask them to continue.
  40. 40. Fear of being the lone advocate § Start inclusive social clubs: board games, cycling, financial investing, movies, books § Create project teams that include diverse perspectives
  41. 41. Fear of being misunderstood § Meet in public and open spaces § Make meetings a routine date & time § Introduce them to your significant other § Ask women for feedback - Does this come off the wrong way?
  42. 42. How to evaluate men & women equally § Watch videos on unconscious bias § Hide identity on resumes (LinkedIn identity blocker Unbias.io) & conduct blind code tests § Words like guru, ninja in job descriptions detract women from applying. Analysis tools: Textio.com & Unitive.com
  43. 43. How to evaluate men & women equally § Use gender neutral pronouns (they, them) when talking about open positions § Conduct interviews with diverse colleagues and use a rubric § If you have equal candidates, look at the make up of your team. Are you missing certain perspectives?
  44. 44. Contribute: Post-it note http://TechNeedsMoreMen.com/Toolkit A challenge that holds men back A tip or tool that might help
  45. 45. Thank you

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