Software developer, web developer, full-stack developer, programmer, coder, software engineer, software architect … these are labels I identify with, after spending over a decade of my career writing software. It was only about four years ago that I became conscious of the minority group I was part of as a woman in tech. In software developer communities, people ask me what it feels like to be one of very few, or even the only, female software developer at work and at developer events. I always answer that it’s great never having to queue to go to the ladies’ room! The same cannot be said for Agile conferences, by the way…
I’m making light of a serious situation, but the truth is I have never felt “different”, I have never felt excluded, and in fact I have taken for granted my right to a seat at the tech table. Sure, I’ve been interrupted by men and even watched as a male colleague is acknowledged for my contribution as though moments of brilliance must surely belong to a more likely candidate. For the most part, though, I’ve had a positive experience as a woman in tech. I’ve worked with men and women who appreciate the contribution I make and the perspective I bring.
For a long time, I didn’t care about the women in tech discussion. What difference did it make if ridiculously few women were attracted to the field of technology? And, what was the point of inviting women in tech to events about women in tech? To celebrate their existence and congratulate themselves on being as capable as their male counterparts?
I was completely missing the point: the women in tech conversation is not a song and dance to recognise that a woman can do the same job as a man. We know this already. The conversation exists for many reasons, one of which is that women are leaving the industry (at a much higher rate than men according to an article from Forbes) [Reference #1].
I met Heather VanCura from the USA (https://wonderwomentech.com/speakers/heather-vancura/) last weekend at a Women in Tech event. She’s a huge supporter of women in tech, and she raised this issue of women leaving the industry saying that “…something in the environment is forcing women out”. The Forbes article has the same comment in nearly the exact words.
I think it’s probably happening here in South Africa too. Recently, I met a young lady who is the only female developer in her department. She fights for her right to a seat at the table on a daily basis. She notices that her opinions are disregarded before they are considered and her ideas quickly shot down, yet the same opinions or ideas coming from her older male colleagues are taken seriously.
She’s at the bottom of the list when her manager hands out work, despite her asking him for more challenges. Challenging work is exclusively and unashamedly assigned to the so-called “senior developers” because they “can complete complex work faster”. Her environment is one in which people are recognised for the specific projects they are associated with, meaning that perceptions of her ability are influenced by factors outside of her control: an unbalanced distribution of responsibilities. These examples present obstacles to her growth and her potential to be recognised.
Whether her colleagues are aware of it or not, she is disempowered every time that she is denied a challenge or greater responsibility, and her environment is devoid of the support that she needs to thrive. I wouldn’t be able to say why these issues are present, and I couldn’t say if she is the only person affected, but that isn’t really the point. The point is that she is feeling completely and utterly isolated and alone, so much so that she is considering leaving her job without another option available to her.
Heather’s comment that “something in the environment is forcing women out [of the industry]” could not be any more relevant as I sit and ponder this young lady’s plight.
August is Women’s month in South Africa, and this year it brought an invitation for me to attend the Women in Tech event where I met Heather. It inspired me to truly consider the importance of the women in tech conversation, and I have realised that it is in fact deeply important to me to continue the conversation.
People in this industry need to practice behaviours that encourage a culture of inclusion, support and fairness, so that we can stop seeing women leaving tech. And, if you are reading this, my hope is that you will join me in continuing the conversation so that the tech industry can be a safer place, not only for women, but for absolutely everyone.
References
by Candice Mesk
