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Sexism in the technology industry is overt, subtle, or covert occupational sexism which makes the technology industry less friendly, less accessible, and less profitable for women. While the participation of women in the tech industry varies by region, it is generally around 4% to 20% depending on the measure used. Possible causes that have been studied by researchers include gender stereotypes, investment influenced by those beliefs, a male-dominated environment, a lack of awareness about sexual harassment, and the culture of the industry itself. Margaret O'Mara, a professor of history at the University of Washington, in 2019 concluded that Silicon Valley is uniquely influential locale that is shaping our world. But she points to problematic failures regarding diversity. Male oligopolies of high-tech power have recreated traditional environments that repress the talents and ambitions of women, people of color, and other minorities to the benefit of whites and Asian males. [1]
In 1970, 13.6% of U.S. computer science and information science bachelor's degrees were awarded to women. By 1984, that number rose to 37.1%. [2] [3] In 2011, however, this percentage hit its nadir after two and a half decades of decline, [2] with only 17.6% of undergraduate computer science degrees going to women. [2] [3] From 2007 to 2015, this number remained similar, ranging from 17.6-18.2%. [2] In 2018 and 2019, the last years with data available from the US government, 19% and 20% of U.S. computer and information science degrees were awarded to women respectively. [2]
In May 2014, Google posted on its official blog that only 30 percent of its employees globally were women. [4] [5]
In January 2015, the New York Times said "the largest technology companies have released reports showing that only 30% of their employees are women", [6] with the percentage of technical employees being even lower.
A Fortune magazine review of data available for the 92 US-based venture capital firms which had raised "at least one fund of $200 million or more" between 2009 and 2014 found "only 17 had even one senior female partner", and 4.2% of "partner level VCs" were female. [7]
An Open Diversity Data website has been created to provide access to diversity data for specific companies. [8]
Only 11% of Silicon Valley executives and about 20% of software developers are women. [9] At Google, only 18% of technical employees are women. [10] On Forbes' 2015 Top Tech Investors list, of 100 investors, only 5% are women. [11] Women in technology earn less than men, with men earning up to 61% more than women. [9] "Bias against women in tech is pervasive", according to an October 2014 op-ed in The New York Times. [12]
A 2015 survey entitled "The Elephant in the Valley" [13] conducted a survey of two hundred senior-level women in Silicon Valley. 84% of participants were told they were "too aggressive" in the office, and 66% said that they were excluded from important events due to their gender. In addition, 60% of women said that they received unwanted sexual advances in their respective workplaces – the majority of which came from a superior. Almost 40% did not report the incidents out of fear of retaliation. [14]
The New York Times obtained a copy of Google's Salary Spreadsheet in 2014, which depicts each employee's salary and bonus information. This spreadsheet reports that at Google, women receive lower salaries than their male counterparts for five out of six job titles that are listed on the spreadsheet. [14]
In 1997, Anita Borg, then a senior researcher at Digital Equipment Corporation (DEC) complained that women "run into subtle sexism every day." At the time only one woman, Carol Bartz of Autodesk, was a chief executive officer (CEO) among the largest Silicon Valley technology companies, and only 5.6% of the area's 1,686 major tech firms were run by women. It was even harder for female entrepreneurs. Of the $33.5 billion in venture capital invested in tech from 1991 through the second quarter of 1996, only 1.6% went to companies launched or headed by women. [15]
The 2015 Crunchies award event, organized by Silicon Valley tech industry blogs, was criticized for its use of derogatory language towards women. [16]
Multiple gender harassment and discrimination lawsuits in Silicon Valley have received media attention. One of the most widely reported was Pao v. Kleiner Perkins , a discrimination lawsuit against Kleiner Perkins by then Reddit interim CEO Ellen Pao, which went to trial in 2015. [17] [18] Pao's lawsuit, which alleged that Perkins indulged in double standards and denied her the senior partner position, resulted in a verdict for the defendant. Three jurors cited Pao's "increasingly negative performance reviews" as the primary reason. [19]
On September 20, 2016, Tesla employee AJ Vandermayden filed a lawsuit against her company alleging sex discrimination, retaliation, and other workplace violations. Vandermayden brought about this lawsuit after learning her salary was lower than those of the eight other employees, all male, with whom she worked most closely, despite the fact that some of them had just finished college. She was also subjected to a much harsher standard in order to receive a promotion and pay raise that many of her male colleagues had received simply for working at the company for a certain period of time. [20]
In Silicon Valley, a start-up surveillance company Verkada Inc. was accused of sexism and discrimination against female employees after a sales director used the company's facial recognition system to harass female workers by taking photos of them. [21]
There are several possible causes and theories behind sexism in the technology industry.
Some scholars studying discrimination in the tech industry argue that since decision-makers in the tech industry often believe that men are inherently more technically competent than women, they think that it is economically a better investment to employ male tech personnel and to give higher budgets to the male staff than to the female staff. According to this model, those investments lead to more opportunities for male staff to produce high quality results, which in turn reinforces the statistical bias and is used as an argument for male technical superiority, causing a self-fulfilling prophecy. These scholars argue that the main problem is not unconscious bias, but conscious belief in allegedly scientific notions of sex differences, citing that the percentage of women in the highest quality tech work have decreased despite a decline in traditional and unconscious gender bias and quotas of women at lower levels of tech (though supposedly scientific claims of sex differences have increased and can account for the increased discrimination at top tech). While this model states that there is systematic discrimination towards women in tech, it explains it as a result of specific economical investment issues and does not presume a society-wide patriarchal structure nor even that discrimination must necessarily favor men in all aspects of society. [22] [23]
Men are seen as typically more authoritative [24] and influential than women. In tasks that are perceived as masculine by society, women have less influence and are not considered experts. Only when a task is stereotyped as feminine will a woman have more influence or authority than a man. [25] Violating gender-stereotypic norms results in social penalties. [26] [27]
Men are believed to be more self-assertive and motivated to master their environment [while] women are believed to be more selfless and concerned with others. [24]
According to studies of early childhood development in human children, boys preferred technical toys (e.g. wheeled vehicles) while girls preferred social toys (e.g. furry animals). [28] [29] [30] The same obtains for non-human children: rhesus and vervet monkeys. [31] [32]
Since infants interact with other humans from birth, if only their parents, and rapidly absorb accents, the concept of a pre-socialized stage has been questioned; monkeys that have been studied in primatology are ones that have lived close to human settlements and imitated human habits, and are therefore not non-socialized either. [33] [34] Others say that there would be no evolutionary function for a brain mechanism that starts to distinguish social phenomena from other phenomena before socialization starts. Therefore, distinctions between toys that predate socialization are unrelated to interests later in life. [35] [36]
There are primatologists who argue that since female chimpanzees in some groups hunt and use tools at least as much as the males, there is no innate universal primate bias towards technology being male. [37]
The "Hidden Brain Drain", a 2006 project, analyzed the careers of women in SET industries. [38] It found that the following characteristic of the SET culture, sometimes called the "Athena Effect" may exclude women workers:
Despite the satisfaction that many women find in science, technology, engineering, and math (STEM) careers, studies show that a main reason young women do not engage in STEM from an early age is due to negative cultural messages inclining them to other subjects. [39] [40] However, the technology industry itself is not solely responsible for the lack of women in STEM careers. According to Brown and Leaper, "Many parents tend to have higher expectations of sons over daughters in math, science, computers, and sports". [41] Therefore, childhood upbringing may also contribute to gender bias in the technology industry.
According to an essay in The Atlantic , women leave the tech industry at twice the rate men do. In addition to this, according to different studies, there is an imbalanced gender ratio in the technology industry to begin with. Women are estimated to only make up 25% of employees in the industry. Furthermore, 11% of executives in the technology industry are women. Google has released the gender breakdown for just their company: 17% of the company's employees are women. Since men are a majority in the industry, corporate events and industry conferences tend to cater to their taste, occasionally in ways which some women perceive as hostile, such as by hiring sexually provocative female performers and product promoters. Instances of sexual harassment at such events are also widely reported. This along with more subtle hostility such as offensive male humor can turn women away from the industry, further exacerbating the demographic imbalance already present. [42]
The principle of sexual harassment has only recently been recognized by the United States federal government as a legal issue. The first reported case that led to the recognition of sexual harassment as a legal concept was in 1977, in which a woman was fired from her job for refusing her boss' sexual advances. Nine years later, in 1986, the United States Supreme Court recognized cases like these as sexual harassment and as a violation of the Civil Rights Act of 1964. Still, the idea of sexual harassment was not truly recognized by the public until a 1991 case against a Supreme Court nominee was brought forward to Congress. Overall, sexual harassment was not fully recognized by the United States until the late 1900s, yielding a lack of reported incidents up until that point, as well as an increasing, but not yet fully developed, public awareness of the issue. [42]
As of 2004, only 4% of the engineering workforce in the UK were women. [43] In information technology (IT), the Dice Salary Survey estimated that between 2008 and 2009, women earned an average of 12.43% less in salary than males. [44] However, it is unclear if the Dice survey specifically addresses sexist discrimination as a possible cause for women to earn lower average salaries in technology, or if the pay gap between men and women can be accounted for by differences in training, seniority, competence, overtime, or other variables that can effect salary. In addition to unequal pay, one study suggests that women are often excluded from informal work networks and become targets of bullying such as sexual harassment. [45]
Current gender roles and expectations may hold back women from entering, sustaining, and advancing in the technology field. [46] To combat sexism in technology, researchers have suggested that companies take responsibility and change their organizational structure issues instead of expecting women to adapt to the current state of the work environment. [47] One proposed change would be to have more than simple diversity programs; companies need to ensure that their work environments allow people with various backgrounds and thought processes to work collaboratively to achieve organizational objectives. [47] According to Schiebinger, women should not assimilate to the profession, they should modify it; increased minorities in IT means nothing if there is an unaccommodating industry. [47] Ray McCarthy, a Middle School technology education teacher, believes that schools have a role to play in the solution to sexism in technology industry. He suggests classrooms have a welcoming feel that engages all students, validate their interests, and support positive inquiry. [48]
Several conferences such as the Grace Hopper Celebration of Women in Computing conferences have afforded women in technology the ability to pursue their career interests in a separate space from most men who dominate the profession. Such events represent both part of the technology industry which is created by and for women, and allows them a platform from which to impact the rest of the industry.
Another proposed solution is presented by Project include, a nonprofit organization that was established with the purpose of giving everyone a fair chance to succeed in the technology industry. Using the three key values of inclusion, comprehensiveness, and accountability, the organization works to find solution to diversity and inclusion issues that are present in the technology industry.
Forbes columnist Joseph Steinberg wrote of witnessing multiple sexist situations, including a technology company founder referred to as a "Booth Babe" at a trade show. He blamed disproportionate technology-industry sexism, and a low number of females in the field, on a large number of computing-related startup companies hiring primarily young workers, thereby creating "an environment in which many firms' technical teams consist largely of workers who are just out of college, sometimes giving the businesses fraternity-like cultures, leading to sexism that discourages female participation." [49] Douglas Macmillan of Bloomberg Businessweek has referred to this phenomenon as "brogrammer culture". [50]
A cover story appearing on the January 15, 2015 issue of Newsweek magazine, titled What Silicon Valley Thinks of Women proved controversial, both due to its illustration, described as "the cartoon of a faceless female in spiky red heels, having her dress lifted up by a cursor arrow", and its content, described as "a 5,000-word article on the creepy, sexist culture of the tech industry". [51] [52] Among those offended by the cover were Today Show co-host Tamron Hall, who commented "I think it's obscene and just despicable, honestly." Newsweek editor in chief James Impoco explained "We came up with an image that we felt represented what that story said about Silicon Valley ... If people get angry, they should be angry." [52] The article's author, Nina Burleigh commented, "Where were all these offended people when women like Heidi Roizen published accounts of having a venture capitalist stick her hand in his pants under a table while a deal was being discussed?" [53]
In 2012, women created "creeper move" cards, in red, yellow, and green, to hand out at the DEF CON security conference as an indication of what they perceived to be inappropriate behavior from men. [54] The conference in 2013 featured a game show called "Hacker Jeopardy" (a spoof of Jeopardy! ), in which hostess Vinyl Vanna presided by removing an article of clothing with each correct answer. [55]
In March 2013 at PyCon, attendee Adria Richards overheard a conversation by two men where they joked about a "dongle" as well as saying they'd "like to fork his [the speaker's] repo" (a non-sexual phrase meaning they'd like to build on the speaker's code). She photographed the men and Tweeted their photo to complain to the Pycon staff. This led to a controversy that came to be known as Donglegate, which included counterpoints that Richards herself had recently made jokes online about the penis size of a man. [56] As a result, one of the men was fired along with Richards herself. [57]
In September 2013, an application called Titstare made its debut at the TechCrunch Disrupt conference. Its subject, men staring at women's breasts, proved too much for several commentators. After he defended the app against allegations of misogyny on Twitter, Business Insider Chief technology officer Pax Dickinson was forced to resign. Dickinson later wrote an apology, which was published on VentureBeat. [58] His cofounder and former business partner, Elissa Shevinsky, wrote an article titled That's It — I'm Finished Defending Sexism In Tech, and said "I had defended DefCon's right to do whatever they want. I had suggested on Twitter that Women 2.0 and the Hacker Dojo start an alternative security conference. I was wrong. I take this back. We shouldn't have to." [58] [59] Much of the criticism appeared on Twitter, with one representative tweet stating, "There goes my attempt to teach my 9 [year old] girl how welcoming tech industry is to women." [60]
At the 2015 SXSW festival, White House Chief Technology Officer Megan Smith was interrupted multiple times by Google's Executive Chairman Eric Schmidt during a panel discussion on "Sexism in Technology". The head of Google's Unconscious Bias program pointed this out during the discussion and received applause from the audience. [61]
On October 5, 2015, software developer Sage Sharp, known for contributing USB3 support to Linux and coordinating Outreachy, revealed that they had stopped writing kernel patches after feeling antagonized and seeing what they called "subtle sexist or homophobic jokes" on the mailing list. [62] Although noting that the community's lack of resources was partially to blame, they referred to past discussions in which they sharply criticized the attitudes of Linus Torvalds and Ingo Molnár. [63] The following day, Matthew Garrett stated that he would also leave kernel development and agreed with Sharp's assessment of Torvalds' communication style. [64] One kernel developer, James Bottomley, urged them to reconsider and stated that the mailing list had made efforts to increase civility in the two years since the most vocal clashes involving Sharp. [65]
One month after the posts by Sage Sharp, Eric S. Raymond addressed readers to claim that women's advocacy groups were looking for opportunities to accuse Linus Torvalds and other open source figures of sexual assault at technical conferences. [66] The post contained logs of an IRC chat with an anonymized contact who claimed that the Ada Initiative had such goals. The source claimed that "They have made multiple runs at him.", and as a result he was no longer willing to risk mentoring women who are already in the technology industry. He then elaborated that Linus Torvalds no longer spends any time alone at conferences, to which Eric S. Raymond responded by stating that he would take his source's implied advice.
In 2015, Ellen Pao, an employee at Caufield & Byers, accused the firms of creating an environment riddled with sexism that greatly impacted her career. On a business trip for the firm, an incident occurred in which a male employee came to her hotel room and propositioned her. The firm neglected to recognize the behavior of this man as sexual harassment, even though other similar incidents about this individual had been reported. [67]
Gender-discrimination cases in the technology industry often concern not only gender, but race as well. Women of color are affected especially by gender-discrimination as they face two vectors of oppression: sexism and racism. It has been reported in a 2014 diversity report that women make up 17% of Google's employees. In that same report, it was found that Hispanics make up 2% of Google's workers and African-Americans make up only 1%. Because it is a field that is viewed as a meritocracy, tech companies are often hesitant to change the demographic of their employees. [42]
While speaking at the Grace Hopper Celebration of Women in Computing on 9 October 2014, Microsoft CEO Satya Nadella responded to a request for what his advice would be for women who are uncomfortable asking for a raise. Nadella stated: "It's not really about asking for the raise, but knowing and having faith that the system will actually give you the right raises as you go along," Nadella said, [68] according to a recording on the website of the event.
"Because that's good karma," Nadella continued. "It'll come back because somebody's going to know that's the kind of person that I want to trust." [69]
After the comments produced a strong backlash in the media and in social media, [70] Nadella issued an apology, "Was inarticulate re how women should ask for raise. Our industry must close gender pay gap so a raise is not needed because of a bias" he tweeted several hours after his remarks. [71] [72]
Microsoft also issued a memo on its website in which Nadella wrote: "I answered that question completely wrong," said the memo. "I believe men and women should get equal pay for equal work. And when it comes to career advice on getting a raise when you think it's deserved, Maria's advice was the right advice. If you think you deserve a raise, you should just ask." [73]
In November 2013, a HASTAC user named Arielle Schlesinger, studying the relation between feminist theory and programming paradigms, made a post soliciting feedback on the creation of a feminist programming language. [74]
Later that year, a group calling itself the Feminist Software Foundation released a language called C Plus Equality (C+=) with syntax similar to C++. Although announced as the type of feminist programming language that Schlesinger had in mind, the alleged purpose of the code was satirizing the social justice–oriented part of Internet culture and included numerous references to rape, boogeyman and trigger warnings. [75]
C+= was originally posted to GitHub but was removed for violating GitHub's terms of use, [76] moving later to Bitbucket. [77] It was later moved to Bitbucket but after a debate with the legal team, it was removed on December 19, 2013. [78]
An internal memo on Google's ideological stance toward diversity, where it is argued that Google had shut down the conversation about diversity, and suggested that gender inequality in the technology industry was, in part, due to biological differences between men and women.
Silicon Valley is a region in Northern California that is a global center for high technology and innovation. Located in the southern part of the San Francisco Bay Area, it corresponds roughly to the geographical area of the Santa Clara Valley. The term "Silicon Valley" refers to the area in which high-tech business has proliferated in Northern California, and it also serves as a general metonym for California's high-tech business sector.
Sexism is prejudice or discrimination based on one's sex or gender. Sexism can affect anyone, but primarily affects women and girls. It has been linked to gender roles and stereotypes, and may include the belief that one sex or gender is intrinsically superior to another. Extreme sexism may foster sexual harassment, rape, and other forms of sexual violence. Discrimination in this context is defined as discrimination toward people based on their gender identity or their gender or sex differences. An example of this is workplace inequality. Sexism refers to violation of equal opportunities based on gender or refers to violation of equality of outcomes based on gender, also called substantive equality. Sexism may arise from social or cultural customs and norms.
Sexual harassment is a type of harassment involving the use of explicit or implicit sexual overtones, including the unwelcome and inappropriate promises of rewards in exchange for sexual favors. Sexual harassment can be physical and/or a demand or request for sexual favors, making sexually colored remarks, showing pornography, and any other unwelcome physical, verbal, or non-verbal conduct of a sexual nature. Sexual harassment includes a range of actions from verbal transgressions to sexual abuse or assault. Harassment can occur in many different social settings such as the workplace, the home, school, or religious institutions. Harassers or victims can be of any gender.
Freada Kapor Klein is an American venture capitalist, social policy researcher and philanthropist. As a partner at Kapor Capital and the Kapor Center for Social Impact, she is known for efforts to diversify the technology workforce through activism and investments. Her 2007 book Giving Notice: Why the Best and the Brightest Leave the Workplace and How You Can Help Them Stay examines the reasons people have for leaving corporate America as well as the human and financial cost.
The relationship between women and video games has received extensive academic and media attention. Since the 1990s, female gamers have commonly been regarded as a minority. However, industry surveys have shown that over time, the gender ratio has become closer to equal. Beginning mainly in the 2010s, women have been found to make up around half of all gamers. The gender ratio differs significantly between game genres, and women are highly underrepresented in genres such as first-person shooters and grand strategy games. Sexism in video gaming, including sexual harassment, as well as underrepresentation of women as characters in games, is an increasing topic of discussion in video game culture.
Occupational sexism is discrimination based on a person's sex that occurs in a place of employment.
Ellen Kangru Pao is an American investor and former interim CEO of social media company Reddit.
Feminist Digital Humanities is a more recent development in the field of Digital Humanities, a project incorporating digital and computational methods as part of its research methodology. Feminist Digital Humanities has risen partly because of recent criticism of the propensity of Digital Humanities to further patriarchal or hegemonic discourses in the Academy. Women are rapidly dominating social media in order to educate people about feminist growth and contributions. Research proves the rapid growth of Feminist Digital Humanities started during the post-feminism era around from the 1980s to 1990s. Such feminists’ works provides examples through the text technology, social conditions of literature and rhetorical analysis. Feminist Digital Humanities aims to identify and explore women's digital contributions as well as articulate where and why these contributions are important.
Sexism in video gaming is prejudiced behavior or discrimination based on sex or gender as experienced by people who play and create video games, primarily women. This may manifest as sexual harassment or in the way genders are represented in games, such as when characters are presented according to gender-related tropes and stereotypes.
Ellen Pao v. Kleiner Perkins Caufield & Byers LLC and DOES 1-20 is a lawsuit filed in 2012 in San Francisco County Superior Court under the law of California by executive Ellen Pao for gender discrimination against her employer, the venture capital firm Kleiner Perkins. Overlapping with a number of studies condemning the representation of women in venture capital, the case was followed closely by reporters, advocacy groups and Silicon Valley executives. Given the tendency for similar cases to reach settlements out of court, coverage of Pao v. Kleiner Perkins described it as a landmark trial once it began in February 2015. On March 27, 2015 the jury found in favor of Kleiner Perkins on all counts.
Women in venture capital or VC are investors who provide venture capital funding to startups. Women make up a small fraction of the venture capital private equity workforce. A widely used source for tracking the number of women in venture capital is the Midas List which has been published by Forbes since 2001. Research from Women in VC, a global community of women venture investors, shows that the percentage of female VC partners is just shy of 5 percent.
Tracy Chou is a software engineer and advocate for diversity in technology related fields. She previously worked at Pinterest and Quora with internship experience at Google and Facebook.
Elissa Shevinsky is an American technology executive, entrepreneur, cybersecurity expert, public speaker, and author.
"Google's Ideological Echo Chamber", commonly referred to as the Google memo, is an internal memo, dated July 2017, by US-based Google engineer James Damore about Google's culture and diversity policies. The memo and Google's subsequent firing of Damore in August 2017 became a subject of interest for the media. Damore's arguments received both praise and criticism from media outlets, scientists, academics and others.
Gender discrimination in health professions refers to the entire culture of bias against female clinicians, expressed verbally through derogatory and aggressive comments, lower pay and other forms of discriminatory actions from predominantly male peers. These women face difficulties in their work environment as a result of a largely male dominated positions of power within the medical field as well as initial biases presented in the hiring process, but not limited to promotions.
Lisa Gelobter is a computer scientist, technologist and chief executive. She was the Chief Digital Service Officer for the United States Department of Education.
Timnit Gebru is an Eritrean Ethiopian-born computer scientist who works in the fields of artificial intelligence (AI), algorithmic bias and data mining. She is an advocate for diversity in technology and co-founder of Black in AI, a community of Black researchers working in AI. She is the founder of the Distributed Artificial Intelligence Research Institute (DAIR).
Ifeoma Ozoma is an American public policy specialist and technology industry equity advocate. After two years working on public policy at Pinterest, Ozoma resigned and spoke out about mistreatment and racial discrimination she alleged she had experienced at the company. She subsequently began a consulting firm called Earthseed, and has worked to advocate for whistleblower protection legislation and other worker protections in the technology industry. She is the director of tech accountability at the University of California, LA Center on Race and Digital Justice.
The Alliance Against Sexual Coercion (AASC) was an American organization that aimed to address sexual coercion and sexual harassment faced by working women. The organization was established in June 1976 by Freada Kapor Klein, Lynn Wehrli, and Elizabeth Cohn-Stuntz. They argued that sexual harassment toward women increases difficulties for women in the workplace by reinforcing the idea that women are inferior to men.
#AppleToo was a movement at Apple Inc. that started in August 2021 during a period of employee unrest centered primarily on the maltreatment of women at the company. Since the early 1990s, Apple has been criticized over a lack of women in leadership. In 2016, employees made anonymous allegations of sexual harassment and sexual assault, discrimination, and mismanagement of concerns by human resources at Apple. In 2021 and 2022, women at the company began speaking on the record to the press and on social media. After an employee-run wage survey found a 6% gender-based wage gap, employees began sharing personal stories under the hashtag #AppleToo, inspired by the #MeToo movement, which in turn spawned other corporate movements, such as #GeToo at General Electric.