Skip to main content

Currently Skimming:

Summary
Pages 1-18

The Chapter Skim interface presents what we've algorithmically identified as the most significant single chunk of text within every page in the chapter.
Select key terms on the right to highlight them within pages of the chapter.


From page 1...
... Many efforts to increase the number of women in tech have focused on women more broadly rather than address the specific contexts of women of color. The lack of disaggregated data specific to women of color and subgroups of women of color has also impeded efforts to fully understand the causes and consequences of underrepresentation and develop effective strategies for increasing diversity, equity, and inclusion in tech at all levels.
From page 2...
... The committee's statement of task defines women of color as women who are African American, Hispanic, Latinx, American Indian, Asian American, Alaska Native, Native Hawaiian, or of other Pacific Islander descent. As previously noted, the committee recognizes that some subgroups within these populations may have better representation at different points in their academic and career trajectory.
From page 3...
... KEY CONCLUSIONS AND RECOMMENDATIONS Based on the committee's evaluation of the research literature and other evidence, a key conclusion of the committee was that the experiences of women of color should inform the development of policies and practices intended to increase their representation in tech. Relatedly, the lack of disaggregated data poses a major challenge to understanding the nuanced and specific needs of different subgroups of women of color.
From page 4...
... • Award nominations and award receipt rates for women of color in tech 1  In this report, a minority-serving institution refers to historically Black colleges and universi ties, Hispanic-serving institutions, tribal colleges and universities, and Asian American and Pacific Islander–serving institutions, collectively.
From page 5...
... - promotion rates, experiences with employers, reasons for persistence or attrition - how finances (e.g., salaries, pay inequality) impact women of color's entry and persistence in tech and related fields Recommendations: Challenging Assumptions Around the Recruitment, Retention, and Advancement of Women of Color in Higher Education The committee offers the following recommendations regarding the recruitment, retention, and advancement of women of color in higher education.
From page 6...
... RECOMMENDATION 3-3. Higher education leaders should widen recruitment efforts to identify women of color candidates to join their computer science, computer engineering, and other tech de partments as students and faculty, with increased consideration of those from two-year community colleges and minority-serving institutions, and should develop retention strategies focused on supporting these students and faculty during transitions to their institutions.
From page 7...
... RECOMMENDATION 4-1. To enhance the accuracy of data re porting, tech companies should disaggregate employment data by tech and non-tech positions, job titles, gender, and race/ethnicity -- with particular attention to the intersection of race/ethnicity and gender -- and make those data publicly available.
From page 8...
... Although some collectives of tech companies already exist, a cross-sector, collective approach to strategic planning implemented in collaboration with a neutral, well-resourced central organization will help industry, higher education institutions, and other stakeholders (e.g., organizations working to create alternative pathways into tech and policy making) to increase accountability, share data, and leverage their strengths to develop strategies for improving policies and practices that improve outcomes for women of color as they transition from higher education into the workforce and as they advance in their careers in tech.
From page 9...
... There are increased opportunities for recruiting and retaining a diverse workforce when companies implement practices that facilitate balance between work and home life. Although many companies within the tech sector have implemented flexible work policies, employees' opportunities to advance may sometimes be limited when they take full advantage of such policies.
From page 10...
... RECOMMENDATION 5-3: To promote transparency and account ability, Congress should amend section 709e of the Civil Rights Act of 1964 to require public release of EEO-1 workforce demographic data by companies, which would include those that are the recipi ents of government contracts supported by taxpayer dollars. Research demonstrates that increasing transparency and accountability in diversity, equity, and inclusion efforts can yield tangible positive impacts.
From page 11...
... 5-4 B Federal agencies should invest in programs that incentivize institutional efforts to take a culturally responsive, intersectional approach in promoting diversity, equity, and inclusion in tech through award and recognition programs, such as the SEA Change effort led by the American Association of the Advancement of Science, which is currently funded by the National Science Foundation, the National Institutes of Health, and a number of private foundations.
From page 12...
... should consider partnering with organizations that are committed to dis mantling structural racism, such as the NAACP, National Urban League, LULAC, UnidosUS, Native American Rights Fund, United Negro College Fund, and National Congress of American Indians, to extend their sphere of influence and expand their outreach to policymakers on issues related to diversity, equity, and inclusion in tech fields. Strategic partnerships that extend an organization's sphere of influence are key to promoting policy change.
From page 13...
... that engage in advocacy for science and for diversity, equity, and inclusion in STEM, to form strategic partnerships with influential organizations that have worked for many years to address structural racism and sexism and which have a great deal of influence with government institutions. Recommendations: Alternative Pathways for Women of Color in Tech and the Role of Professional Societies The recommendations that follow address the roles of academia, community organizations, industry, federal agencies, and professional societies in increasing the number of women in tech through education of K-12 students and retraining programs for adults.
From page 14...
... Tribal colleges and universities are an important entry point into technology and computing fields for Native female students; however, there are not many tribal colleges and universities that offer a bachelor's or master's degree; most are similar to a community college (Varma, 2009a, 2009b)
From page 15...
... It is not clear if women of color are taking advantage of these emerging pathways, perhaps because of the high barrier to entry into industry positions. On the other hand, community-based technology training programs, particularly those that target women of color, provide supportive environments for women to gain information technology skills and earn certifications and badges.
From page 16...
... . A review of the longstanding professional societies that support individuals in one or more of the STEM fields revealed no programs or initiatives focused specifically on creating pathways or advancing women of color in tech, though some do have programs or initiatives for women in tech and/or STEM, and/or people of color in tech and/or STEM.
From page 17...
... 2016. An examination of the factors that influence African American females to pursue postsecondary and secondary information communications technology education.


This material may be derived from roughly machine-read images, and so is provided only to facilitate research.
More information on Chapter Skim is available.