The tech industry in Silicon Valley may not be the only place where males significantly outnumber females. It also appears to be a phenomenon in the Caribbean. Here are three reasons why there are so few girls and women in tech.
Earlier this week, reports published indicated that Twitter and to a lesser extent, Pinterest lacked diversity in their workforce, especially with respect to women and minorities. At Twitter, about 30% of its employees are women, whilst at Pinterest, that figure lies closer to 40%. This gender imbalance appears to be the norm in the tech industry, as earlier reports indicated that at Google, women hold only 17% of technical positions, whilst at Facebook and Yahoo, it was as low as 15% (Source SFGate).
In the Caribbean, though we might not readily have such data on the number of women in tech positions, general observation and anecdotal evidence, along with the efforts being made across the region to encourage more girls in tech, all suggest that the Caribbean experience is similar to that in Silicon Valley. Why are such few women pursuing tech jobs? Three key reasons are discussed below.
1. We all believe the rumours and stereotypes
In the Caribbean and in many countries worldwide, female enrolment in tertiary institutions significantly outstrips those for males. This is especially the case across most disciplines, and particularly those traditionally considered the domain of men – medicine, law, accounting and business. However, for STEM-related programmes (Science, Technology, Engineering and Mathematics), the enrolment trend is reversed.
In order to successfully matriculate into medicine, law and business degree programmes requires academic prowess, which our women and girls do possess, evidenced by those who are recognised as top performers across the primary, secondary and tertiary levels. However, why are women not choosing to enrol in STEM programmes?
Likely reasons for this situation may be that STEM-related professions are not seen as being lucrative – unlike the notions that still obtains for the above-mentioned fields – which people believe might offer better job security, fabulous pay, and an upwardly mobile lifestyle. Additionally, we may also need to consider the role society – parents, teachers, family, and the man on the street, play in reinforcing those stereotypes.
2. Their priorities are romantic relationships and family
Tied back to societal stereotypes, and regardless of the strides women have made over the decades, there is still appears to be a latent yet pervasive pressure that in order to be considered “a woman”, one must be a wife and mother, and secondary to the other people in one’s life. This expectation inherently influences the choices that girls and women make. From personal observation and harking back to university days, there was a sense, among some girls that pursuing a degree was a just a way to remain occupied until “Mr. Right” came along.
Furthermore, in the work place, women appear more prepared –than their male counterparts – to hold themselves back when opportunities for promotion or professional advancement become available. A key reason for this behaviour tends to be their current romantic relationships and/or family commitment, or aiming to position themselves to achieve those personal goals. Hence, even for the few girls that end up in tech, too often, they do not advance to the extent of their potential, or change direction into less challenging areas, to accommodate what society, and they themselves, believe ought to be priority in their lives.
3. Industry taking cues from women’s own posture and stereotypes fostered
Finally, tech firms tend to want talented and eager persons keen to capitalise on the opportunities being offered, and in the case of tech start-ups, the opportunity to shape a new venture and demonstrate innovation. However, women can find themselves out of consideration because, essentially, their numbers are too few: too few graduating with the needed STEM qualifications, though having the aptitude to do so; and too few willing to pursue the associated career path to position themselves for future opportunities.
Based on such entrenched behaviour, it is possible and perhaps no surprise that the proportion of women to men in the tech industry is so low. However, more importantly, that behaviour could result in the women who do pursue tech careers having to actively and continually break down barriers and assumptions about their commitment to the work, and to their own professional growth and development.
Image credits: Lindsay T (flickr)
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In commenting on this subject, one recognises that the site has and often features; is managed by; and among its female readers are some of the advanced women in achievements and standing. That, in itself, demonstrates what can be accomplished.
With changes both in technology and demographics, the business environment and how we do everything have continued to change dramatically. Businesses today want to have oversight of or at least have some degree of greater control over the entire value chain. Online presence is no longer a nice-to-have. Why?
The buying demographics, among many others, have shifted. My 9-year old daughter would analyse a required school piece of art and craft on the tablet; identifying where and which ones are best suited before prompting me to take her along and buy. 10 years ago, that decision process would have been the mother’s entirely. Now the mother is out of the equation, BUT she knows exactly what’s happening. I don’t, just an errand runner.
And that’s where the old-school, monolithic thinking approach of “men-only” would begin to show cracks. Womenfolk bring a different thinking process: broader, composite and non-linear. Those are the attributes that the current and future environments espouse.
But then, that begs the broader question of what this article and predecessors have thrown open. How do we increase women participation in technology and, for that matter, decision making? If the current methodologies are sluggish which ones would be more effective?
In Australia, in order to encourage broader women participation at corporate board level, they have used the approach of mentoring. It has had its successes but has brought forth other hurdles such as financial standing of candidates.
What if the same approach of mentoring was used but instead, employed at college level onwards with on going support?
Thanks for the feedback Ric, and for acknowledging your role in your household as the “errand runner”!
But seriously, though mentoring is indeed an approach that many organisations employ, it does have its challenges. In other instances, the approach is to make deliberate efforts to increase female numbers, but that situation can be proned to fail if there is inadequate support.
Thus, I do agree that mentorship is important, and may need to be introduced in the school system – perhaps and at least tertiary and secondary school levels. However, I am also concerned that the self-directedness and drive that women readily possess and demonstrate when they decided to pursue studies in medicine and law, for example, might not be as evident in the tech-related fields, and in my opinion, that still needs to be unlocked…
Richie: Your thoughts on the matter are greatly appreciated. The point that alludes to women’s unique attributes, ability to multi-task and their broader thinking approach is particularly less discussed but very relevant and illuminating.
However the question of mentoring would raise a lot more questions. In addition to what Michele has cited above, one drawback I see is that the success of mentoring depends on the flair and resourcefulness of the mentor.
And in the particular case of technology, if the mentor is not excited about being in that area, that can even be a discouragement to someone who otherwise would have done better.