Which is precisely why we have trouble retaining women and other minorities in this field. Not because they can’t do the work, they just don’t want to do it while putting up with the environment we’ve created.
Eh……..perhaps that’s a factor. I doubt if it’s the primary variable.
It occurs to me that there wouldn’t be a male/female diversity problem of anywhere near the same scope if applicants for software engineering jobs were 50% male and 50% female. They’re not; it ranges between 70/30 and 90/10, depending on the engineering skills required.
Further, “minorities” in tech isn’t a problem; the tech companies are full of US Asians and POC immigrants from Asia, India, and the Middle East. The diversity problem vis a vis “minorities” is US-born blacks and latinos, and THAT problem would largely be corrected if we didn’t saddle our low income children with some of the worst schools in the developed world.
I’ve repeated this several times in relation to the Google dustup, but here we go again: Discrepancies in hiring do not prove discrimination. If 70% of my qualified tech applicants are male, then 70% of my tech workforce is probably going to be male, unless I exercise a little discrimination in reverse to change the ratios.
Same too, if 2% of my qualified applications are African American, then that’s probably about what will be found in my workforce. Same caveat.
These discrepancies aren’t solvable by HR; they’re solvable, ultimately, in the educational system, either when majors are chosen, or earlier, when young students are prepared for higher ed (or not prepared, unfortunately).