The Technology Skills Gap - Nicoll Curtin€¦ · the 2013 TechCruch Disrupt conference in San Fransisco; Titstare was introduced as “an app where you take photos of yourself staring

Nicoll Curtin Diversity & Inclusion Report

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The Technology Skills Gap: Gender Disparity

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CONTENTS

The Increasing Skills Gap 3

THE STATISTICS

The Tech Giants 4

THE WORKPLACE

A Problem of Retention 5

Barriers to Promotion 5

Unconscious Bias 5

Homogenous Culture 6

Overtly Discriminatory Environments 7

An Inclusive Solution 7

A Circular Problem 8

IN EDUCATION

Singapore Statistics 9

Early Choices Limiting Prospects 10

A Lack of Information 10

Improving Information in Singapore 11

Role Models 12

Conclusion 13

CONCLUSION 13

WHO ARE WE? 14

REFERENCES 15

CONTENTS

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The Increasing Skills Gap

There is a global impending skills gap in the technology industry, yet the industry is failing to engage almost half of

it’s skilled workforce – women. With this paper we will explore at what point in women’s lives, educations or

professional development a career in technology is becoming unappealing or inaccessible and why.

Organisation for Economic Co-Operation and Development (OECD) found that only 29.57% of Singapore’s

science and technology professionals are women. Whilst this is a long way ahead of many countries such as the

UK, where women only occupy 12.8% of science, technology, engineering and mathematics carers

(Wisecampaign.org.uk, 2015), it still demonstrates significant room for improvement.

In order to minimise the technology skills gap going forward, Singapore needs to ensure it is reaching into every

corner of its available talent pool.

.

This is a lifelong journey, which

starts with parents then schools and

universities, we have to work

together.[…] People used to talk

about the glass ceiling, now we talk

about the leaky pipeline of women

in STEM

- Amanda Jenkins, Varkey GEMS

Foundation (Gurney-Read, 2014)

THE STATISTICS

http://www.telegraph.co.uk/education/educationopinion/10637941/The-leaky-pipeline-of-women-in-science.html

http://www.telegraph.co.uk/education/educationopinion/10637941/The-leaky-pipeline-of-women-in-science.html

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The Tech Giants

The statistics below reveal the gender breakdown of employees at some of the giants of the tech world:

Source: (Information Is Beautiful, 2015)

Diversity statistics are usually provided by organisations to support transparency. However, even these statistics

often fail to provide a true representation of disparities which are still prevalent in organisations. So what happens

when we take a closer look at these demographics? For example, role specific statistics from Facebook show that

women in fact occupy only 15% of their technical roles (Newsroom.fb.com, 2015).

31

37

30

31

39

40

37

30

30

37

30

30

42

30

33

25

16

37

69

63

70

69

61

60

63

70

70

63

70

70

58

70

67

75

84

63

Facebook

flickr

Google+

Instagram

LinkedIn

Pinterest

tumblr

twitter

YouTube

amazon

Apple

Dell

ebay

Google

hp

intel

nvidia

Yahoo

%Women %Men

THE STATISTICS



A Problem of Retention

A recent report by research firm

Gartner shows that even when

the technology industry recruits

similar numbers of men and

women, it then fails to retain

female employees for more

than a few years (Gibbs, 2014).

So why is the technology

industry loosing its women?

Consensus seems to suggest

the answer to that question is

two-fold:

1. Barriers to promotion

2. A homogenous, male

culture

Barriers to Promotion

Tina Nunno, VP at Gartner,

says “A lot of companies

thought this [poor retention of

women] was because women

were leaving to have families,

but more recent data tends to

show that women have become

very intolerant of situations

where they feel men who are

not as qualified as them have

been promoted over them,

frequently just leaving.

Systematically we have to

change the promotion structure

so that women are promoted

and kept engaged in the

company. That could be as

simple as changing the criteria

under which people are

promoted” (Gibbs, 2014).

Unconscious Bias

Indeed this criterion upon which

people are promoted is often

based upon unconscious bias.

Women in tech are the canary in the coal mine. Normally when the canary in

the coal mine starts dying you know the environment is toxic and you should

get the hell out. Instead, the tech industry is looking at the canary, wondering

why it can't breathe, saying “Lean in, canary. Lean in!” When one canary dies

they get a new one because getting more canaries is how you fix the lack of

canaries, right? Except the problem is that there isn't enough oxygen in the coal

mine, not that there are too few canaries.

- Kate Heddleston, Software Engineer & Public Speaker (Heddleston 2015)

THE WORKPLACE

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We have unspoken understandings,

assumptions, and biases about what it

means to work on a team, communicate

with others, build software, and be an

engineer. Despite living as engineers

every day, we're largely unaware of how

our unconscious biases create an

environment that is harmful to diversity. Is

arguing the best way for people to figure

out solutions to technical problems? Are

you more critical of some people than

others? Does that stupid idea suggested

during a meeting really deserve to be

publicly shot down?

Perhaps the most discussed and debated type of unconscious

bias suggests that many managers hire in their own image. This

type of bias is often accentuated by the interview process in which

‘women report that men promote in their own image and through

networks that are male-dominated.’ (REC, 2014)

The prevalence of men in senior, hiring positions creates a cycle

which only further restricts access to senior positions for women.

By innocuously selecting criterion for promotion which reflects their

own backgrounds, senior managers may overlook people with

other equally valid backgrounds and capabilities. It is essential

organisations understand the types of skills and experiences

necessary for senior roles in order to broaden what is considered a

‘successful profile’.

Nunno gives the example of the “hero mentality”; a mentality in

which individuals will work extremely hard to fix problems after

they occur. Men generally associate with the hero mentality, but

women are often better at identifying and rectifying problems

before they happen – but that means they are seen to be doing

less hard and crucial work (Gibbs, 2014).

Homogenous Culture

It seems gender discrimination in the technology sector is perhaps

not always as unconscious as it is generously labelled. Kieran

Snyder is a leading software designer and engineer; who writes

and blogs about the diversity problems. In a recent study she

collected stories from 716 women who had left the tech industry.

192 women cited discomfort working in environments that felt

overtly or implicitly discriminatory as a primary factor in their

decision to leave tech. That’s just over a quarter of the women

surveyed. (Snyder, 2014)

- Kate Heddleston, Software

Engineer and Public Speaker (Heddleston,

2015)

THE WORKPLACE

THE WORKPLACE



Overtly Discriminatory

Environments

Entrepreneur and writer Andrew

Keen writes in his book ‘The

Internet is Not the Answer’ that

indeed, the “tech bros” or

“brogrammers” mentality of the

technology industry encourages

the treatment of women as

sexual objects (Keen, 2015).

Keen evidences this statement

with the example of the

infamous “Titstare” incident at

the 2013 TechCruch Disrupt

conference in San Fransisco;

Titstare was introduced as “an

app where you take photos of

yourself staring at tits” (Morais,

2013) in front of a gender

diverse audience, including a

nine year old girl who was also

presenting. Unfortunately – this

is one incident of its kind

amongst many.

How do businesses go about

changing the “tech bros” or

“brogrammers” mentality? By

ensuring that the voices of

advocates supporting women in

technology are both many and

widely heard. Vivek Wadhwa,

lecturer at Stanford University

and ardent advocate of

promoting women in

technology, notes that: “These

days, it’s understood that

sexism exists in the technology

industry[…]Google, Apple,

Facebook, Intel, Microsoft, and

Twitter have disclosed their

dismal diversity data, and,

where there used to be silence

and ignorance, we hear their

CEOs pledging to create the

necessary opportunities.” He

attributes this progress to “years

of work by brave, vocal women

who have consistently and

eloquently raised the issue” by

“proposing ways in which to

make the industry a safer, more

welcoming place for women”

(Wadhwa, 2015).

An Inclusive Solution

However Wadhwa - who wrote

more than 75 articles on this

subject, completed numerous

research projects and worked

with many talented women to

create a book giving voice to

hundreds of women from all

over the world – has decided to

step out of the debate on

women in technology. Why?

Each time I tried to address the points of my critics, I found others piling on or taking my words out of

context. I got frustrated, and it showed, and the quality of the discussion suffered. […]The diversity

debate has itself become incendiary. Moderate voices are drowned out by shouting and vile invective.

But I may have made the mistake of fighting the battles of women in technology for too long. And I may

have taken the accusations too personally. So I am going to bow out of this debate.

- Vivek Wadhwa (Wadhwa, 2015)

THE WORKPLACE

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His withdrawal was following comments by a tech

blogger that “By appointing himself the unwanted

spokesman for women in tech he has kept actual,

qualified women’s voices from being heard widely in the

mainstream media.” (Greenhall, 2015)

If we are to change the culture of the technology industry

there has to be room for both the male and female voice.

If women are to find equality in male-dominated

industries, men have to be advocates of the change

too. Men are part of the solution as well as the problem.

A Circular Problem

However, diminishing the gender disparity will not be an

easy fix. In some cases the problem is circular. Some

women felt that their work environments were

discriminatory, but most reported something milder: the

simple discomfort of not fitting-in in an otherwise

homogenous setting.

I love coding. I have a masters in CS [computer

science]. I worked in tech for two decades. So

many women like me, so highly trained and for

what? It was hard enough being the only woman

on most projects. Try being the only woman over

40. Doesn’t matter how good you are, or even if

your colleagues respect you. Eventually you get

tired of being the odd duck. I took all my experience

and started my own thing where I could make the

rules. I’m never going back. (Snyder, 2014)

Supporting Organisation:

HeForShe

A Solidarity Movement for

Gender Equality

The movement for gender equality was

originally conceived as a struggle led

only by women.

In recent years men have begun to

stand-up in addressing inequalities

and discrimination faced by women

and girls.

Now it’s time to unify our efforts.

HeForShe is a solidarity movement for

gender equality that brings together

one half of humanity in support of the

other half of humanity, for the benefit

of all.

All over the world, men are taking a

stand for gender equality.

Join them by visiting:

http://www.heforshe.org/

THE WORKPLACE

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Singapore Statistics

Source: Ministry of Social and Family Services

IN EDUCATION

52% of university students are

female

30% Of students in the

engineering field are

female


science field are

female


IT/Computing field

are female

27% Of female

graduates pursue

careers in STEM

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Early Choices Limiting

Prospects

The subject choices of young women in

early education are acting as a barrier to

careers in STEM. The entry requirements

of universities mean that young women

who would choose to pursue a degree in

a technology subject are unable to

because of subjects chosen at young

ages. It is important we are providing

adequate information whilst girls are

making these early educational choices.

A Lack of Information

According to the Singapore Committee for UN Women, anecdotal research also shows that young girls are

unaware of opportunities in typically male-dominated careers, such as in the STEM industries and, as a result are

not inclined to pursue careers in these areas (Singapore Business Review, 2014).

This lack of information seems to be a common barrier globally. For example, the 2011 Girlguiding UK survey

found that 43% of girls said they were put off science and engineering careers because they did not know enough

about the kind of careers available. (Girlguiding, 2011)

IN EDUCATION

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Improving Information in Singapore

The Singapore Committee for UN Women launched a Women in STEM campaign called Girls2Pioneers.

Girls2Pioneers run day camps for girls between the ages of 10 to 15. These day camps comprise of activities

which develop skills in technology, design and construction, research, strategic planning, improvisation and

engineering in a fun and sociable environment. They also get to go on field trips to STEM facilities – whether this

is a cancer research lab or the Hewlett-Packard factory. (Ho, 2015)

The programme organised about 30 day camps for 3,000 girls last year. Sponsored this year by MasterCard, it

aims to reach out to another 3,000. (Ho, 2015)

“Quality education and other opportunities is a sustainable way of providing women and girls a hand up, rather

than a hand out, especially when it comes to typically male-dominated areas such as S.T.E.M.,” said Trina Liang-

Lin, President of the Singapore Committee for UN Women. (Singapore Business Review, 2014)

I like technology because with

technology, you can make things,

that you could only imagine, real.

- Rachel Foo, 11 years old,

Girls2Pioneers attendee (Ho,

2015)

IN EDUCATION

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Role Models

High-visibility women within the IT industry are essential. If employers promote diverse images of IT professionals

within their companies, we can ensure girls are growing up with a perception of the IT industry as one in which

they belong.

Girls2Pioneers organiser Mrinalini Venkatachalam said that gender stereotypes and a lack of female role models

can discourage girls from taking the courses necessary to enter these fields (Ho, 2015). Therefore, along with the

skills building and information providing day camps, Girls2Pioneers organises mentoring sessions for their

participants. The campaign is working with 23 prominent women working STEM to act as programme

ambassadors and mentors to the girls (Ho, 2015).

IN EDUCATION

The media has a role to play – how

many techy girls do we see on

children's TV and in papers and

magazines? Girls who aren't already

in the industry or don't know anyone

in the industry have nothing to look

to, or to aspire to.

(Williams, 2013)

I do strongly believe that as women in technology or in Stem, we have a strong role to play to show

people we're not your stereotypical scientist. We don't just talk code, we are fun, normal and just like

them. Stem is not narrow. There's a role in Stem for everyone.

- Cassie Chan, Google employee and Girls2Pioneers volunteer (Ho, 2015)

IN EDUCATION

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Conclusion

As evidenced, the demand for STEM skills is high. As also evidenced, women’s participation in the STEM industry

is minimal. The industry needs to simultaneously focus on retaining the limited number of women whom are in

STEM careers or graduating with STEM degrees now; whilst improving pipeline by encouraging more young

women to pursue STEM qualifications and careers going forwards.

Women in technology are disengaging with their careers when male colleagues whom they perceive as less

qualified are being promoted over them. The suggestion is that this is occurring as a result of unconscious bias;

particularly men tending to recruit in their own image. To address this, the criterion for promotion should be

revaluated, formalised and made measurable in order to understand the types of skills and experiences

necessary for senior roles and to broaden what is considered a ‘successful profile’.

Businesses engaging further with schools to enthuse pupils about STEM study has many positive implications for

engaging young women in technology. This interaction with businesses will provide role models. WISE (a

campaign to promote women in science, technology and engineering) suggest that:

Girls respond to female role models plus an explanation of the range of different careers available,

using real jobs and current job titles. Role models should be promoted from primary school age and at

key decision points such as […] when they choose whether to continue in education. (WISE, 2012)

These role models would be best presented as part of a diverse team, “rather than a single talking head” to

prevent a perception of women as an anomaly in technology. This business-education partnership will also

improve the provision of information. It is vital that both young women and parents understand which qualifications

and subjects are required for a career in technology. For example, few young people will understand or realise

that taking science at school can lead to a career in robotics or computer gaming.

It is apparent that the implications of this discussion go well beyond the technology industry and into a redefinition

of societal gender norms. However, these actions are a tangible and positive step towards engaging more women

in careers in technology; a step towards closing the STEM skills gaps by accessing the widest talent pool

available

CONCLUSION

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Co-Head of Equality and Diversity

Researcher Senior Appointments

NOTE FROM THE

AUTHOR

WHO ARE WE?

Nicoll Curtin are a multiple award winning company with offices in the UK, Switzerland and Singapore.

We recruit contract and permanent technology professionals on both a retained and contingency basis for a

portfolio of global clients.

We employ, train and nurture the best consultants.

We partner and invest in the success of the most prestigious clients.

We attract, advise and build relationships with the most sought after talent.

OUR SINGAPORE OFFICES

Our Singapore office opened in 2011. The Singapore office has developed long term relationships with companies in Asia

Pacific, these include businesses located in Singapore, Philippines, Hong Kong and Malaysia.

Our Singapore office are proud to be the 2015 Global Recruiter Award winners for Best Client

Service

OUR COMMITMENT TO DIVERSITY & INCLUSION

We fully acknowledge that an optimal business environment is a diverse one. We are committed to helping our clients

improve their business performance by providing them with the diverse talent required to constitute effective leadership.

We will challenge doubts and reinforce the attributes of non-traditional career pathways, broadening your definition of a

“successful profile” and providing appropriate weight to intrinsic competencies and capabilities. This process is

instrumental in facilitating equal opportunities for diverse and talented individuals.

We will engage candidates in the application process from under-represented characteristic groups by demonstrating your

commitment to diversity and your organisation’s mechanisms to help them succeed.

FOR MORE INFORMATION

Tom Dunsmore

Manager for APAC

[email protected]

+65 6631 2702

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Gibbs, S. (2014). Women in technology: no progress on inequality for 10 years. The Guardian. [online] Available

at: http://www.theguardian.com/technology/2014/may/14/women-technology-inequality-10-years-female

[Accessed 29 Apr. 2015].

Girlguiding, (2011). What Girls Think About Education, Training, Skills and Careers. Girls' Attitudes Survey.

[online] Available at:

http://girlsattitudes.girlguiding.org.uk/pdf/Girls'%20Attitudes%202011%20report_Education.pdf [Accessed 6 May

2015].

Greenhall, A. (2015). Quiet, Ladies. @wadhwa is speaking now. [Blog] Available at:

http://blog.ameliagreenhall.com/post/quiet-ladies.-wadhwa-is-speaking-now [Accessed 29 Apr. 2015].

Gurney-Read, J. (2014). STEM skills should be 'integrated across the curriculum'. The Telegraph. [online]

Available at: http://www.telegraph.co.uk/education/educationnews/10706162/STEM-skills-should-be-integrated-

across-the-curriculum.html [Accessed 28 Apr. 2015].

Heddleston, K. (2015). How Our Engineering Environments are Killing Diversity: Introduction. [online]

Kateheddleston.com. Available at: https://kateheddleston.com/blog/how-our-engineering-environments-are-killing-

diversity-introduction [Accessed 28 Apr. 2015].

Ho, O. (2015). Wanted: Female Stem professionals. The Straits Times. [online] Available at:

http://www.straitstimes.com/singapore/wanted-female-stem-professionals [Accessed 7 Oct. 2015].

Information Is Beautiful, (2015). Diversity in Tech - Information Is Beautiful. [online] Available at:

http://www.informationisbeautiful.net/visualizations/diversity-in-tech/ [Accessed 28 Apr. 2015].

Newsroom.fb.com, (2015). Building a More Diverse Facebook | Facebook Newsroom. [online] Available at:

http://newsroom.fb.com/news/2014/06/building-a-more-diverse-facebook/ [Accessed 28 Apr. 2015].

REC, (2014). Room at the top: Women leaders and the role of executive search. [online] London, p.13. Available

at: https://www.rec.uk.com/__data/assets/pdf_file/0009/135936/Room-at-the-top-REPORT.pdf [Accessed 29 Apr.

2015].

REFERENCES

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Singapore Business Review, (2014). Ladies wanted: Female dearth seen in Singapore’s science and

technology industry. [online] Available at: http://sbr.com.sg/hr-education/news/ladies-wanted-female-dearth-

seen-in-singapore%E2%80%99s-science-and-technology-industry [Accessed 7 Oct. 2015].

Snyder, K. (2014). Why women leave tech: It's the culture, not because 'math is hard'. Fortune. [online] Available

at: http://fortune.com/2014/10/02/women-leave-tech-culture/ [Accessed 30 Apr. 2015].

Wadhwa, V. (2015). Why I am stepping out of the debate on women in technology. [online] Washington Post.

Available at: http://www.washingtonpost.com/blogs/innovations/wp/2015/02/23/why-i-am-stepping-out-of-the-

debate-on-women-in-technology/ [Accessed 29 Apr. 2015].

Williams, M. (2013). How can we encourage more women into tech? - what the experts say. The Guardian.

[online] Available at: http://www.theguardian.com/careers/women-in-technology-experts-view [Accessed 7

Oct. 2015].

WISE, (2012). Engaging girls in science, technology, engineering and maths: What works?. [online] Available at:

https://www.wisecampaign.org.uk/uploads/wise/files/wise_report_july_2012_for_bae_systems_what_works_sum

mary.pdf [Accessed 6 May 2015].

Wisecampaign.org.uk, (2015). Growth in women’s employment in STEM - UK Statistics 2014 - WISE Resources -

About us - WISE. [online] Available at: http://www.wisecampaign.org.uk/about-us/wise-resources/uk-statistics-

2014/september-2014 [Accessed 28 Apr. 2015].

Documents

The Technology Skills Gap - Nicoll Curtin€¦ · the 2013 TechCruch Disrupt conference in San Fransisco; Titstare was introduced as “an app where you take photos of yourself staring