Women Who Code (YC S16) helps female engineers level up in their careers
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Re: Women Who Code (YC S16) helps female engineers level up in their careers
#2It's an honor to be a part of YC S16! As an organization, we've been committed to making sure our members stay in tech and excel in the industry.
We are excited to work with our Partners at YC and further enhance the Women Who Code experience. :)
Re: Women Who Code (YC S16) helps female engineers level up in their careers
#3It's an honor to be a part of YC S16! As an organization, we've been committed to making sure our members stay in tech and excel in the industry. We are excited to work with our Partners at YC and further enhance the Women Who Code experience. :)
Congrats Zassmin and Alaina, what you've accomplished so far is very impressive and looking forward to seeing how things scale!
Re: Women Who Code (YC S16) helps female engineers level up in their careers
#4If anyone from WWC is reading:
Is there a cutoff age (age > n) for participants or members?
Re: Women Who Code (YC S16) helps female engineers level up in their careers
#5sexism is sexist.
go send the blacks off to their own faucet, ladies. you're all ignorant hypocrites.
Re: Women Who Code (YC S16) helps female engineers level up in their careers
#6How does VC funding for a non-profit work? How does YC exit or recoup their investment?
Re: Women Who Code (YC S16) helps female engineers level up in their careers
#7Women who are halfway into their careers in tech are leaving at a rate of 56%, which is more than double the quit rate of men. One reason for the high quit rate may be that women have a much lower chance of being promoted, even when they have the same amount of experience and tenure as their male peers, according to the National Bureau of Economic Research.
So around the time a lot of people have kids? They probably discover that you need to make a LOT of money to pay for daycare per kid, and at 2+ you might as well just stay home.
I'm going to go out and a limb here and say that solid support for working moms would be one of the more effective strategies for long-term careers for women. I also can't imagine that it's that easy getting back into a tech career after 8 years of being a state-at-home mom (which is about 2-3 kids, with the youngest finally in kindergarten), looking for to work for a specific 6 hours per day on school days.
Maybe SF is different, though. I'm not there.
Re: Women Who Code (YC S16) helps female engineers level up in their careers
#8How does VC funding for a non-profit work? How does YC exit or recoup their investment?
It's a charitable donation - https://www.ycombinator.com/nonprofits/
Re: Women Who Code (YC S16) helps female engineers level up in their careers
#9Women who are halfway into their careers in tech are leaving at a rate of 56%, which is more than double the quit rate of men. One reason for the high quit rate may be that women have a much lower chance of being promoted, even when they have the same amount of experience and tenure as their male peers, according to the National Bureau of Economic Research. So around the time a lot of people have kids? They probably…
It is undeniable that women in technology face greater challenges than men and it becomes hard for them go get through certain hoops that men get through effortlessly. Congrats YC! This seems like a good move.
Re: Women Who Code (YC S16) helps female engineers level up in their careers
#10Women who are halfway into their careers in tech are leaving at a rate of 56%, which is more than double the quit rate of men. One reason for the high quit rate may be that women have a much lower chance of being promoted, even when they have the same amount of experience and tenure as their male peers, according to the National Bureau of Economic Research. So around the time a lot of people have kids? They probably…
I am not sure if that is the right mind set:
"So around the time a lot of people have kids? ...you need to make a LOT of money to pay for daycare ... you might as well just stay home."
The "you" can be the other partner. Ensuring fair pay and opportunities for all qualified workers would encourage only a brief departure from a woman's career for maternity leave, allowing either partner to be the home support (as needed), instead of making the choice based on poor future earning opportunities vs their male peers.