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Posts tagged #marginalization on Bluesky
Duke World Food Policy Center
Duke World Food Policy Center
@dukewfpc.bsky.social
1 week ago
Post image

How do disasters disrupt our food supply chains? wfpc.sanford.duke.edu/podcasts/the... #disasters #BetsyAlbright #Resilience #sustainability #equity #publicmanagement #environment #agroeconomics #socialinfrastructure #foodaccess #environmentstressors #policysolutions #mutualaid #marginalization

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Edwin Roman
Edwin Roman
@edwinromanart.bsky.social
2 months ago
Preview
Island in the Sun Organizers in Puerto Rico say moving to solar power could break colonial ties.

#PuertoRico gets enough sunlight to meet its residential #electricity needs four times over.
#FossilFuel interests would like to keep it that way. Their intervention is part of a long history of the #marginalization of the people.

earthjustice.org/features/pue...

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Claire E. Jones | Author
Claire E. Jones | Author
@clairjoyance.bsky.social
2 months ago
Video thumbnail

Have you noticed this? #capitalism #marginalization #economics #profit

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Ande Stanley
Ande Stanley
@theadoptionfiles.bsky.social
2 months ago

I grew up hearing Children should be seen ànd not heard. Who knew that, as an adoptee, I am part of a group perpetually infantilized? One society would prefer be seen but stay silent? #adoption #adopted #marginalization #silence #exploitation #coercion #truth #family #bestinterests #memtalhealth

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Ande Stanley
Ande Stanley
@theadoptionfiles.bsky.social
3 months ago

I am always impressed by how often we manage to be talked about, talked over, talked to, but not heard from. #adoption #adopted #marginalization #adopteerights #BBC #resources

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Leibniz ScienceCampus Europe and America - Regensburg
Leibniz ScienceCampus Europe and America - Regensburg
@europeamerica.bsky.social
3 months ago
Post image

📚 Book Talk with Lilia Topouzova
We’re excited to welcome Lilia Topouzova (University of Toronto), for a conversation on her forthcoming book Unsilencing: The History and Legacy of the Bulgarian Gulag (Cornell UP, 2025). (1/2)
#memory #resistance #research #marginalization #regensburg

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MonriaTitans
MonriaTitans
@monriatitans.bsky.social
3 months ago
The Monsters of Childhood Innocence: Eugenics in Old Hollywood ... and Today
The Monsters of Childhood Innocence: Eugenics in Old Hollywood ... and Today YouTube video by The Monster & The Child

The Monster & The Child: "The Monsters of Childhood Innocence: Eugenics in Old Hollywood ... and Today" | #ChildrenStudies #MonsterStudies #Disability #Childhood #Marginalization #Objectification #Monstrosity #Ableism #HumanNature #SurvivalOfTheFittest #MAHA
www.youtube.com/watch?v=lhFg...

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Leibniz ScienceCampus Europe and America - Regensburg
Leibniz ScienceCampus Europe and America - Regensburg
@europeamerica.bsky.social
4 months ago
Post image

💡 Save the Date! This winter, our research network Margins of Memory is organizing a speaker series highlighting people and research in the frame of cultures and politics of non-hegemonic remembrance. (1/2)
#memory #resistance #research #marginalization #regensburg

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Hazel Volk
Hazel Volk
@hazelvolk.bsky.social
4 months ago
Preview
Hazel Volk (@hazelvolk) For those working with the nervous system or vagus nerve, we’re familiar with these responses: • Fight – Mobilizing energy to confront or overpower a perceived threat. • Flight – Using energy to esc...

Appeasement is a #nervous-system response to power imbalance, compliance for survival when resistance feels unsafe. It’s collective, adaptive, and costly. Regulation helps us endure, but only dismantling oppressive #systems brings real safety and liberation.

#opression #trauma #marginalization

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zeno
zeno
@egrettt.bsky.social
5 months ago

"...and on the ongoing #exploitation and #marginalization of East #Jerusalem residents. The #dispossession of Palestinians from their #legallypurchased homes in #Silwan, under the guise of realizing a “right of return” for Jews, is an indelible stain on the State of Israel "

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Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0
Jonathan Stephens
Jonathan Stephens
@jonathanstephens.us.web.brid.gy
5 months ago
Preview
Why Women in Tech isn't enough > **Real progress needs systemic change and active involvement from men in positions of power.** > Reports on gender statistics in the technology industry have consistently published figures of around 17-25% of women and non-binary people working in this industry since the early 2000s (this varies by geographical location), and not much has changed over the last 25 years. A recent statistics dump by Spacelift reports that “half of all women who work in tech have left the industry by age 35”, and “none of the biggest US tech companies report women occupying more than a quarter of all technical roles”. Furthermore, “the proportion of undergraduate computer science degrees awarded to women has fallen from 37% in 1985 to about 20% today.” > Why are the statistics not showing much improvement despite countless initiatives surrounding diversity being created, and in particular events, awards, and “safe” spaces for “Women in Tech”? I have a hypothesis: all of these initiatives are operating in closed and exclusive spaces, which is sending a strong signal to the male majority with the power to affect real change that they are not welcome here, and **_it is not their problem to solve_**. > What's more, the hard work of ensuring that workplaces are equitable often falls upon the shoulders of underrepresented groups, who are already carrying the burden of discrimination, being overlooked for promotions, and other related issues. > Feminising job titles, in my opinion, belittles success and achievement in the context of a patriarchal default. Just as “Women in Tech” awards and closed spaces for “non-men” segregate underrepresented groups of people from the spaces where people with power make decisions, women-coded labels inherently classify people on a separate, non-default scale of success and achievement. > After speaking with many women during writing this article, it looks like "Women in Tech" initiatives work well in the context of those entering the industry, but may not be enough to support getting enough underrepresented groups into leadership positions. > Rachel-Lee Nabors wrote about this in 2018 in an article titled A Counterintuitive Way to Increase Diversity in Tech: > >> I’m mid-career in the web development and design industry. And right now, I’m hearing a lot of the same stories from my fellow mid-career friends from underrepresented groups (women, minorities, LGBTQ, and more): you reach a certain point in your career and you can’t win. > As stated in the disclaimer, this is absolutely not the point of this article. Diversity, equity and inclusion initiatives are absolutely needed in this industry. However, the current landscape has seemingly affected little change in statistics on the whole, especially at leadership levels. I don't think we can continue to segregate ourselves if we want to make progress. Personally, I have worked with some excellent men. And men who have worked with me have said I am also excellent; we have all benefitted from working with each other. To that end, we absolutely need these initiatives: but the men must be invested as well. They must not be excluded from the conversation about how they can help affect change, especially in the context of leadership, given it's mostly the men who hold those positions today. > Celebrate underrepresented groups in tech, but do not focus on their gender identity. Celebrate their achievements, use your privilege to lift them up, share their work, make their voice heard: not because they are not men, but because their work is worth celebrating. If you are a man in a leadership position, you can absolutely do more to bring more underrepresented groups into leadership with you. To take another quote from Rachel-Lee's article: > >> You should be a mouthpiece when someone isn’t heard, an advocate when people are unable to be represented, a shield bearer when folks are under attack, an elevator for the stuck, a signal booster for the unnoticed. Wherever possible, let them do the work, and be heard and understood, and represent themselves. You’re the back up, the path carver, the taker of the brunt of the negative impact, always asking, “How can I help?” Always pushing others up, even over yourself. > **We invite those with power to have a seat at the women’s table (and the underrepresented table as a whole): men must be part of the conversation to help affect change, especially at higher seniority levels.** > > Women, non-binary, intersex and trans folk are in tech, have always been in tech, and will (hopefully) always be in tech. There **_is_** a problem, in that these underrepresented groups are often discriminated against and overlooked. The solution? Men in tech can lead the change in how men represent themselves and their gender as a whole in the industry. A bandaid? Groups where "non-men" can feel safe. Both are important, but only one will affect real change.
0 0 0 0