Our first step towards solving the gender, diversity, and culture gap in technology 

A story from a recent Pearl Hacks slumber party for getting girls into code. The event is a 24-hour hackathon aimed at “building, encouraging and inspiring a community of young female programmers.”

Girls’ ascendance in school may portend a shift in the relative pay of men and women. But a change in social norms is needed, too.

In Milkman’s paper, “What Happens Before? A Field Experiment Exploring How Pay and Representation Differentially Shape Bias on the Pathway into Organizations,” she and her colleagues sent over 6,500 professors at 259 top universities all over the country the same email, which essentially asked for advice and mentorship while applying to a post-grad program. The only thing that changed between each dispatch was the make-believe sender, as the name attached cycled between those that were identifiably Caucasian, Black, Hispanic, Indian, and Chinese (as segmented in the study). And, guess what? Emails from people whose names obviously signaled race or female gender were ignored at a much higher rate that those seemingly sent by a white male. Worse still, the discrimination gap got even wider at private universities and in higher-paying disciplines (ahem, business schools). 

With a lack of gender diversity in the tech sector, the time has come to make women in the ICT industry the norm rather than the exception, says GSMA GM.

Close to one-third of D.C.’s and New York’s foreign-affairs think tanks are run by women—so why are female experts so scarce on the big Sunday talk shows?

Even before Chinese e-commerce giant Alibaba’s IPO in New York later this year, it can clearly be counted as one of the country’s, if not the world’s, most-successful tech start-ups. It’s worth noting that the company’s fast-growth history includes something most of its Silicon Valley rivals lack—women. Of the company’s 18 founding partners, 6 are women…

“Women have to do things proactively against a tide of bias,” Murray tells Newsweek, adding that “it’s not to say those biases are okay. It’s not just what women can do, it’s what men can do too.”

Women bosses are seen as just as capable as their male counterparts, a new meta-analysis shows, but they rate themselves as less effective than men.

Ezra Klein talks with Claire Shipman about how the current workplace culture prefers overconfidence, the gap in confidence between men and women, and how both are changing as the world struggles to grow more equitable.