Our approach to gender diversity
blog.whiteoctober.co.uk
Our approach to gender diversity
1–10 of 64 posts
Re: Our approach to gender diversity
#2this kind of seems like a way to advertise the conference, but well done anyway
Re: Our approach to gender diversity
#3this kind of seems like a way to advertise the conference, but well done anyway
Where is their inclusion of transgender, gender dysphoric, gay, and lesbian speakers? Also, where are all the non-white/asian/indian speakers? I think this is going to require a bigger spreadsheet!
Re: Our approach to gender diversity
#4Do you allow exporting of raw data?
Re: Our approach to gender diversity
#5I think this sort of affirmative approach is going to become more common as tech is dragged kicking and screaming into the 21st century.
When I was an engineer, I never worked under a woman in a technical role. Since I've been a lawyer, I've had a majority of female bosses and mentors. 50 years ago, this would have been unthinkable.
Doctors, accountants, and many other professionals can tell the same story. Today nobody thinks twice about the head of internal medicine at a hospital being a woman. Medical schools don't go out of their way to find qualified female candidates. Because of measures taken decades ago, these professions have achieved a level of normalcy that has totally eluded engineering as a profession.
Re: Our approach to gender diversity
#6this kind of seems like a way to advertise the conference, but well done anyway
Where is their inclusion of transgender, gender dysphoric, gay, and lesbian speakers? Also, where are all the non-white/asian/indian speakers? I think this is going to require a bigger spreadsheet!
Simple.
1. Invite straight white male 2. Invite straight white female 3. Invite gay white male 4. Invite gay white female 5. Invite straight black male 6. Invite straight black female 7. Invite gay black male 7. Invite gay black female
etc. etc.
I think the best way to be diverse with genders, ethnicity, sexual orientation, is to ignore genders, ethnicity, sexual orientation, not to invite male, female, male, female. Simply invite the best speaker, taking into account their sex isn't diverse, even if you do take turns.
Re: Our approach to gender diversity
#7this kind of seems like a way to advertise the conference, but well done anyway
Where is their inclusion of transgender, gender dysphoric, gay, and lesbian speakers? Also, where are all the non-white/asian/indian speakers? I think this is going to require a bigger spreadsheet!
The Tech industry has many male asian speakers, I suspect there is still a strong white-male majority (I can't find any reliable figures) but asian (men) are the other race who seem to be well established in the world of IT .
We do have incredibly talented transgendered speakers:
http://en.wikipedia.org/wiki/Sophie_Wilson
and at least one very talented asian transgendered speaker:
http://en.wikipedia.org/wiki/Audrey_Tang
It is notable that both these are transgendered women I don't know of any transgendered men.
I find it interesting that you didn't add black speakers to your list. Our industry has a very notable deficit of anyone from an African, Afro-Carribean & African-American background. Personally I have worked with many more women programmers than I have with black programmers (although I have worked with two very talented black men, both ex-programmers in a senior management role, one military trained). I wonder why?
But you are right. Equality is equality. We'll get there in the end!
Re: Our approach to gender diversity
#8this kind of seems like a way to advertise the conference, but well done anyway
Indeed. I can't find anything really interesting about this conference other than a ton of self published links to social media sites (an obvious SEO/media campaign?).
Re: Our approach to gender diversity
#9I think this sort of affirmative approach is going to become more common as tech is dragged kicking and screaming into the 21st century. When I was an engineer, I never worked under a woman in a technical role. Since I've been a lawyer, I've had a majority of female bosses and mentors. 50 years ago, this would have been unthinkable. Doctors, accountants, and many other professionals can tell the same story. Today nob…
Nobody may be thinking twice about the head of internal medicine being a woman. But they do about just regular physicians.
> We find that the median female (but not male) primary-care physician would have been financially better off becoming a physician assistant. This result is partially due to a gender-wage gap in medicine. However, it is mostly driven by the fact that the median female physician simply doesn’t work enough hours to amortize her upfront investment in medical school.[1]
Anyway, I think ibanking is in line before tech.
[1] http://www.anderson.ucla.edu/faculty/keith.chen/papers/Gende...
Re: Our approach to gender diversity
#10I think this sort of affirmative approach is going to become more common as tech is dragged kicking and screaming into the 21st century. When I was an engineer, I never worked under a woman in a technical role. Since I've been a lawyer, I've had a majority of female bosses and mentors. 50 years ago, this would have been unthinkable. Doctors, accountants, and many other professionals can tell the same story. Today nob…
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