Click here to load reader
Upload
rock-perry
View
218
Download
1
Embed Size (px)
DESCRIPTION
Gender gap in technology GAP Rasmussen College. Robert Perry
Citation preview
The Gender Gap of Technology
In the beginning of information technology women were not in the background, they were in
the forefront of the field. In 1833, Ada Lovelace was considered one of the world’s first computer
programmers with a calculating machine that she engineered with another professor. In 1946 the
Electronic Numerical Integrator and Computer (ENIAC) was programmed by six women at the University
of Pennsylvania’s Moore School of Electronically Engineering. In 1944 Grace Hopper created a software
compiler for the United States Navy that was the first of its kind. These women are examples of the
important roles of woman in the early years of the IT industry. (Guteck 623)
Today there are relatively few women in leading roles in the IT industry. At most, 50% of
women in the IT industry are in entry level positions like: data entry clerks, desktop publishers, and
electronic component assemblers. Women as a group comprise 81.6% of data entry clerks, 66.5%
desktop publishers, and 54% of electronic component assemblers. (Guteck 623)
An interesting fact is that the lowest paid positions are data entry clerks, desktop publishers,
and electronic component assemblers for women in the IT industry. Each of these positions average less
than $24,000 per year. Women make roughly 30% less than men in comparison to equal occupations on
average. (Guteck 623) When talking about salaries at the top positions in the IT industry, women earn
approximately $6,000 less than men in positions such as Chief Information Officer and Vice President.
(Hoffman 54)
Umesh Ramakrishnan, Vice Chairman of Cisco Technology partners feels that paying women
less will result in shorter retention rates. Ramakrishnan suggests that women whom are unequally
compensated should evaluate the competitions pay grade for the same position and present
information back to the leaders of the organization. This may help show the leaders in the company that
women are paid better at their competitor’s organizations. (Hoffman 54)
1
Women endure greater hardship at most organizations during their careers because men often
gain advancement opportunities more frequently and without as much effort. (Hoffman 54) Veterans of
the IT sector report that there needs to be a more conscious effort to recruit and prepare women for
higher positions of employment. Companies might want to consider adapting policies that prevent
discrimination against women and promote higher education within the organization.
In a recent study of women in the IT industry in New Zealand it was found that there are three
different methods women enter the IT sector. Primarily women enter the field of IT by either choosing
the career, natural progression of the corporate ladder or by accidently discovering a hidden talent
related to IT. According to the study, salary plays a higher role when women chose their profession
however; job interest remains the number one cause. Also, women in this study discussed the desire to
leave a corporation because of a lower salary and some stated that they had left previous positions.
Women are less likely to negotiate for higher salaries because society views many traditional
stereotypes, according to the New Zealand study. One example of these stereotypes is that males are
more aggressive when negotiating for salaries than women that are more passive. (Crump 358 – 361)
The New Zealand study determined that most of the women with lower salaries worried more
about childcare and other benefits than the women whom earned higher salaries that have no children.
Some women worried that having children later in their careers would interfere with their IT jobs. The
importance of family over higher roles within the IT sector remains at the top of the decision making
process when women were choosing careers. (Crump 61 – 62)
Women with families often weighed the balance between working long hours in front of
computers versus working normal hours and spending quality time with their loved ones. The New
Zealand study reported that men choose to work independently and in seclusion with computers no
matter what sector they are in. Communication styles were also found to be different between men
2
technicians and women technicians. Women were found to be the ones that communicate the
technical information better to the clientele than men. (Crump 365)
To change the current situation of the gender gap in the IT industry, there needs to be some
changes in recruitment philosophies and the post hire training environments. The leaders in the field of
IT need to work to establish better mentoring practices to continue the education and leadership
initiative of women. Some leaders have come up with development paths that chart the course of
employees that encourages them to become future leaders. Diversity Advocates feel that recruitment
initiatives need to change to cater more towards women and the planning of their career
advancements. (Pratt 84)
In a 2007 study of the United Kingdom IT field, initiatives to encourage women were looked at
and evaluated on their abilities to encourage retention in their current occupation. The initiatives
studied in the United Kingdom focused on educating women in the IT field and positioning them with
companies for a long term commitment. Although this type of initiative is encouraging it does not
always focus on the individual needs of women. (Gillard 19)
Most of the women surveyed suggested that they did not feel their families came first in the IT
field. They sometimes felt like the IT field was overpowering because they were required to work long
hours. It was also found that once completing an educational program in IT, women found it harder to
find positions in the field that competed with men in the same capacity. This study also concluded that
child care hindered the decision making process of women entering and staying in the IT field. The issues
of flexible working hours, ability to get an IT job, and childcare show trends that need to be addressed
for women to decrease the gap between the genders. (Gillard 26,27, & 30)
Another program called Girls Get IT initiative in Florida funded by the Florida Department of
Education and the CISCO Networking Academy is focusing on working towards getting girls kindergarten
3
through college interested in going into the IT field. Girls choose alternate occupations other than IT
somewhat due to the lack of early educational software that is interesting to girls. The Girls Get IT
initiative is working to decrease the gap between the genders by training, mentoring, and exciting young
women at an early age. (Florida Department of Education)
Diversity of women in the IT field is important because of the diverse populations that are
being served and the unique attributes that women bring to the field. If the IT field becomes more open
to women, the retention rate and productivity of women will be increased. We have a diverse
population of computer users in the world and thus it is equally important to have a diverse population
of employees servicing those customers. It is important to remember for the future employers in the IT
field should encourage recruitment efforts of women and continue to increase their advancements
through mentoring and planning.
4
References
Crump, B., Logan, K., & McIlroy, A. (2007, July). Does Gender Still Matter? A Study of the Views of
Women in the ICT Industry in New Zealand. Gender, Work & Organization, 14(4), 349-370.
Retrieved May 2, 2009, doi:10.1111/j.1468-0432.2007.00348.x
http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=25276170&site=ehost-live
Florida Department of Education, Cisco Tackle IT Gender Gap. (2005, March). T H E Journal, Retrieved
May 2, 2009, from Academic Search Complete database.
http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=16504724&site=ehost-live
Gillard, H., Mitev, N., & Scott, S. (2007, January). ICT Inclusion and Gender: Tensions in Narratives of
Network Engineer Training. Information Society, 23(1), 19-37. Retrieved May 2, 2009,
doi:10.1080/01972240601057254
http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=23519003&site=ehost-live
GUTEK, B. (2006, November). Doing IT: Women Working in Information Technology – Krista Scott-
Dixon. Gender, Work & Organization, 13(6), 621-623. Retrieved May 2, 2009,
doi:10.1111/j.1468-0432.2006.00325_1.x
http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=22642645&site=ehost-live
Hoffman, T. (2007, November 12). WOMAN IN IT: A Lopsided Pay Scale. Computerworld, 41(46), 54-54.
Retrieved May 2, 2009, from Academic Search Complete database.
http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=27543920&site=ehost-live
5
Pratt, M. (2005, December 12). REACHING OUT To Women And Minorities. Computerworld, 39(50), 84-
84. Retrieved May 2, 2009, from Academic Search Complete database.
http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=19289433&site=ehost-live