As the world marks International Women’s Day, and the United States celebrates Women’s History Month, ASUG invited longtime member and volunteer Kimberly Sharp to provide this timely Guest Perspective on where the IT industry is today—and where it can be tomorrow—regarding women in tech roles, on teams, and in leadership roles. Kimberly is among those contributing to the evolving ASUG Women Connect initiative. ASUG is also featuring women members and leaders in the launch of its podcast series, ASUG Talks: Candid Career Conversations.
This year’s International Women’s Day campaign theme, #BreakTheBias, goes to the very heart of what we hope our professional experience becomes: living and working in a gender-equal world free of bias, stereotypes, and discrimination.
The notion that gender [diversity, equity, and inclusion] (DE&I) is a “nice to have,” as part of our workplace culture[,] or a subject to promote on social media once a year, is an outdated and problematic mindset. While we cannot change our collective unconscious biases overnight, we can take very deliberate action[s] to improve gender [equity]. Authentic gender DE&I initiatives play an important role in driving successful business outcomes and are the foundation of why we must continue to strive for progress. According to the Peterson Institute for International Economics, the data make the case[:] when women make up just 30% of a company’s leadership team[,] those companies experience a 15% boost in profitability.
The Decline of Women in Technology
Women make up 47% of today’s workforce[;] however, that is not the story of women in technology. Back in the 1970s and 1980s, the fastest-growing college major for women was computer science. We witnessed a peak for women in 1984[,] when they made up 37% of the graduates in the field and 38% of the workforce.
Today, our technology workforce looks very different. Based on information from the National Center for Women & Information Technology (NCWIT), only 14% of software engineers and 25% of computer science–related jobs are held by women. Looking deeper into the numbers shows even more alarming statistics regarding women of color in technology. The computer science field consists of 5% Asian women, 3% Black women, and 1% Hispanic women. Knowing the facts is only the first step; discovering the root cause[s] and taking corrective action is an entirely different conversation—one we must have.
How We [Can] Begin [Reversing] the Trend
I believe there are three key contributors to the low numbers of women in technology: culture, perfectionism, and investment.
- Culture: It is difficult to believe you have what it takes to enter a field when so few of your potential colleagues look like you. Many organizations do not focus on creating a culture of belonging; we must elevate female role models, especially women of color, by celebrating their successes and supporting them in reaching out to young women in our communities. Actively assisting girls to explore STEM careers as an option is so much more powerful when a female role model provides the encouragement.
- Perfectionism: We see that girls [at an early age] show an aptitude for the talents and skills required to successfully pursue tech careers. Yet, during their most formative years, girls are taught to be perfect over courageous. Societal norms based on our well-engrained unconscious biases significantly contribute to the praise of girls who demonstrate … perfectionism, while boys are often praised for taking risks, problem-solving, and building resilience by overcoming failure[—]the skills most important in the fast-paced, agile[,] and innovation-driven technology industry. We must fundamentally change how we teach and interact with girls in school.
- Investment: Making a conscious effort and committing resources now [are] required to see today’s girls grow into tomorrow’s technologists. We must invest time and financial resources by partnering with schools and non-profits to support STEM afterschool programs; sponsor programs such as Girls Who Code; and provide ongoing mentorship to girls in our communities. We [must also] invest in our own employees, offer[ing] development programs that lead to career sponsorship. And we must continuously educate ourselves on the unconscious bias that exists, and on the benefits of making a concerted effort to reach gender [equity] at work.
Lead from the Middle
No one needs a prominent position with a prestigious title to strongly influence others [or to] make change for good happen. As author, speaker[,] and business influencer Simon Sinek suggests, “be the leader you wish you had.” Progress happens when individuals make small[,] consistent changes.
What can you do to make a difference, to challenge bias in your workplace?
- Stay curious—take a real interest in getting to know those you work with
- Take notice—acknowledge the expertise and skills of your colleagues
- Amplify voices—use your platform to share someone else’s idea and give them credit
- Celebrate often—recognize achievements and [milestone] moments in the lives of your teammates
- Offer support—showcase opportunities for continued growth by sharing positive and constructive feedback
Together, we can break [through biases]. Visit internationalwomensday.com to learn more about International Women’s Day and the 2022 #BreakTheBias campaign.
Kimberly Sharp is a consulting director with Rizing Consumer Industries. She is the data practice lead and works with companies embarking on their own data journeys. Kimberly is a member of the ASUG Enterprise Information Management Think Tank.