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HOW TECHNOLOGY
CAN HELP YOU
BALANCE THE
WORLD
TECHNOLOGY
ONLY AMPLIFIES
EXISTING
BEHAVIOURS
THE FUTURIST
INDUSTRY IS
OVERWHELMINGLY
WHITE AND MALE
https://www.youtube.com/watch?time_continue=31&v=Y8DBwchocvs
voluntarily silenced and invaded by men’s
y shapes:
who speak
gressive or bossy
eak out
timonials or experiences
Image: Kaye Blegvad
Image: David Sipre
What conference organizers answer when asked for female s
Image: Caperton Gillett and Feministe
Female Conference Speaker
B I N G O
Women just
aren’t
interested in
this field
There aren’t
enough
qualified
female
spaeakers
We need big-
name speakers,
and few of
those are
women
It’s a male-
dominated field
There aren’t a
lof of women in
C-level
positions
Both women
we called were
booked that
weekend
Both women
we booked
bailed at the
last minute
All the women
were probably
busy
Female
speakers are
always burnt
out from
speaking so
much
Trying to get
more female
speakers is
sexist
You have to be
bold; people
arenn’t just
going to invite
you to present
Women are shy
Women only
ever want to
talk about
women-stuff
Women need
to act more like
men
No one has
complained
about this
before
Attendees want
to hear from
people like
themselves
Well, there
aren’t that
many female
attendees,
either
We’re ony
responding to
demand
Fine, YOU tell
me who they
should have
invited
Who? I’ve
never heard of
her.
The organizers
just wanted to
get the best
speakers they
could find
You can’t kick
out a male
speaker just to
fit a women in
there
FREE
You can’t
shoehorn in a
women where
she doesn’t fit
Women never
volunteer to
present
It’s a self-reinforcing cycle. Few women getting hired to speak me
It’s a self-reinforcing cycle. Few women getting hired to speak means fewer can
become stars, which means fewer will get hired to speak.
Yet, the odds that a panel might "randomly" be all men are astronomical.
Work by mathematician Greg Martin suggests that all-male lineups don’t “just
happen,” despite what conference organizers might claim.
Source: Lauren Bacon, The Atlantic
140
Since the team couldn’t take on personal liability for the costs, there wa
hard decision to made.
That decision was: Cancel the event.
Consequences of (in)visibilit
Since speakers are usually ma
audiences are given a narrow
perspective. Fewer women ch
speak, and fewer are chosen.
Without the opportunity for wo
serve on panels as thought lea
women lack profile-building sp
opportunities, an important
contributor to experience and
recognition.
Source: The Panel Pledge
The gender gap in public speaking is
not random.
It is the consequence of internalized
cultural norms:
Women’s lower inclination to
speak in public and/or
self-promote.
Men’s greater visibility in
public eye.
Conference organizers’
unconscious bias.
Why is this a serious issue?
Because of the loss of tremendous opportunities!
By 2020, there will be 1.4 million jobs available in computing-related fields. US
graduates are on track to fill 29% of those jobs. Women are on track to fill just
3%.
THE FUTURE IS IN CODE AND I WANT
WOMEN TO WRITE IT.
— Kathryn Parsons, Cofounder of Decoded
Coding is still the most important skill of the future.
80% of jobs in the next decade will require technological skills.
Also because the lack of female perspective in science can have dramatic
consequences.
318
Hold others accountable:
– Call out bias.
– Make others justify decisions.
– Make decisions collectively.
Suggest women or members of underrepresented groups to be
speakers or panelists at events you attend.
Join or donate to feminist hackerspaces.
Learn to code.
Set up your own website or blog.
Speak up.
Nominate impressive women in tech around you.
330
Ask your employer to review their hiring process and HR practices.
Ask your employer to run unconscious bias training and only to sponsor
events with anti-harassment policies.
Start your own company or activist group making a change for women in
technology.
Watch movies and read books about female scientists or inventors.
Buy science/construction toys for your daughter.
Introduce your daughter to female professionals in the tech field and show
her their daily jobs.
Bring your daughter to a makers fair.
develops more open source tools and platforms.
amplifies alternative and diverse narratives of women’s lived realities.
regulates surveillance practices.
secures a safe, healthy, and informative internet for children and young
people.
is completely free from online or tech-related violence.
THE FUTURE OF TECH IS
NOT A PRODUCT, IT’S PEOPLE
@asalvaire
aurelie@shiftbalance.org

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How technology can help you balance the world

  • 1. HOW TECHNOLOGY CAN HELP YOU BALANCE THE WORLD
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  • 20. voluntarily silenced and invaded by men’s y shapes: who speak gressive or bossy eak out timonials or experiences Image: Kaye Blegvad
  • 21. Image: David Sipre What conference organizers answer when asked for female s Image: Caperton Gillett and Feministe Female Conference Speaker B I N G O Women just aren’t interested in this field There aren’t enough qualified female spaeakers We need big- name speakers, and few of those are women It’s a male- dominated field There aren’t a lof of women in C-level positions Both women we called were booked that weekend Both women we booked bailed at the last minute All the women were probably busy Female speakers are always burnt out from speaking so much Trying to get more female speakers is sexist You have to be bold; people arenn’t just going to invite you to present Women are shy Women only ever want to talk about women-stuff Women need to act more like men No one has complained about this before Attendees want to hear from people like themselves Well, there aren’t that many female attendees, either We’re ony responding to demand Fine, YOU tell me who they should have invited Who? I’ve never heard of her. The organizers just wanted to get the best speakers they could find You can’t kick out a male speaker just to fit a women in there FREE You can’t shoehorn in a women where she doesn’t fit Women never volunteer to present It’s a self-reinforcing cycle. Few women getting hired to speak me
  • 22. It’s a self-reinforcing cycle. Few women getting hired to speak means fewer can become stars, which means fewer will get hired to speak. Yet, the odds that a panel might "randomly" be all men are astronomical. Work by mathematician Greg Martin suggests that all-male lineups don’t “just happen,” despite what conference organizers might claim. Source: Lauren Bacon, The Atlantic 140
  • 23. Since the team couldn’t take on personal liability for the costs, there wa hard decision to made. That decision was: Cancel the event. Consequences of (in)visibilit Since speakers are usually ma audiences are given a narrow perspective. Fewer women ch speak, and fewer are chosen. Without the opportunity for wo serve on panels as thought lea women lack profile-building sp opportunities, an important contributor to experience and recognition. Source: The Panel Pledge The gender gap in public speaking is not random. It is the consequence of internalized cultural norms: Women’s lower inclination to speak in public and/or self-promote. Men’s greater visibility in public eye. Conference organizers’ unconscious bias.
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  • 61. Why is this a serious issue? Because of the loss of tremendous opportunities! By 2020, there will be 1.4 million jobs available in computing-related fields. US graduates are on track to fill 29% of those jobs. Women are on track to fill just 3%. THE FUTURE IS IN CODE AND I WANT WOMEN TO WRITE IT. — Kathryn Parsons, Cofounder of Decoded Coding is still the most important skill of the future. 80% of jobs in the next decade will require technological skills. Also because the lack of female perspective in science can have dramatic consequences. 318
  • 62. Hold others accountable: – Call out bias. – Make others justify decisions. – Make decisions collectively. Suggest women or members of underrepresented groups to be speakers or panelists at events you attend. Join or donate to feminist hackerspaces. Learn to code. Set up your own website or blog. Speak up. Nominate impressive women in tech around you. 330
  • 63. Ask your employer to review their hiring process and HR practices. Ask your employer to run unconscious bias training and only to sponsor events with anti-harassment policies. Start your own company or activist group making a change for women in technology. Watch movies and read books about female scientists or inventors. Buy science/construction toys for your daughter. Introduce your daughter to female professionals in the tech field and show her their daily jobs. Bring your daughter to a makers fair.
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  • 65. develops more open source tools and platforms. amplifies alternative and diverse narratives of women’s lived realities. regulates surveillance practices. secures a safe, healthy, and informative internet for children and young people. is completely free from online or tech-related violence. THE FUTURE OF TECH IS NOT A PRODUCT, IT’S PEOPLE