How does technology empower women?

Technology allows you to…

CONNECT  

ACCESS  

BYPASS  

REACH  OUT  

Organize and connect a community

«  Being  connected,  heard,  and  externally  validated  within  a  global  community  provides  many  women  the  courage  and  support  they  need  to  become  change  agents  at  home  »      Jensine  Larsen,  founder  of  the  global  women’s  network  and  online  forum  World  Pulse  

Access inspiring mentors

Access remote markets

Sell your products everywhere

Access funds

Access information

Testify more easily

Testify more easily

Testify more easily

Reach out to others

Have a voice

Have a voice

Give visibility to remote issues

Democratize social activism

Provide real time data

Alert in real time

Alert in real time

Alert in real time

Access to jobs “Sama”  means  equal.  Samasource  connects  poor  women  and  youth  to  training  and  employment  in  the  digital  economy.    

Access to education

Access to healthcare

Access to healthcare

Accelerate communication pace

Videos spread fast online

Become citizen journalists

'no-­‐cuts,  no  censorship'  approach  

Bypass traditional structures and hierarchies

Technological  disrupIon  tears  through  social  norms,  regulatory  structures,  and  adjusts  the  balance  of  power  between  stakeholders.    

Challenge prevailing power

Change the narrative

WE NEED MORE WOMEN IN TECHNOLOGY!

The future will be shaped by technology

We need Women @ the frontier

Better opportunities

•  The number of ICT positions in the EU has grown by 4% since 2000, 7 times  the evolution of overall employment.

•  Engineering jobs grow faster than all other jobs in the US •  Female engineers earn 33% more than women in other

fields •  Only 13% of the engineers are women…

Larger income

“In  a  world  where  95%  of  all  jobs  now  have  a  digital  component,  encouraging  women  and  girls  in  ICT  is  criIcal.”      –  Hamadoun  Touré,  Secretary-­‐General  of  the  InternaIonal  TelecommunicaIon  Union  

ConnecIng  women  through  the  use  of  technology  can  yield  incredible  returns  in  social  and  economic  development;  developing  economies  could,  for  example,  see  an  increase  of  $13  –  18  billion  in  their  GDPs  if  the  number  of  girls  and  women  currently  online  worldwide  were  doubled  (Intel’s  “Women  and  the  Web”  Report  2012).  

And yet, it is still a boy’s club

Google’s first set of diversity statistics, released in May 2014

Source:  Apple  diversity  website  

In tech conferences, we mostly hear men’s voices, visions and opinions

And the numbers of women in tech are dropping!

•  Women make up a tiny fraction, roughly 15%, of people working in technical roles in the tech industry. And amazingly, that percentage is dropping, not rising.

•  Multiple studies have found that the proportion of women in the tech workforce peaked in about 1989 and has been steadily dropping ever since.

Source:  American  AssociaIon  of  University  Women  

Source:  American  AssociaIon  of  University  Women  

Source:  Apple  Diversity  

Why? •  Most have very few female role models and colleagues. •  Surveys find 23% to 66% report experiencing sexual harassment

or seeing it happen to others. •  Half the respondents to my survey said they've been treated in a

way they find hostile, demeaning or condescending, and a third said their bosses are friendlier and more supportive with their male colleagues.

•  Women report being encouraged to move out of pure tech into support functions, which offer less pay, are less prestigious and have limited upward mobility.

•  A 2014 Glassdoor analysis concluded that women in tech are paid less than their male colleagues, with another 2014 study putting the salary gap at 12%.

The Athena Factor •  After 10 years of work experience, “The Athena

Factor” found, 41% of women in tech leave the industry, compared with 17% of men.

Forty-­‐one  percent  of  highly  qualified  scienIsts,  engineers,  and  technologists  on  the  lower  rungs  of  corporate  career  ladders  are  female.  But  more  than  half  (52%)  drop  out.      Why?  To  beger  understand  the  scope  and  shape  of  female  talent,  the  Athena  Factor  research  project  studied  the  career  trajectories  of  women  with  SET  credenIals  in  the  private  sector.    It  found  5  powerful  "an.gens"  in  corporate  cultures.    •  Women  in  SET  are  marginalized  by  hosIle  macho  cultures.  Being  the  sole  woman  on  a  team  or  at  a  

site  can  create  isolaIon.  •  Many  women  report  mysterious  career  paths:  fully  40%  feel  stalled.    •  Systems  of  risk  and  reward  in  SET  cultures  can  disadvantage  women,  who  tend  to  be  risk  averse.  •  Finally,  SET  jobs  include  extreme  work  pressures:  they  are  unusually  Ime  intensive.  •  Moreover,  female  agriIon  rates  spike  10  years  into  a  career.  Women  experience  a  perfect  storm  in  

their  mid-­‐  to  late  thirIes:  They  hit  serious  career  hurdles  precisely  when  family  pressures  intensify.  Companies  that  step  in  with  targeted  support  before  this  "fight  or  flight  moment"  may  be  able  to  lower  the  female  agriIon  rate  significantly.    

•  This  study  features  13  company  iniIaIves  that  address  this  female  brain  drain.  Some,  for  example,  are  designed  to  break  down  female  isolaIon;  others  create  on-­‐ramps  for  women  who  want  to  return  to  work.  These  iniIaIves  are  likely  to  be  "game  changers":  They  will  allow  many  more  women  to  stay  on  track  in  SET  careers.  

Increasing attention of tech companies on diversity challenges

•  Industry giants Apple and Twitter have published diversity audits and pledged to do more to increase diversity in their workforce.

•  Janet Van Huysse, Twitter’s Vice President, Diversity and Inclusion put it simply: “As we look ahead, we see opportunity rather than a challenge.”

•  Companies currently looking to appoint Heads of Diversity include Airbnb, Asana and Dropbox. Those recognised by Diversity Inc. as making the most effort to increase diversity this year include Novartis, PricewaterhouseCoopers and Procter & Gamble.

•  This has become a mainstream issue, a competitive business imperative.

Source:  Apple  diversity  website  

Mark Zuckerberg paternity leave

The tech world is changing

Women need to be part of it!

Small words can have a big effect

Many messages hold women back

We need new role models

We need to teach girls to code

We need to teach girls to code

We need more female engineers

We need new toys

More than just a princess

We need new start up founders

We need to feel safe online

Take back the tech

We need to portray women differently

We need to actively look for women speakers

We need new tech spaces

We need to find mentors

We need to find mentors

We need more women in tech events

What about you?

When did you speak at a conference? When did you mentor a young woman? When did you write an article about your

experience?