Advancing Women in IT: Recognizing Unconscious

Gender Bias

Amy Diehl, Ph.D.Associate Vice President &

Deputy Chief Information Technology Officer

Researchers

Amy Diehl, Ph.D.

Leanne Dzubinski, Ph.D.

Amber Stephenson, Ph.D.

Higher Ed Tech Leadership Gender Gap

22% 26%

78% 74%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

CIOs Aspiring CIOs

2017 Higher Education Tech Leaders

Women Men

Reference: 2017 Higher Education Technology Leadership Study, Wayne Brown, Center for Higher Education CIO Studies, Inc.

EqualismAll human beings regardless of any socially defined identity category are of equal value and deserve equal access, treatment, rights, opportunity, and freedom in all realms of society

(Diehl & Dzubinski, 2016)

Unconscious Bias

Sense-making

Unconscious Bias

“Barriers arising from cultural beliefs about gender as well as workplace structures, practices, &patterns of interaction that inadvertently favor men” (Ely et al, 2011)

Unconscious Gender Bias

SocietalControl of Women’s Voices

Cultural Constraints on Women’s Own Choices

Gender Stereotypes

Gender Unconsciousness

Leadership Perceptions

Scrutiny

OrganizationalDevaluing of Communal Practice

Discrimination

Exclusion from Informal Networks

Glass Cliff

Lack of Mentoring

Lack of Sponsorship

Lack of Support

Male Gatekeeping

Male Organizational Culture

Organizational Ambivalence

Queen Bee Effect

Salary Inequality

Tokenism

Two-Person Career Structure

Unequal Standards

Workplace Harassment

IndividualCommunication Style Constraints

Conscious UnconsciousnessPersonalizing

Psychological Glass CeilingWork-Life Conflict

Gender Barriers

Diehl & Dzubinski, 2016https://goo.gl/SIGrRe

Control of Women’s Voices

Cultural Constraints on Women’s Own Choices

Gender Unconsciousness

Leadership Perceptions

Devaluing of Communal Practice

Glass Cliff

Organizational Ambivalence

Male Gatekeeping

Conscious Unconsciousness

Personalizing

Queen Bee Effect

Psychological Glass Ceiling

What can be done?

Fix the women

Celebrate differences

Create equal opportunity

Revise work culture

What does revising work culture look like?

Some ideas

Learn about bias

Teach others

Be a workplace ally

Give women credit

Share office housework

Examine overwork cultures

Mentor & sponsor women

Other???

How can you or your organization promote

equitable work environments for women?

Questions & Answers

Journal Article Diehl, A. B., & Dzubinski, L. B. M. (2016). Making the invisible visible: A cross-

sector analysis of gender-based leadership barriers. Human Resource Development Quarterly, 27(2), 181-206.

Contact: Amy Diehl, Ph.D. abd@ship.eduTwitter: @amydiehlhttp://amy-diehl.com

References

Brown, W. A. (2017). 2017 higher education technology leadership study: The chief information officers of the future. Albany, NY: Center for Higher Education CIO Studies

Diehl, A. B., & Dzubinski, L. B. M. (2016). Making the invisible visible: A cross-sector analysis of gender-based leadership barriers. Human Resource Development Quarterly, 27(2), 181-206. doi: 10.1002/hrdq.21248

Ely, R. J., Ibarra, H., & Kolb, D. M. (2011). Taking gender into account: Theory and design for women's leadership development programs. Academy of Management Learning & Education, 10(3), 474-493. doi: 10.5465/amle.2010.0046