Investors Challenge Tech Bros to Pay Women Fairly –
Now Arjuna Capital, a Massachusetts-based investment firm that specializes in sustainability, is pushing other big tech companies to follow in Intel’s footsteps. It’s challenging seven tech companies—eBay, Amazon, Expedia, Google, Adobe, Microsoft, and Facebook—to set goals to achieve gender equality in the workplace.
Blendoor – Merit-Based Matching –
Blendoor is a mobile job matching app that hides candidate name and photo to circumvent unconscious bias and facilitate diversity recruiting in tech companies. Studies have shown that two identical resumes with only a name difference (i.e., Joe to Jose) can yield 100% difference in the response rate. Our goal is to highlight the information that’s most relevant to a candidate being a “good fit” independent of race, gender, ability, military history or sexual orientation.
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It isn’t all horror stories for women in tech –
“I’m tired of being asked, ‘What are the unfortunate things that have happened to me as a woman in tech?’” said 31-year-old Summers, who works on Oculus. “We’d much rather be asked about our technical accomplishments. Our goal is to talk about the things that we are proud of.”
Women in Tech: How a Summer Job Led to Protecting Children Online
#CodeOfConduct –
1. Write your idea on a piece of paper with the hashtag #CodeOfConduct in the right hand corner
2. Snap a selfie with it
3. Post it on Twitter using the hashtag #CodeOfConduct
4. Spread the word and inspire others to get involved!
Network and hustle: the key skills for women in technology –
The technology sector is burgeoning, so if women really want to be at the seat of power in the future, it’s a space they need to break into.
We assembled a panel of leading women in tech to take part in a live Q&A to discuss what we need to do to increase female representation in the sector. Here’s a roundup of some of the best advice they shared.
Pledge Parental Leave: Four simple requirements. One monumental statement. –
Congratulations to the 11 founding partners of #pledgePL in the USA: Ustwo, Veryday, Made by Many, IDEO, Doberman, Moment, Co: Collective, Betaworks, Dots, Wolff Olins, Smart Design. If you’re in the US, get your company to join! Lots of useful resources on the site.
Created as a unified voice and proverbial line in the sand, Pledge Parental Leave sets the standard for the minimum parental leave benefits companies in the creative industry (and beyond) should be offering their team.
By adhering to these four criteria, each Pledge Partner has announced (and proved) to the world that they truly do care about the well-being of their employees, and their families.
“What I can’t forgive you for, though, is using it to defend your lack of progress on gender equality. There’s no excuse. Start somewhere. Use more channels for recruiting. Write better ads. Promote gender-equal internships. Get inspired by other other tech companies who’ve successfully recruited way more women. Set goals. Try different strategies. If something works, great! If it doesn’t, throw it away and start again. Measure your results. Also, take a look at your culture. Have a lot of women quit recently? Are you getting women into the recruiting process early on but then they’re not accepting the job? Try to figure out what might be going on, dig and uncover the problem. You might find that somewhere in the hiring process, someone – and it only takes one comment by one person – might have said something unacceptable, that leads to no woman wanting to work there. Figure out if that’s happening, sooner rather than later, and fix it.” — NyTeknik: The most destructive argument against women in technology
New Research: Demystifying the Gender Pay Gap –
In the U.S., men earn on average 24.1 percent higher base pay than women in Glassdoor salaries. That amounts to women earning about 76 cents per dollar earned by men. However, once we compare workers with similar age, education and years of experience, that gap shrinks to 19.2 percent. Going further, when we compare workers with the same job title, employer and location, the U.S. gender pay gap is about 5.4 percent.
That amounts to women earning about 94.6 cents per dollar earned by men. At today’s real median earnings for full-time working women of $39,621, that is a pay loss of $2,140 per year or more than $64,100 over a 30-year career. For those who earn more than median wage, they could be losing a lot more each year. For example, if a woman earns $100,000 per year, she loses about $5,400 per year or more than $160,000 over the course of a 30-year career.
