"Is there such a thing as programming like a girl?” by Final Analysis: Code Talkers. No, I do not think so. Gender-diverse work teams demonstrate excellent team dynamics and productivity. However, only 11% of engineers in the U.S. are women, according to Department of Labor. The situation is better among computer programmers, but not much. Women account for only 26% of all American coders (Wired). Awareness is the first step to solving the problem. We, as individuals, have the power to be the driving force that changes our workplaces.
First, from the perspective of encouraging more women to be curious in the technical field, I agree with Debbie Forster, the UK managing director of education technology charity Apps for Good, who believes in nurturing the curiosity from a young age. The changes need to start from their elementary school days before students make important choices on the subjects that will ultimately shape their career path. Getting students involved in practical projects is essential to make computing more accessible for girls, as well as providing valuable hands-on experience (Forster). Besides, the girls should be aware that the technology industry is not limited to coding, and that there is a range of opportunities in interdisciplinary field areas such as marketing, business, and design.
Another notion that I found interesting from the selected articles is transforming the typical, patriarchal software companies' interview to have more women employed in the technical field (Geek Wire). The dreaded Whiteboard Test, which is based on power dynamics, is no longer the best approach to hiring the best employee because we are working on a team in the real world software industry. Also, a diverse workplace is proven to get better performance by ensuring a wider range of experience and ideas. I think Nordwall, co-founder of Seattle software development firm Foundry Interactive, has the best approach in replacing the "classic" interview style to reduce gender bias in the technical field. I favor the way he brings an on-the-job problem to the interview and works with the candidate to solve it.
Furthermore, women already employed in the technology industry are leaving at staggering rates. In fact, 56% of the women in technical position leave companies in their mid-career (New York Times). According to Huffington Post, policies and cultures that support work-life balance are essential to retain women in the technical field. Besides, companies that have more females in management positions report higher levels of job satisfaction (Huffington). Moreover, by promoting and recruiting women into leadership and administration positions, the company is a place demonstrates equality in by retaining women in the technical position.
"If she can see it, she can do it." In my opinion, the best way to empower women to get involved and stay in the technology industry is to have a role model whom we can look up to for inspiration. Role models are critical to change perceptions. I believe when more and more women are seen in the top of organizations - running high growth technology businesses, the more this will be regarded as a standard and an entirely natural, and logical, path to choose. They show us how to break glass ceilings and escape sticky floors. They teach us to have the courage and believe in ourselves.
In this 21-st century, the technology industry is one of the fastest-growing industries in the U.S. Indubitably, failing to structure a gender-diverse workplace will threatens U.S. productivity, innovation, and competitiveness.
