Hi, Svetlana,

First of all, I think you missed my point, which was that there are commonalities among women in tech whether they are engineers or marketers, etc., and we need to work together.

But since you opened the door, I am happy to disagree with you on a general discussion about gender equality in the workplace.

1. To say that tech is dominated by people is to assume there is someone that they hold dominion over. I’m not sure who you think that is. However, I will give you the benefit of the doubt and assume you mean that it’s irrelevant if they are male or female. The reality is that not all people are viewed or treated equally. Gender discrimination against females is common in many industries, including tech. You are right, that discrimination isn’t a direct result of there being more men than women, but how women are treated within that organization in terms of hiring, assignments, promotion, compensation and leadership opportunities. Many companies are making incredible strides in this area, but many unconscious biases still sway these critical decisions in favor of men. Furthermore, women experience overt intimidation and sexual harassment at work from male colleagues, supervisors, subordinates and even clients. Of course, not every man behaves this way, but many still do because they are unconcerned about reprisal — a failing of the organizational culture.
2. I agree with you that it is stupid to claim that women dominating teaching and nursing is somehow discriminatory against men. Isn’t it interesting that you used these two examples. Both are professions that were long viewed as “women’s work.” So, your point actually further reinforces the existence of gender discrimination. Becoming a doctor or professor, the more prestigious roles in these fields, was very rare for women for years as these posts were held for men. To say that men do not choose teaching and nursing careers for “evolutionary” reasons is a bit of reverse bigotry; there are thousands of men in both fields who stand in contradiction to that premise.
3. You say that there is no evidence of discrimination against women in tech. The evidence is overwhelming. Yes, there are many new programs designed to advance women in their tech careers. This is great progress. “My problem,” as you say, is that women are not choosing these fields. That’s true, but it isn’t because of some innate biological reason as you seem to posit. Young women and girls are often found to be as capable as their male peers in these science and math skill sets but are socially conditioned to believe that they are not as smart as boys, particularly in these areas. Studies show this conditioning begins within the first year of being in a co-ed school environment. Thankfully, there are many programs that are targeting girls and young women to cultivate interest and prepare them for careers in STEM. And, I am optimistic that it will begin to turn the tide.
4. You say that nobody cares if a man or woman heads a tech company. If only that were true. In reality, women-led tech startups are considerably less likely to be funded. Women are rarely on the short list to lead tech companies, especially publicly traded ones, let alone get the job. When they do get hired, they are scrutinized to a much greater degree than their male counterparts. And their failures are viewed as an indictment against our gender as leaders. (“See, we told you women can’t be CEOs.”) Further more, few women sit on boards. This is why women like Sheryl Sandberg and Meg Whitman are iconic — they are few and far between.
5. It’s funny that you say you don’t know what “gender equal” means but then go on to say that it already exists. (“We have the same opportunities and rights.”) The idea that there is a level playing field for men and women in the workplace and specifically in tech is simply not true. I speak with women every day who are:
   *paid less for the same work
   *passed over for promotions in favor of male candidates
   *expected to handle secretarial duties when in the company of male peers
   *assigned less desirable/challenging work
   *excluded from “boy’s club” activities where deals are done
   *sexually harassed at industry functions by co-workers and clients
   *taken off accounts that they brought in when they are ready to sign the contract …
   I could go on, but you get the point. Don’t misunderstand me. Women have a responsibility to do the work and do it well. But the culture of conscious and unconscious bias still has to change in order for them to be evaluated on their merits.
6. “Gender equality” and “gender homogeneity” are two very different things. In fact, it is differences between the genders that make them more successful together in the workplace. Although it is not always true, men are more likely to take risks needed to start something new while women are more likely to run a well-oiled machine. Both are intrinsically useful to the organization. A gender-balanced leadership has shown to be more successful for companies that have achieved it.
7. Finally, a major reason why the lack of gender equality is a problem is that women are bread winners — sometimes solely — for themselves and/or their families. They need to have the same opportunities to earn a living and to advance in their careers as men. And, this should be regardless of whether their “biological drives,” as you noted, also lead them to have a family. Interestingly, we are seeing more and more fathers demand the same leave from their jobs as is given to mothers. I applaud these moves as well because gender equality, by definition, goes both ways.