As usual, the actual numbers don't back up the narrative. For example, significantly more men in the study left due to unfairness than women do: 40% vs. 31%. So either women are treated more fairly or these numbers don't mean anything, yet you would never know it from the text, which is all about the horrible things that happen to women. Hmmm...
An important point here - every time I read "X% of class A had this happening to them" I automatically ask "what's the baseline rate? If you weren't in class A, would it happen to you more often or less often?" If I don't find this comparison - and usually I don't - then the number of X% is useless for the purpose of deciding whether class A is an outlier or not. Unfortunately, as I said, very small number of people…
The rest of the study provides even less information, just tendentious excerpts. What does "30% of underrepresented women of color were passed over for promotion" even mean??
The ACM did a study a while back that contradicted virtually all of the stereotypes[1].
"Men and women in our survey both generally reported a similar level of experience with role models. Women, even in a predominately male work environment did not report a significant difference from men in the influence role models had on their careers in IT. This surprising finding does not support previous assumptions that the lack of females in IT means a lack of role models for women, which was assumed to be a disadvantage for women"
"Similarly, men and women in the survey reported comparable levels of learning and comfort around the social aspects of the profession despite stereotypes that suggest women are drawn more to social interaction [7]. However, our surveyed male IT professionals also reported stronger socialization with regard to the technical aspects of the profession, including familiarity with its language and confidence concerning their own skills "
"Our findings uncovered only one significant gender difference across a variety of work-related experiences. Female and male IT professionals alike reported similar levels of experience regarding the work-family conflict, feelings of burnout, perceptions of work load, perceptions of fair treatment in job scheduling, assignment of job responsibilities, pay and other rewards, and perceptions of supervisor support related to family issues. They differed in regard to their perceptions of supervisor support related to their careers. This finding indicates that women perceive greater support in meeting career goals, recognizing opportunities, and improving their job performance."
Yes, women reported greater support in this ACM survey.
"We found no significant gender differences for these measures of attitude. Male and female IT professionals in the study reported similar levels of satisfaction with their IT careers. They also reported similar (strong) levels of professional identification with the profession. Finally, and perhaps most important to the question at hand, we found no significant gender differences in intention to leave the profession"
Etc.
There was also a huge study done on why women leave engineering[2].
Top reasons (in order):
1. Wanted more time with family
2. Lost interest
3. No advancement
4. Didn't like daily tasks
5. Didn't like culture
6. Didn't like boss
7. Poor working conditions
8. Conflict with family
9. Too many hours
10. Low salary
11. Too much travel
12. Didn't like co-workers
13. Started own business
14. Couldn't find position
15. Too difficult
Oh...and "almost half the women who left the engineering field over five years ago reported working at least 40 hours per week in a current non-engineering position [..] More than half the women in this group reported being in an executive management position, 15% were in a managerial position and 30% reported being individual contributors". So they left "engineering" for "management". The humanity!
And of course when this study was reported, it was "It's the [sexist] culture!!". Sigh. Culture comes in at number 5 and is culture in general.
[1] https://cacm.acm.org/magazines/2008/2/5453-women-and-men-in-...
[2] https://energy.gov/sites/prod/files/NSF_Stemming%20the%20Tid...