reading 04

Lack of diversity is a problem in the technology industry. It is a problem that needs to be addressed in three area: education, hiring, and company culture. While these appear to be steps in a pipeline process (i.e. get a degree, get hired, fit in), they cannot simply be addressed in a chronological manner. No matter how many introductory programming courses are created at a college, a woman with no programming experience will be discouraged from taking them if she knows that she has a lesser change of being hired than her male peers. However, improving a step earlier in the process can ameliorate the improvement of a step later in the process by creating an increased supply. If companies do begin to hire a more diverse workforce, they may quickly realize that new hires do not feel comfortable in the work environment. This may act as an impetus to create a more welcoming work culture.

The most diverse workforce I have ever had the privilege to be a part of was at a small firm in London. The staff consisted of two female administrators and ~20 male technical workers. The administrators worked in the front office, while the technical workers worked in one large room with an open desk arrangement. More than a dozen ethnicities and nationalities were represented in this group; Caucasians were in the minority. Working at this firm was one of my favorite professional experiences. I was able to learn so much about different styles of programming, different styles of management, and different hacker subcultures. However, the environment was one in which women were often the butt of many jokes. I heard employees openly discussing ACROSS THE ROOM how one had to buy his girlfriend a fancy dinner the previous night in order for her to sleep with him. A few weeks later, a young woman visited the office to interview for a technical position. I wondered how the culture of the open office would have changed if she was hired. Unfortunately, she did not get the position.

I believe the largest obstacle faced by women and minorities in the tech sector is the presentation and encouragement of a “bro monoculture” by tech companies. Although this culture may have a offputting effect on outsiders, it was probably created and funded with the best of intentions. If a CEO of a small company realizes that a majority of his workers enjoy playing first person shooters and drinking beer, they might think it a good investment to buy the latest gaming consoles for the breakroom and fund a free microbrew social at the end of the week. This is probably a great short term business move, as it improves the morale and mood of current employees. However, it can have the detrimental effect of discouraging persons who don’t fit that mold from applying. In her NYT article, Eileen Pollack creates a humorous comparison: “I wonder how many young men would choose to major in computer science if they suspected they might need to carry out their coding while sitting in a pink cubicle decorated with posters of “Sex and the City,” with copies of Vogue and Cosmo scattered around the lunchroom”. Personally, I would almost prefer this to the “beer, games, sports” workplace, but I’m in the minority.

A great way to create a more welcoming and diverse work culture is for companies to be aware of the culture that they encourage. While an office manager may see value in the purchase of sci-fi memorabilia to decorate the office, this “investment” in the workplace may turn off potential talent touring the office. In her studies, Dr. Cheryan of the University of Washington found that female students are more interested in enrolling in a computer class if they are shown a classroom decorated with more neutral décor. This doesn’t mean that our workplaces should turned into dull, beige environments reminiscent of a dentist’s waiting room. However, those in charge of creating an office environment should be aware of their employees and the culture they are creating. It may be the deciding point of future hires.