Facebook may not be willing to hire or invest in senior women, or cannot retain women as they rise.
Did gender bias drive code review differences at Facebook?
Katherine Ullman

That’s a very interesting point. It’s common knowledge that women with children tend to drop out of the workforce either of their own volition or societal expectation. That’s counter-productive to the mission of gender equality in the workforce, which in a simplistic understanding of equality, means you have equal representation from men and women in a field and at high places in companies. As a woman in the workforce in my mid 20s, I share the sentiment that if I want a career and get to the top of the industry of my choice, then I must refrain from starting a family or delay it until I reach where I want to be career-wise. The pressure to choose between career and family is definitely more prominent for women than for men in America. That said, I don’t agree with the interpretation that gender equality means equal number of men and women in a field or equal number of executives in a company. The key consideration of gender equality, in my view, is equal opportunity. That means we, as a society, don’t pressure women to drop out of the workforce because of children or pressure them to have children in the first place. We can start by not glorifying celebrity pregnancy in the media (e.g., Snooki was “redeemed” because she had a baby) and on the policy side, not giving unfair economic incentive for people to have children and penalize single people. On the other hand, we, as a society, should commend, not stigmatize men who choose to drop out of the workforce to be a full time dad. Resolution to all gender issues boils down to respecting and supporting people’s choice in how to live their own lives.

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