There are many reasons for women being difficult to recruit in tech. Here's one - if you are an intelligent young woman having just finished high school, and about to choose your university courses you might have a look at the expected pay that you will receive in different industries. You note that in medicine and law women are no longer a minority, and that they receive equal pay, and nearly equal social power as their male counterparts. You note that in engineering this is not at all the case. Studies repeatedly show female engineers receiving less than their male counterparts[1]. Women are rarely promoted up in engineering organisations and engineering organisations are unusually hostile to flexible work arrangements[2].
The result is that unless you are absolutely passionate about engineering, the reasonable thing to do is to take a pass on engineering, and go for one of the many other rewarding careers available to you.
If you want to bring women into the industry, you need to make the industry appealing to women. With current discriminatory practices that is just not the case, and until that changes, there won't even be an opportunity to recruit women, because those with anything less than a burning passion for the career are going to look elsewhere.
I think you are mixing points though the central cause remains the same. Firstly, medicine nearly always had enough women though as nurses (male nurses are still minority) and them gaining equal role, responsibility and returns was probably a slow process (I wouldn't know, I am not related to the field). The point I was making was because the very basic of the privileges that were pointed out in the article was regarding (1) Easier jobs/promotions for men (2) Men saying that women got it because they are women.
There has been a lot of efforts to bring women at par with men in terms of returns they gain. And there have also been efforts that aim at increasing their count. Both, are required. You are pointed out at the first category of efforts and I am pointed out the consequences of affirmation actions that belong to the second category. There are two forces at play here - (1) Discriminatory, against women. (2) Affirmative action, for women. Now the second point in the privileges is because affirmative actions have a very obvious but mean side effect. It leads to undermining the potential of those who receive benefit from them because affirmative action is done at an expense of some people who otherwise deserved the benefit if standard parameters of judgement are used. This leads to unrest and hence my refute to privilege (2). While my refute to privilege (1) was the overwhelming of discriminatory forces by affirmative actions in my experience from my point of view. This is as biased an opinion as possible, hence you can choose to ignore it. But if many seem to face a similar experience, that would mean that affirmative action needs to be done at a lower level or be stopped for it has served its purpose.
You note that in medicine and law women are no longer a minority, and that they receive equal pay, and nearly equal social power as their male counterparts.
Without these adjustments and just looking at a Population Survey from 2007, the New York Times reported that women doctors earn a whopping 40% less than their male colleagues. That is worse than every other profession the Times looked at. Yes, even lawyers.
I don't think wage gap is what's pushing people away...the worst case difference in tech is around 10%, which is not particularly bad compared to most fields, and for recent grads the gap is much smaller, around 4%.
I'd probably look to absolute value of wages instead for an explanation, though that wouldn't explain a difference between men and women's preferences.
If you want to bring women into the industry, you need to make the industry appealing to women. With current discriminatory practices that is just not the case, and until that changes, there won't even be an opportunity to recruit women, because those with anything less than a burning passion for the career are going to look elsewhere.
While I don't really think that discriminatory practices in tech are any worse than the general average across fields (I at least think that's an accusation that requires substantial proof), you bring up an interesting point. Most tech people that I've worked with do have a burning passion for it, and to be good in this field, it's pretty much a prerequisite.
I wonder what is blocking more women from feeling as passionate about tech as men do, especially since such passion usually emerges very early, well before one has opportunity to interact with anyone in the field (this is why I'm always skeptical of claims that teachers, professors, bosses, etc. have anything to do with this, I was programming on my own almost a decade before I ever interacted meaningfully with other programmers). Do girls spend less time with computers at the critical young age, perhaps? I wonder if perhaps the difference could have to do with time spent playing video games, at least for the current generation...
I am a woman just entering the field after college. So I'm going to speak from my own experiences.
I haven't found much discrimination, but I have noticed that any boss considering to hire me after an internship has asked if/when I plan to have children. This has happened twice, and is the only situation anyone has asked me that question in college. It really is an odd question to ask an 18 year old.
"I wonder what is blocking more women from feeling as passionate about tech as men do, especially since such passion usually emerges very early. Do girls spend less time with computers at the critical young age, perhaps?"
Why does someone have to be interested in computers/video games at a young age to pursue software development? I think the attitude that if you didn't play with computers at a young age you can't do tech is rather egotistical. Some girls I met in college didn't pursue an interest in tech until college and by the end of college you wouldn't know the difference.
I guess it depends on why they started so late. I don't know how causation works but I see a strong correlation. Almost everyone I know who's any good has talked about being irresistibly drawn in as an early teenager. Maybe the clock-punchers who had shrugged off computers as boring until they noticed software happens to be an extravagantly-paid desk job (which it wasn't when I graduated, I just lucked out) are doomed to mediocrity through lacking intrinsic interest and even obsession. They'd be selling real estate if that paid better, and indeed some of them were.
I haven't found much discrimination, but I have noticed that any boss considering to hire me after an internship has asked if/when I plan to have children. This has happened twice, and is the only situation anyone has asked me that question in college. It really is an odd question to ask an 18 year old.
Isn't that actually illegal to ask as part of a job interview? Assuming you're in the US, I'm pretty sure questions relating to children, child care, or marital status are forbidden, though I'm not an expert so I could be wrong.
In any case, even if technically legal, it's not an acceptable practice, and anyone that interviews job candidates should damn well know this.
Why does someone have to be interested in computers/video games at a young age to pursue software development?
They don't, by any means. I'm merely wondering if perhaps that might be the point where the gender gap starts. It's certainly in full effect by the time people hit high school, so it's got to start pretty early, and it occurs to me that video games are probably the main difference in the way boys and girls interact with computers before that age.
I think the attitude that if you didn't play with computers at a young age you can't do tech is rather egotistical.
I would never support such a statement, I don't at all believe that it's necessary, merely that it's fairly common. Going in to tech requires a great investment of time and effort into difficult coursework, and it's a pretty huge commitment that people tend not to be willing to make unless they're already positive that they like it.
"Isn't that actually illegal to ask as part of a job interview?"
I was never asked about children during a formal job interview, but instead as an intern during a conversation about whether to hire me on a more permanent basis.
The result is that unless you are absolutely passionate about engineering, the reasonable thing to do is to take a pass on engineering, and go for one of the many other rewarding careers available to you.
If you want to bring women into the industry, you need to make the industry appealing to women. With current discriminatory practices that is just not the case, and until that changes, there won't even be an opportunity to recruit women, because those with anything less than a burning passion for the career are going to look elsewhere.
[1] http://www.glassdoor.com/blog/engineering-pay-gap-glassdoor-... [2] http://www.studyofwork.com/wp-content/uploads/2011/03/NSF_Wo... page 27