coding like a girl - djangocon
TRANSCRIPT
C O D I N G L I K E A G I R L
How teams with women gain with diversity
Gabriela D’Ávila
@gabidavila
A B O U T M E
• Major in Digital Game Development
• Senior Software Engineer with 8 years in the market
• Web Development
• Women in Technology Advocate
• Lego =)
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W H AT TO E X P E C T
• Diversity
• Bias
• Like A girl
• Diversity Reports
• How diversity is important
• Initiatives
3
D I V E R S I T Y
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D I V E R S I T Y
• Gender
• Racial
• Ethnic
• Sexual Orientation
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B I A S
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P R O J E C T I M P L I C I T ®
7http://implicit.harvard.edu/implicit
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P R O J E C T I M P L I C I T ®
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0% 7.5% 15% 22.5% 30%
1%
3%
6%
18%
18%
28%
26%Strong automatic association of Male with Science and Female with Liberal Arts
Moderate automatic association of Male with Science and Female with Liberal Arts
Slight automatic association of Male with Science and Female with Liberal Arts
Little to no association between genders and academic domains
Slight automatic association of Male with Liberal Arts and Female with Science
Moderate automatic association of Male with Liberal Arts and Female with Science
Strong automatic association of Male with Liberal Arts and Female with Science
Source: Project Implicit
2015
2014
L I K E A G I R L
10
11
"You know, you are pretty intelligent, for a girl. "
- Undisclosed friend
L I K E A G I R L
• You drive like a girl
• You punch like a girl
• You fight like a girl
• You [verb] like a girl
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D I V E R S I T Y R E P O R T S
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A L L A R E A S
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0%
20%
40%
60%
80%
100%
Apple Facebook Google Twitter
34%30%32%31%
66%70%68%69%
Male Female
Sour
ce:
Com
pani
es D
iver
sity
Rep
orts
0%
20%
40%
60%
80%
100%
Apple Facebook Google Twitter
30%30%31%30%
70%70%69%70%
Male Female
2015 2014
T E C H
15
0%
20%
40%
60%
80%
100%
Apple Facebook Google Twitter
13%18%16%21%
87%82%84%79%
Male Female
Sour
ce:
Com
pani
es D
iver
sity
Rep
orts
0%
20%
40%
60%
80%
100%
Apple Facebook Google Twitter
10%17%15%20%
90%83%85%80%
Male Female
2015 2014
N O N - T E C H
16
0%
20%
40%
60%
80%
100%
Apple Facebook Google Twitter
50%47%52%37%
50%53%48%63%
Male Female
Sour
ce:
Com
pani
es D
iver
sity
Rep
orts
0%
20%
40%
60%
80%
100%
Apple Facebook Google Twitter
50%48%47%35%
50%52%53%65%
Male Female
2015 2014
H I G H L E V E L
17
0%
20%
40%
60%
80%
100%
Apple Facebook Google Twitter
22%22%23%28%
78%78%77%72%
Male Female
Sour
ce:
Com
pani
es D
iver
sity
Rep
orts
0%
20%
40%
60%
80%
100%
Apple Facebook Google Twitter
21%21%23%28%
79%79%77%72%
Male Female
2015 2014
T E C H W O R K F O R C E F A C T S
• Men 2.7x more chance of leading positions
• Women gravitates towards other women
• Lack of role models
• Women values flexibility more than men
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Source: Anita Borg Institute, Climbing the technical ladder
R A N K L E V E L S
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Source: Anita Borg Institute, Climbing the technical ladder
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Women Men
20.2%10.9%
55.2%56%
24.6%33.1%
Entry Mid High
W H Y D I V E R S I T Y M AT T E R S ?
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D I V E R S I T Y I N C R E A S E S G R O U P
P E R F O R M A N C E
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G R O U P P E R F O R M A N C E
• Collective Intelligence is increased
• Diverse teams are more efficient
• Better problem solving
• More innovative solutions
22Sour
ce:
Erne
st &
You
ng,
Prof
. An
ita W
illia
ms
Woo
lley,
Ani
ta B
org
Inst
itute
G R O U P P E R F O R M A N C E
• Three factors: Proportion of females on the group Social sensitivity Numbers of speaking members
23
Sour
ce:
Erne
st &
You
ng,
Prof
. An
ita W
illia
ms
Woo
lley,
Ani
ta B
org
Inst
itute
D I V E R S I T Y P O W E R S I N N O V AT I O N
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I N N O V AT I O N
• Competitive advantage
• Diverse groups outstanding performance
• Patents with mixed gender cited more often
25Sour
ce:
Erne
st &
You
ng,
Prof
. An
ita W
illia
ms
Woo
lley,
Ani
ta B
org
Inst
itute
26
I N N O V AT I O N
26Source: London Business School, Anita Borg Institute
"If people think alike, then no matter how smart they are they most likely will get stuck at the same locally optimal solutions. Innovating, requires thinking
differently. That's why diversity powers innovation."
–Scott Page, University of Michigan
I N N O V AT I O N
27Source: London Business School, Anita Borg Institute
N E I L D E G R A S S E T Y S O N
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N E I L D E G R A S S E T Y S O NAstrophysicist
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30
“Before we start talking about genetic differences, you got to come up with a system that is equal opportunity. Then
we can have that conversation.” – Neil deGrasse Tyson, at 2009 New York Conference - Link
H O W C A N I H E L P ?
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T H E C O D E M A N I F E S TO
• Discrimination limits us
• Boundaries honor us
• We are our biggest assets
• We are resources for the future
• Respect defines us
• Reactions require grace
• Opinions are just that: opinions
• To err is human
32http://www.codemanifesto.com
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P R O G R A M S
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Q U E S T I O N S ?
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R E F E R E N C E S• ANITA BORG INSTITUTE - Climbing the Technical Ladder
• ANITA BORG INSTITUTE - The Case for Investing on Women
• ANITA BORG INSTITUTE - Women Technologists Count
• ANITA WOLLEY - Evidence for a Collective Intelligence Factor in the Performance of Human Groups
• CATALYST, Why Diversity Matters?
• ERNST & YOUNG - Groundbreakers
• ILLUMINATE VENTURES - High Performance Entrepreneurs
• CODE MANIFESTO - Website
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