Women In Tech Quotes

I’m a bloodydamn Helldiver with an army of giant, mildly psychotic women behind me and a fleet of state-of-the-art warships crewed by pissed-off pirates, engineers, techs, and former slaves.

An analysis of 248 performance reviews collected from a variety of US-based tech companies found that women receive negative personality criticism that men simply don’t.7 Women are told to watch their tone, to step back. They are called bossy, abrasive, strident, aggressive, emotional and irrational. Out of all these words, only aggressive appeared in men’s reviews at all – ‘twice with an exhortation to be more of it’.

I’m a bloodydamn Helldiver with an army of giant, mildly psychotic women behind me and a fleet of state-of-the-art warships crewed by pissed-off pirates, engineers, techs, and former slaves. And

Tech’s love affair with the myth of meritocracy is ironic for an industry so in thrall to the potential of Big Data, because this is a rare case where the data actually exists. But if in Silicon Valley meritocracy is a religion, its God is a white male Harvard dropout.

I’m not standard; I’m deviant. But I’m not alone. I’m a complete freak of nature, and I emerged from a set of circumstances that are improbable on an astronomic scale. The same is probably true for you too.

Journalist Sarah Ditum has little time for this argument. 'Come on now,' she chided in a column. 'You've played games as a blue hedgehog. As a cybernetically augmented space marine. As a sodding dragon tager. [...B]ut the idea that women can be protagonists with an inner life and an active nature is somehow beyond your imaginative capacities?

the same way that men picture a man 80% of the time they think of a ‘person’, it’s possible that many men in the tech industry simply don’t notice how male-dominated it is.

Cybersecurity is a new area where equality will exist to allow intelligence to succeed. Cybersecurity needs women to be successful and without them it will not as the best talent a must.

What is a Gallagher Girl?” Liz asked. She looked nervously down at the papers in her hand even though I knew for a fact she had memorized every word. “When I was eleven I thought I knew the answer to that question. That was when the recruiters came to see me. They showed me brochures and told me they were impressed by my test scores and asked if I was ready to be challenged. And I said yes. Because that was what a Gallagher Girl was to me then, a student at the toughest school in the world.” She took a deep breath and talked on. “What is a Gallagher Girl?” Liz asked again. “When I was thirteen I thought I knew the answer to that question. That was when Dr. Fibs allowed me to start doing my own experiments in the lab. I could go anywhere—make anything. Do anything my mind could dream up. Because I was a Gallagher Girl. And, to me, that meant I was the future.” Liz took another deep breath. “What is a Gallagher Girl?” This time, when Liz asked it, her voice cracked. “When I was seventeen I stood on a dark street in Washington, D.C., and watched one Gallagher Girl literally jump in front of a bullet to save the life of another. I saw a group of women gather around a girl whom they had never met, telling the world that if any harm was to come to their sister, it had to go through them first.” Liz straightened. She no longer had to look down at her paper as she said, “What is a Gallagher Girl? I’m eighteen now, and if I’ve learned anything, it’s that I don’t really know the answer to that question. Maybe she is destined to be our first international graduate and take her rightful place among Her Majesty’s Secret Service with MI6.” I glanced to my right and, call me crazy, but I could have sworn Rebecca Baxter was crying. “Maybe she is someone who chooses to give back, to serve her life protecting others just as someone once protected her.” Macey smirked but didn’t cry. I got the feeling that Macey McHenry might never cry again. “Who knows?” Liz asked. “Maybe she’s an undercover journalist.” I glanced at Tina Walters. “An FBI agent.” Eva Alvarez beamed. “A code breaker.” Kim Lee smiled. “A queen.” I thought of little Amirah and knew somehow that she’d be okay. “Maybe she’s even a college student.” Liz looked right at me. “Or maybe she’s so much more.” Then Liz went quiet for a moment. She too looked up at the place where the mansion used to stand. “You know, there was a time when I thought that the Gallagher Academy was made of stone and wood, Grand Halls and high-tech labs. When I thought it was bulletproof, hack-proof, and…yes…fireproof. And I stand before you today happy for the reminder that none of those things are true. Yes, I really am. Because I know now that a Gallagher Girl is not someone who draws her power from that building. I know now with scientific certainty that it is the other way around.” A hushed awe descended over the already quiet crowd as she said this. Maybe it was the gravity of her words and what they meant, but for me personally, I like to think it was Gilly looking down, smiling at us all. “What is a Gallagher Girl?” Liz asked one final time. “She’s a genius, a scientist, a heroine, a spy. And now we are at the end of our time at school, and the one thing I know for certain is this: A Gallagher Girl is whatever she wants to be.” Thunderous, raucous applause filled the student section. Liz smiled and wiped her eyes. She leaned close to the microphone. “And, most of all, she is my sister.

From development initiatives to smartphones, from medical tech to stoves, tools (whether physical or financial) are developed without reference to women’s needs, and, as a result these tools are failing them on a grand scale. And this failure affects women’s lives on a similarly grand scale: it makes them poorer, it makes them sicker, and, when it comes to cars, it is killing them. Designers may believe they are making products for everyone, but in reality they are mainly making them for men. It’s time to start designing women in.

Her emergence tapped into the public’s hunger to see a female entrepreneur break through in a technology world dominated by men. Women like Yahoo’s Marissa Mayer and Facebook’s Sheryl Sandberg had achieved a measure of renown in Silicon Valley, but they hadn’t created their own companies from scratch. In Elizabeth Holmes, the Valley had its first female billionaire tech founder.

The problem is that the pressure to disprove a stereotype changes what you are about in a situation. It gives you an additional task. In addition to learning new skills, knowledge, and ways of thinking in a schooling situation, or in addition to trying to perform well in a workplace like the women in the high-tech firms, you are also trying to slay a ghost in the room, the negative stereotype and its allegation about you and your group. You are multitasking, and because the stakes involved are high--survival and success versus failure in an area that is important to you--this multitasking is stressful and distracting. ...And when you realize that this stressful experience is probably a chronic feature of the stetting for you, it can be difficult for you to stay in the setting, to sustain your motivation to succeed there. Disproving a stereotype is a Sisyphean task; something you have to do over and over again as long as your are in the domain where the stereotype applies. Jeff seemed to feel this way about Berkeley, that he couldn't find a place there where he could be seen as belonging. When men drop out of quantitative majors in college, it is usually because they have bad grades. But when women drop out of quantitative majors in college it usually has nothing to do with their grades. The culprit, in their case, is not their quantitative skills but, more likely, the prospect of living a significant portion of their lives in a domain where they may forever have to prove themselves--and with the chronic stress that goes with that. This is not an argument against trying hard, or against choosing the stressful path. There is no development without effort; and there is seldom great achievement, or boundary breaking, without stress. And to the benefit of us all, many people have stood up to these pressures...The focus here, instead, is on what has to be gotten out of he way to make these playing fields mere level. People experiencing stereotype threat are already trying hard. They're identified with their performance. They have motivation. It's the extra ghost slaying that is in their way.

But I’m not fighting as the man he knew today, as a Gold. I’m a bloodydamn Helldiver with an army of giant, mildly psychotic women behind me and a fleet of state-of-the-art warships crewed by pissed-off pirates, engineers, techs, and former slaves. And he thinks he knows how to fight me? I laugh as the clawDrill shakes my seat.

I've been told that women have trouble as engineers because we'd rather relate to people than to machines.

if women keep opting out of the game because the game is rigged, are we forever conceding the realms of math, science, tech, business, politics, and so much more to men?

I was just a kid growing up in Jamaica with dreams, and I want people to know that it’s possible to dream bigger and accomplish those dreams.

Big tech avoids leverage the way DiCaprio shuns women over twenty five.

All these assistants are given female names and default identities by tech executives and developers—no accident. “I think that probably reflects what some men think about women—that they’re not fully human beings,

Anne Marie's beauty and style belie a down-and-dirty education in the particulars of practical AI (artificial insemination). She has miked a boar of his prodigious ejaculate--over two hundred milliliters (a cup), as compared to a man's three milliliters--and she has done it with her hand. For, unlike stallions and bulls, boars don't cotton to artificial vaginas. (in part, because their penis, like their tail, is corkscrewed.) AI techs must squeeze the organ in their hand--hard and without letup--for the entire duration of the ejaculation: from five to fifteen minutes. "You should see the size of their hands," she says, of the men and women who regular ejaculate boars.

some being attended to by EMS teams. “Oh, Jesus,” I whispered under my breath. I spotted medical techs in black windbreakers huddled over the body of a young girl by the front steps. A couple of plainclothesmen were nearby. One of them was my

As a woman in the business world, I kept seeing other women make the same mistakes over and over again. Telling their coworkers they wanted to be promoted. Asking their managers for more money. Bringing visibility to their work, leading meetings, talking in meetings, looking around in meetings, and breathing in meetings. Seeing this, I knew my calling was to write a book that would stop the frustration of making an effort. I learned many of these tips while I was working in the male-dominated world of tech.

I’m a bloodydamn Helldiver with an army of giant, mildly psychotic women behind me and a fleet of state-of-the-art warships crewed by pissed-off pirates, engineers, techs, and former slaves. And he thinks he knows how to fight me? I laugh as the clawDrill shakes my seat.

The racial oppression that inspired the first generations of the civil rights movement was played out in lynchings, night raids, antiblack pogroms, and physical intimidation at the ballot box. In a typical battle of today, it may consist of African American drivers being pulled over more often on the highways. (When Clarence Thomas described his successful but contentious 1991 Supreme Court confirmation hearing as a “high-tech lynching,” it was the epitome of tastelessness but also a sign of how far we have come.) The oppression of women used to include laws that allowed husbands to rape, beat, and confine their wives; today it is applied to elite universities whose engineering departments do not have a fifty-fifty ratio of male and female professors. The battle for gay rights has progressed from repealing laws that execute, mutilate, or imprison homosexual men to repealing laws that define marriage as a contract between a man and a woman. None of this means we should be satisfied with the status quo or disparage the efforts to combat remaining discrimination and mistreatment. It’s just to remind us that the first goal of any rights movement is to protect its beneficiaries from being assaulted or killed. These victories, even if partial, are moments we should acknowledge, savor, and seek to understand.

Tech helped to create this economy, and tech is what keeps it stable by giving us the greatest bread and circuses of all time. Casino owners discovered in the late 1980s that people who gambled on screens became addicted three to four times faster than those who gambled at tables. The rest of America had learned that lesson by 1992, when a third of homes had Nintendo systems. Men without jobs have video games the way men without girlfriends have pornography, and growing numbers of men are finding the substitute good enough to be going on with, declining to pursue either permanent employment or marriage. The historian David Courtwright calls this “limbic capitalism,” the redirection of America’s productive energies into inducing and servicing addictions.

Carly Fiorina took over Hewlett-Packard shortly before the tech bubble burst. Anne Mulcahy got a shot at being the first female CEO at Xerox—precisely as the company was being investigated by the SEC. What do these leaders have in common? They are women. Women who were given big responsibilities right as the shit hit the fan. Which meant that when they failed—almost inevitably—the problem was blamed on them, not the surrounding circumstances.

However, in the twenty-first century the majority of both men and women might lose their military and economic value. Gone is the mass conscription of the two world wars. The most advanced armies of the twenty-first century rely far more on cutting-edge technology. Instead of limitless cannon fodder, countries now need only small numbers of highly trained soldiers, even smaller numbers of special forces super-warriors and a handful of experts who know how to produce and use sophisticated technology. Hi-tech forces ‘manned’ by pilotless drones and cyber-worms are replacing the mass armies of the twentieth century, and generals delegate more and more critical decisions to algorithms.

Women getting run out of tech matters, because it’s where so much of the wealth creation and opportunity in the economy is right now. And it purports to be more of a meritocracy. So if it’s not simply a case of needing more women to enter the tech funnel, what gives? Is the tech industry just full of a ton of sexist bigots? Some, sure. Trust me, I know them. But the far more pervasive problem is one of unconscious bias and an overreliance on pattern recognition. VCs tend to rely on a gut feeling about an entrepreneur because they frequently don’t have a business or product yet to evaluate, or in many cases, even a track record to look at. And when you don’t have written-out, quantifiable qualifications to hire based on, bias creeps in.

The unfortunate truth is that right now men's voices dominate and we see the results. Popular products from the tech boom - including violent and sexist video games that a generation of children has become addicted to - are designed with little to no input from women. Apple's first version of its highly touted health application could track your blood-alcohol level but not menstruation. Everything from plus-sized smart phones to artificial hearts have been build at a size better suited to male anatomy. As of late 2016, if you told one of the virtual assistants like Siri, S Voice, and Google Now, 'I'm having a heart attack,' you'd immediately get valuable information about what to do next. If you were to say, 'I'm being raped,' or 'I'm being abused by my husband,' the attractive (usually) female voice would say, 'I don't understand what this is.

I did think about what the endgame could look like. I saw myself pursuing success as a nontechnical woman in tech: becoming a middle manager, then an executive, then a consultant or coach who spoke at conferences, to inspire more women. I could see myself onstage, forcing a smile and holding a clicker, feeling my curls go limp in real time. I could see myself writing blog posts on my own personal buisness philosophy: How to Squander Opportunity, How Not to Negotiate. How to Cry in Front of Your Boss. I would work twice as hard as my male counterparts to be taken half as seriously. I would devote my time and energy to a corporation, and hope that it was reciprocal. I would make decisions based on the market that were rewarded by the market, and feel important, because I would feel right. I liked feeling right; I loved feeling right. Unfortunately, I also wanted to feel good. I wanted to find a way, while I could, to engage with my own life.

History determines your hiring policy. Why are tech companies being lectured by media corporations on “diversity”? Is it because those media corporations that are 20-30 points whiter than tech companies actually deeply care about this? Or is it because after the 2009-era collapse of print media revenue, media corporations struggled for a business model, found that certain words drove traffic, and then doubled down on that - boosting their stock price and bashing their competitors in the process?12 After all, if you know a bit more history, you’ll know that the New York Times Company (which originates so many of these jeremiads) is an organization where the controlling Ochs-Sulzberger family literally profited from slavery, blocked women from being publishers, excluded gays from the newsroom for decades, ran a succession process featuring only three cis straight white male cousins, and ended up with a publisher who just happened to be the son of the previous guy.13

It’s true that in the 1950s many women felt they had to choose between children and career—and for good reason. Birth control was not a surefire thing, for one thing. And technology hadn’t advanced enough to offer women the gift of time. The reason modern women have a better shot at “having it all” isn’t because feminists made it happen. Life simply changed. Technological advances, along with The Pill, did more for the work/family conflict than ten boatloads of feminists could ever hope to do. The effects of The Pill are obvious: safe, reliable birth control means those who want smaller families can have them. And fewer children means more time for women to focus on other things they want to do. The effects of technology are also obvious: they made life at home less taxing. Laborsaving devices, the mechanization of housework, and the tech boom—via electricity, the sewing machine, the frozen food process, the automobile, the washing machine and dryer, the dishwasher, the vacuum cleaner, computers, and the Internet—allowed women, generation by generation, to turn their attention away from the home and onto the marketplace.

The cheerleaders of the new data regime rarely acknowledge the impacts of digital decision-making on poor and working-class people. This myopia is not shared by those lower on the economic hierarchy, who often see themselves as targets rather than beneficiaries of these systems. For example, one day in early 2000, I sat talking to a young mother on welfare about her experiences with technology. When our conversation turned to EBT cards, Dorothy Allen said, “They’re great. Except [Social Services] uses them as a tracking device.” I must have looked shocked, because she explained that her caseworker routinely looked at her purchase records. Poor women are the test subjects for surveillance technology, Dorothy told me. Then she added, “You should pay attention to what happens to us. You’re next.” Dorothy’s insight was prescient. The kind of invasive electronic scrutiny she described has become commonplace across the class spectrum today. Digital tracking and decision-making systems have become routine in policing, political forecasting, marketing, credit reporting, criminal sentencing, business management, finance, and the administration of public programs. As these systems developed in sophistication and reach, I started to hear them described as forces for control, manipulation, and punishment

The lab tech closed his eyes. “Listen,” he said, slowly reopening them as if to dramatize her stupidity. “I’ve been here a lot longer than you and I know things. You know what Calvin Evans is famous for, don’t you? Besides chemistry?” “Yes. Having an excess of equipment.” “No,” he said. “He’s famous for holding a grudge. A grudge!” “Really?” she said taking interest. — Elizabeth Zott held grudges too. Except her grudges were mainly reserved for a patriarchal society founded on the idea that women were less. Less capable. Less intelligent. Less inventive. A society that believed men went to work and did important things—discovered planets, developed products, created laws—and women stayed at home and raised children. She didn’t want children—she knew this about herself—but she also knew that plenty of other women did want children and a career. And what was wrong with that? Nothing. It was exactly what men got. She’d recently read about some country where both parents worked and took part in raising the children. Where was that, again? Sweden? She couldn’t remember. But the upshot was, it functioned very well. Productivity was higher; families were stronger. She saw herself living in such a society. A place that didn’t always automatically mistake her for a secretary, a place where, when she presented her findings in a meeting, she didn’t have to brace herself for the men who would invariably talk over her, or worse, take credit for her work. Elizabeth shook her head. When it came to equality, 1952 was a real disappointment.

At a Male Allies Plenary Panel, a group of women engineers circulated hundreds of handmade bingo boards among attendees. Inside each square was a different indictment: Mentions his mother. Says “That would never happen in my company.” Wearables. Asserts another male executive’s heart is in the right place. Says feminist activism scares women away from tech. At the center of the board was a square that just said Pipeline. I had heard the pipeline argument, that there simply weren’t enough women and underrepresented minorities in STEM fields to fill open roles. Having been privy to the hiring process, I found it incredibly suspect. What’s the wearable thing, I asked an engineer sitting in my row. “Oh, you know,” she said, waving dismissively toward the stage, with its rainbow-lit scrim. “Smart bras. Tech jewelry. They’re the only kind of hardware these guys can imagine women caring about.” What would a smart bra even do? I wondered, touching the band of my dumb underwire. The male allies, all trim, white executives, took their seats and began offering wisdom on how to manage workplace discrimination. “The best thing you can do is excel,” said a VP at the search-engine giant whose well-publicized hobby was stratosphere jumping. “Just push through whatever boundaries you see in front of you, and be great.” Don’t get discouraged, another implored—just keep working hard. Throughout the theater, pencils scratched. “Speak up, and be confident,” said a third. “Speak up, and be heard.” Engineers tended to complexify things, the stratosphere jumper said—like pipelines. A woman in the audience slapped her pencil down. “Bingo!” she called out.

The leaders of tech companies don’t see the darkness the FBI sees. Our days are dominated by the hunt for people planning terrorist attacks, hurting children, and engaging in organized crime. We see humankind at its most depraved, day in and day out. Horrific, unthinkable acts are what the men and women of the FBI live, breathe, and try to stop.

This story is not at all an uncommon one in tech circles, including gaming. The popular notion is that women who get ahead must be engaging in something underhanded to do so, because tech is a white man’s world (even as they will then describe it as a meritocracy of the best kind). Any successful woman can expect to be accused of sleeping her way to the top.

In this kind of social climate, it’s easy to grow up thinking that women don’t get involved in tech or science or medicine or engineering, because who among us really ever has? Of

It was now widely known that women comprised just 6 percent of venture capitalists; women and minorities were sorely underrepresented throughout all levels of the broader tech industry.

—V. V. Ganeshananthan, author of Love Marriage “Compulsive reading. A deliciously timely, whip-smart buoyant dissection of men and women on the rise and the dynamics at play.” —Irenosen Okojie, author of Butterfly Fish “Beneath its high-octane, hi-tech surface, The Startup Wife is a funny, poignant, and supersmart story of ambition, independence, and love—a brilliant portrait of the times we live in.” —Tash Aw, author of Five Star Billionaire “Brilliant… A modern novel about love, startups, technology, ambition, and the future, all wrapped up in one. It’s very clever, but also subtle and very funny too.” —Emma Gannon, author of Olive

See, I was hangin with the big boys. They were actin based on my very input. I was becoming a leader, botha learnin and a teachin. I was spending all my time working to get some new gigs going. Biz as you should know, can take years and lots of money. I was such an idiot for allowing it to happen. I believed in you, all the way. I don't seek women out for hookups. Never did. My mind doesn't work that way. It doesn't feel right. Probably cause I was the only one to protect my sister. Think I care about a body. I find most people who are healthy to be attractive. Don't even know anyway. I know you'll never speak with me, too wrapped up in your own tech world, therefore, by your own way, to be is out of the question. As a cat's toy, I simply don't matter. It may take years for me just to be able to speak to people again. By then, what's left of my youth will be gone. Think I wanted a momma or a caretaka. Nah. I just needed to heal.

Tech’s love affair with the myth of meritocracy is ironic for an industry so in thrall to the potential of Big Data, because this is a rare case where the data actually exists. But if in Silicon Valley meritocracy is a religion, its God is a white male Harvard dropout. And so are most of his disciples: women make up only a quarter of the tech industry’s employees and 11% of its executives.11 This is despite women earning more than half of all undergraduate degrees in the US, half of all undergraduate degrees in chemistry, and almost half in maths.12 More than 40% of women leave tech companies after ten years compared to 17% of men.13 A report by the Center for Talent Innovation found that women didn’t leave for family reasons or because they didn’t enjoy the work.14 They left because of ‘workplace conditions’, ‘undermining behaviour from managers’, and ‘a sense of feeling stalled in one’s career’. A feature for the Los Angeles Times similarly found that women left because they were repeatedly passed up for promotion and had their projects dismissed.15 Does this sound like a meritocracy? Or does it look more like institutionalised bias?

When I was working on Young Guru's team, I learned just how important it was to become a part of the solution in reference to the digital divide. At the time we were working on getting Guru more exposure for Era of the Engineer, and diving into the case studies, let me know that if we don't do something now and something quick, so many black and brown children will be wheezing in the background in the tech space.

How can you be a champion of belonging if you’re not understanding the very causes of a lack of greater belonging?

The many experiences you have as a woman aren’t unique to you, but they’re very much hidden from those who are more likely to be in that ‘ruling’ class.

Jamila appeared on the Today show. She gave a TED Talk about women in tech, how vital they were, how important it was for them to rise up and let their voices—their ideas—be heard over the “persistent chatter of men.

The involvement and participation of women in tech has never been more important than now. As digital transformation gains momentum with disruptive technologies, the time for women to jump in and participate is now, algorithms will rule the world and we can not look forward to a future of women protesting for gender inclusion when the entire world goes tech and live, algorithms have no emotions.

men talk to women so they can have sex and women have sex so they can talk with men.

The shift towards a digital economy is expected to have a profound impact on business and societies making it imperative for women to posses the technical competencies required to thrive in this environment.

I’m a bloodydamn Helldiver with an army of giant, mildly psychotic women behind me and a fleet of state-of-the-art warships crewed by pissed-off pirates, engineers, techs, and former slaves. And he thinks he knows how to fight me?

He’d found Brodie hand sanding the hull of a sailboat he was in the early stages of building, using an old-fashioned hand lathe on the wood. Cooper had questioned him about it, surprised that he wasn’t building the boat up in the big boathouses on land, and using something more high-tech to get the job done. Brodie had just smiled and told him that some boats required a more personal touch and a more personal space. Cooper understood that. Some women needed the same.

Affirmative action and equal opportunity was never and is not intended to let people with fewer skills and less experience triumph over those with more. It was intended to aid a decision between two people who have the same set of skills.

But have you felt it? Have you felt a fight for your soul? The battle is huge in this high-tech society!

When I left Google to join Facebook, as a percentage of my team, fewer women tried to follow me. As they had been all along, the men were more interested in new and, as we say in tech, higher beta opportunities—where the risks were great but the potential rewards even greater.

A recent report on 248 tech company employee performance reviews found that women are much more likely to receive critical feedback than men, and women who are leaders are more likely to be described as abrasive, aggressive and emotional. McSweeney's captured this double standard in a humor piece titled “Reasons You Were Not Promoted That Are Totally Unrelated to Gender.

Pao would have even less luck in her next job at Reddit, the online comment network where she was ousted as interim chief executive only a few months after she lost the Kleiner Perkins trial. During her Reddit tenure, Pao was attacked relentlessly for trying to remove revenge porn and all other manner of racist and misogynistic hate speech (the classics!). In that “controversy,” she was subject to a truly heinous series of attacks on her personally by Reddit users, which veered into violent threats. What started out as small became global and huge, as do most attacks on the Internet against women, which quickly become a swarm of hate.

That the new generation had modernized it while keeping certain traditions alive. Sài Gòn had evolved into a hub of tech, literature, music, and international businesses. Expats flooded the city, attempting to cash in on the Sài Gòn revival. This opulence and decadence was only known to those who knew how to navigate the twenty-four districts, unlike the white men who only wanted to pass through Bùi Viện Street trying to fill their time with women and watered-down alcohol.

But while Boler’s and Tin’s products may give women better information about their bodies, the same can’t be said for all new tech, wearable or otherwise. In the tech world, the implicit assumption that men are the default human remains king. When Apple launched its health-monitoring system with much fanfare in 2014, it boasted a ‘comprehensive’ health tracker. 15 It could track blood pressure; steps taken; blood alcohol level; even molybdenum (nope, me neither) and copper intake. But as many women pointed out at the time, they forgot one crucial detail: a period tracker. 16

Across the entire region, the Civil Affairs Ministry had embarked on a “Zero Illegal Births” campaign. She herself, at age forty-seven, was forced to have regular inspections of a new IUD that state workers had forced her to implant. State documents show that women of childbearing age who did not submit to surgical sterilization or IUD implantation and regular inspections would not be added to the list of “trustworthy” citizens. Illegal pregnancies were to be “disposed of early”—a reference to forced abortions.

Many females have a problem not only with stereotypes, but with other people’s opinions of them in general. They trust them too much... This vulnerability afflicts many of the most able, high-achieving females. Why should this be? When they’re little, these girls are often so perfect, and they delight in everyone’s telling them so. They’re so well behaved, they’re so cute, they’re so helpful, and they’re so precocious. Girls learn to trust people’s estimates of them. “Gee, everyone’s so nice to me; if they criticize me, it must be true.” Even females at the top universities in the country say that other people’s opinions are a good way to know their abilities. Boys are constantly being scolded and punished. When we observed in grade school classrooms, we saw that boys got eight times more criticism than girls for their conduct. Boys are also constantly calling each other slobs and morons. The evaluations lose a lot of their power. Even when women reach the pinnacle of success, other people’s attitudes can get them... The fixed mindset, plus stereotyping, plus women’s trust in people’s assessments: I think we can begin to understand why there’s a gender gap in math and science. That gap is painfully evident in the world of high tech. Julie Lynch, a budding techie, was already writing computer code when she was in junior high school. Her father and two brothers worked in technology, and she loved it, too. Then her computer programming teacher criticized her. She had written a computer program and the program ran just fine, but he didn’t like a shortcut she had taken. Her interest evaporated. Instead, she went on to study recreation and public relations. Math and science need to be made more hospitable places for women. And women need all the growth mindset they can get to take their rightful places in these fields.

We started our job hunts in the early 1990s recession, which was followed by a “jobless recovery.”26 If you were born later into Generation X, you might have entered the workforce around the 1999ish stock market peak, but then the tech bubble started to burst, landing you in the 2001 recession. Yes, the

Women in tech are the canary in the coal mine. Normally when the canary in the coal mine starts dying you know the environment is toxic and you should get the hell out. Instead, the tech industry is looking at the canary, wondering why it can’t breathe, saying “Lean in, canary. Lean in!

History determines your hiring policy. Why are tech companies being lectured by media corporations on “diversity”? Is it because those media corporations that are 20-30 points whiter than tech companies actually deeply care about this? Or is it because after the 2009-era collapse of print media revenue, media corporations struggled for a business model, found that certain words drove traffic, and then doubled down on that - boosting their stock price and bashing their competitors in the process?13 After all, if you know a bit more history, you’ll know that the New York Times Company (which originates so many of these jeremiads) is an organization where the controlling Ochs-Sulzberger family literally profited from slavery, blocked women from being publishers, excluded gays from the newsroom

It’s hard not to be inspired and hopeful listening to these young women’s dreams. The girls are already knowledgeable about some of the headwinds that they will face when they open the door to Brotopia. I didn’t feel comfortable telling them about the others. They’ll find out soon enough. What they made clearer than ever was this: The next generation is coming. They expect to have rewarding careers in tech, and they dream of making a dent in the universe, just as the early founders did. When they open the door, let’s welcome them. And change the Valley—and the world—for them and for all.

Women turn up at the beginning of every important wave in technology. We're not ancillary; we're central, often hiding in plain sight. Some of the most wondrous contributions . . . .bloomed in the grubby medians of the information superhighway. Before a new field developed its authorities, and long before there was money to be made, women experimented with new technologies and pushed them beyond their design. Again and again, women did the jobs nobody thought were important, until they were. Even computer programming was initially passed off onto the girls hired to patch cables and nothing more - until the cables became patterns, and the patterns became language, and suddenly programming was something worth mastering.

The problem is that a venture capitalist writing a book about how companies should treat employees is like Ted Bundy offering dating advice to young women.

Mounir Mahjoubi, the former secretary of state for digital affairs in the Macron administration, encouraged her to apply for the director position of La French Tech, a role that would have her speaking on behalf of France and working to ensure that the government is a better partner to start-ups in their growth.

For an engineer in Silicon Valley, your day is something like this,” said 26-year-old tech entrepreneur Henry Pasternack.* “You get on a bus in the morning, and there are no women. You work in a department in which there are twenty men and one woman. You go to lunch, and there are some women—maybe they work in sales and marketing—but they’re all talking either to each other or to the CEO . . . For guys in tech, there’s

When I took the job, I was like, this is a company, but it’s also a little mini universe of opportunity because, assuming success, it’s going to grow and it’s even more than I could have assumed or imagined.

The myth of meritocracy achieves its apotheosis in America’s tech industry. According to a 2016 survey, the number one concern of tech start-up founders was ‘hiring good people’, while having a diverse workforce ranked seventh on the list of ten business priorities.9 One in four founders said they weren’t interested in diversity or work-life balance at all. Which, taken together, points to a belief that if you want to find ‘the best people’, addressing structural bias is unnecessary. A belief in meritocracy is all you need.

As a woman in the business world, I kept seeing other women make the same mistakes over and over again. Telling their coworkers they wanted to be promoted. Asking their managers for more money. Bringing visibility to their work, leading meetings, talking in meetings, looking around in meetings, and breathing in meetings. Seeing this, I knew my calling was to write a book that would stop the frustration of making an effort. I learned many of these tips while I was working in the male-dominated world of tech.

The journalist Dan Lyons joined a tech start-up after being downsized from Newsweek in 2012, and the experience inspired him to write a book about how Bay Area norms have infected the American workplace, Lab Rats: How Silicon Valley Made Work Miserable for the Rest of Us. Nominally egalitarian but oppressive in practice, the start-up spirit insists that everyone be super psyched about their jobs all the time. No one is actually loyal to the organziation in the sense of intending to work there for longer than five years, but what employees lack in commitment, they must make up for in enthusiasm. This mandatory passion is made worse by the smartphone. No one is every off duty anymore. The BlackBerry’s original tagline was “Always On. Always Connected.” Bizarrely, this made people want to buy it.

Asians are still a small minority—14.5 million (including about one million identified as part Asian) or 4.7 percent of the population—but their impact is vastly disproportionate to their numbers. Forty-four percent of Asian-American adults have a college degree or higher, as opposed to 24 percent of the general population. Asian men have median earnings 10 percent higher than non Asian men, and that of Asian women is 15 percent higher than non-Asian women. Forty-five percent of Asians are employed in professional or management jobs as opposed to 34 percent for the country as a whole, and the figure is no less than 60 percent for Asian Indians. The Information Technology Association of America estimates that in the high-tech workforce Asians are represented at three times their proportion of the population. Asians are more likely than the American average to own homes rather than be renters. These successes are especially remarkable because no fewer than 69 percent of Asians are foreign-born, and immigrant groups have traditionally taken several generations to reach their full economic potential. Asians are vastly overrepresented at the best American universities. Although less than 5 percent of the population they account for the following percentages of the students at these universities: Harvard: 17 percent, Yale: 13 percent, Princeton: 12 percent, Columbia: 14 percent, Stanford: 25 percent. In California, the state with the largest number of Asians, they made up 14 percent of the 2005 high school graduating class but 42 percent of the freshmen on the campuses of the University of California system. At Berkeley, the most selective of all the campuses, the 2005 freshman class was an astonishing 48 percent Asian. Asians are also the least likely of any racial or ethnic group to commit crimes. In every category, whether violent crime, white-collar crime, alcohol, or sex offenses, they are arrested at about one-quarter to one-third the rate of whites, who are the next most law-abiding group. It would be a mistake, however, to paint all Asians with the same brush, as different nationalities can have distinctive profiles. For example, 40 percent of the manicurists in the United States are of Vietnamese origin and half the motel rooms in the country are owned by Asian Indians. Chinese (24 percent of all Asians) and Indians (16 percent), are extremely successful, as are Japanese and Koreans. Filipinos (18 percent) are somewhat less so, while the Hmong face considerable difficulties. Hmong earn 30 percent less than the national average, and 60 percent drop out of high school. In the Seattle public schools, 80 percent of Japanese-American students passed Washington state’s standardized math test for 10th-graders—the highest pass rate for any ethnic group. The group with the lowest pass rate—14 percent—was another “Asian/Pacific Islanders” category: Samoans. On the whole, Asians have a well-deserved reputation for high achievement.

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I think I catch people, especially like the engineers and technical people, a little off guard in a good way because I am so different in the way I approach what I do.

Women receive only a fraction of venture dollars (2.2 percent in 2018, according to Fortune) compared to male company founders. And startups led by Black women have raised even less, only about 0.06 percent of total venture dollars invested between 2009 and 2017, according to digitalundivided's ProjectDiane. Black women may be the fastest‐growing segment of new business founders, but in the world of tech startups and venture capital, they might as well be invisible.

Popular products from the tech boom— including violent and sexist video games that a generation of children has become addicted to—are designed with little to no input from women. Apple’s first version of its highly touted health application could track your blood-alcohol level but not menstruation. Everything from plus-sized smartphones to artificial hearts have been built at a size better suited to male anatomy. Facial recognition technology works far more accurately for white men than darker-skinned women. Social media platforms are hotbeds of online hate disproportionately targeted at girls and women, not simply because some humans are downright mean, but because of how men have designed the very systems that allow this hate to propagate. The exclusion of women matters—not just to job seekers, but to all of us.

In January 2017, Bloomberg reported that although Facebook had started giving recruiters an incentive to bring in more women, black, and Latino engineering candidates back in 2015, the program was netting few new hires. According to former Facebook recruiters, this was because the people responsible for final hiring approvals—twenty to thirty senior leaders who were almost entirely white and Asian men—still assessed candidates by using the same metrics as always: whether they had gone to the right school, already worked at a top tech company, or had friends at Facebook who gave them a positive referral.15 What this means is that, even after making it through round after round of interviews designed to prove their skills and merits, many diverse hires would be blocked at the final stage—all because they didn’t match the profile of the people already working at Facebook.

The big-tech elite cleverly disguises their right-wing, anti-worker politics with Democratic-backed social positions, like support for gay marriage and trans rights (rich ones only, please), pro-choice legislation (for wealthy women), ethnic diversity (but for unicorns of color), and immigration.

The curators of old have simply been replaced by tech bros who decide who gets to be on display and who gets ostracised.

A truism began to form in my brain about the lack of women and people of color in the leadership ranks of tech: The innovators and executives ignored issues of safety not because they were necessarily awful, but because they had never felt unsafe a day in their lives.

there is another type of discrimination in the industry that exists in a subtler, more ambient form, not unlike the attitudes that led to the selection of Lena’s image and turned her into an industry icon. Women in tech are held back not only by overt sexism and sexual harassment but also by less obvious and still dangerous patterns of behavior that are difficult to pinpoint and call out. Several tech companies, including Google, Microsoft, and Twitter, have been the target of gender discrimination lawsuits, some with class action status, representing other female employees.

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