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Student
San Bernardino, California
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What are the factors contributing to the underrepresentation of African Americans, Latinos, and women in the field of Computer Science? #spring23
Any potential barriers or challenges faced by underrepresented groups in pursuing careers in Computer Science?
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5 answers
Hermione Carsten
Program Manager
9
Answers
Seattle, Washington
Updated
Hermione’s Answer
The barriers we face today are more subtle than they used to be, and they're not just about getting a job. They also involve having access to proper education from the start, especially in underprivileged areas where there's less funding for education and less basic nutrition to support learning. In the US, poverty disproportionately affects people of color. Once someone is employed, minority populations often experience higher attrition rates and fewer promotions.
There are numerous books and articles discussing these factors. For example, here's one about bias in promotion: https://www.gallup.com/workplace/235970/reduce-bias-succession-promotion-plans.aspx
Unconscious bias is real and can be seen in various situations. For instance, when the Boston Symphony Orchestra implemented blind auditions, a few more women advanced to the next round. By having all musicians remove their shoes, the number of women passing increased to 50%. https://www.hivelearning.com/site/resource/de-bias-talent-practices/whats-a-blind-audition/. (Auditioner's heard the women's high heels click on the floor).
We all have biases. It's pretty human to unintentionally favor those who are similar to us. It helps everyone if we all watch for that in ourselves and others. Bias limits not only the person we're judging but also ourselves by restricting the diversity of perspectives and ideas that can improve our thinking.
I've seen of unconscious bias at work. For example, it's common for the most junior woman in a meeting to be asked (or it's assumed) she'll take notes, while men are rarely asked to do so. I've seen a person who is a visible minority speaks up in a meeting, and their idea is ignored or unheard until a white man repeats it, suddenly receiving praise. Sometimes the original person was quiet and the second person louder. Sometimes not. In my work we combat this by always acknowledging the original speaker when repeating or expanding on their idea to avoid unintentionally taking credit.
There are a couple strategies you can use to address these issues. You can adapt and push for change, or do both, as I have .
Asking questions and educating yourself about bias is a great start.
Also, learn the skills and behaviors valued in your industry and by potential employers. If they align with your integrity, develop those strengths. For example, I had to learn "executive presence," which includes confidence, decisiveness, and clear communication. This is outside my comfort zone on a personal level, and directly conflicts for how I was raised that "good girls" behaved.
Another essential skill is promoting yourself effectively. While it's important not to brag without integrity, being able to showcase your abilities can open more opportunities. Learn from those who self-promote with integrity and self-awareness and follow their example.
There's a fine line between developing the right skills and "passing." Be honest with yourself about your limits, comfort zones, and areas where you can push yourself while still being able to recharge.
As for pushing for change, it can be subtle, like the time I educated my boss 1:1 about the gender bias in who takes notes; or bold, like people I know at work who are open about being gay or having "hidden" disabilities. Ot the people who speak up in large meetings with tough questions or advocating for organizational change.
I hope this is helpful.
There are numerous books and articles discussing these factors. For example, here's one about bias in promotion: https://www.gallup.com/workplace/235970/reduce-bias-succession-promotion-plans.aspx
Unconscious bias is real and can be seen in various situations. For instance, when the Boston Symphony Orchestra implemented blind auditions, a few more women advanced to the next round. By having all musicians remove their shoes, the number of women passing increased to 50%. https://www.hivelearning.com/site/resource/de-bias-talent-practices/whats-a-blind-audition/. (Auditioner's heard the women's high heels click on the floor).
We all have biases. It's pretty human to unintentionally favor those who are similar to us. It helps everyone if we all watch for that in ourselves and others. Bias limits not only the person we're judging but also ourselves by restricting the diversity of perspectives and ideas that can improve our thinking.
I've seen of unconscious bias at work. For example, it's common for the most junior woman in a meeting to be asked (or it's assumed) she'll take notes, while men are rarely asked to do so. I've seen a person who is a visible minority speaks up in a meeting, and their idea is ignored or unheard until a white man repeats it, suddenly receiving praise. Sometimes the original person was quiet and the second person louder. Sometimes not. In my work we combat this by always acknowledging the original speaker when repeating or expanding on their idea to avoid unintentionally taking credit.
There are a couple strategies you can use to address these issues. You can adapt and push for change, or do both, as I have .
Asking questions and educating yourself about bias is a great start.
Also, learn the skills and behaviors valued in your industry and by potential employers. If they align with your integrity, develop those strengths. For example, I had to learn "executive presence," which includes confidence, decisiveness, and clear communication. This is outside my comfort zone on a personal level, and directly conflicts for how I was raised that "good girls" behaved.
Another essential skill is promoting yourself effectively. While it's important not to brag without integrity, being able to showcase your abilities can open more opportunities. Learn from those who self-promote with integrity and self-awareness and follow their example.
There's a fine line between developing the right skills and "passing." Be honest with yourself about your limits, comfort zones, and areas where you can push yourself while still being able to recharge.
As for pushing for change, it can be subtle, like the time I educated my boss 1:1 about the gender bias in who takes notes; or bold, like people I know at work who are open about being gay or having "hidden" disabilities. Ot the people who speak up in large meetings with tough questions or advocating for organizational change.
I hope this is helpful.
Daniella Araya
BI Engineer
3
Answers
Limache, Valparaiso Region, Chile
Updated
Daniella’s Answer
There are several factors, including the lack of role models and the pipeline leak issue, among others.
- Lack of role models: At a young age, there may not be many people like you in computer science to look up to. For example, Katherine Johnson is a role model in this field. To address this, try to learn about more individuals who share your interests and goals.
- Pipeline leak issue: As you progress in your career, you might encounter challenges that could prevent you from completing your education. However, there are increasingly more opportunities for underrepresented groups in computer science.
Many organizations are working to reduce the gap in STEAM (Science, Technology, Engineering, Arts, and Mathematics) careers. Over time, these factors will decrease, and in the near future, they may no longer be an issue. But first, we must set an example and become role models for the younger generation.
- Lack of role models: At a young age, there may not be many people like you in computer science to look up to. For example, Katherine Johnson is a role model in this field. To address this, try to learn about more individuals who share your interests and goals.
- Pipeline leak issue: As you progress in your career, you might encounter challenges that could prevent you from completing your education. However, there are increasingly more opportunities for underrepresented groups in computer science.
Many organizations are working to reduce the gap in STEAM (Science, Technology, Engineering, Arts, and Mathematics) careers. Over time, these factors will decrease, and in the near future, they may no longer be an issue. But first, we must set an example and become role models for the younger generation.
Taryn Donaldson
Security Strategy Consultant
26
Answers
Atlanta, Georgia
Updated
Taryn’s Answer
As a woman with a multi-cultural background I can honestly say there are NO barriers. As a matter of fact with all of these groups to advocate for women, minorities, LGBTQ+, etc., you are celebrated the most and granted the most help/attention.
To listen to people who tell you that there are limitations because of your skin color are wrong. I can say there are more black owned businesses, more black managers, more women led clubs etc. than any other type in Atlanta where im from. Your mind is your only limitation. Everyone has an equal opportunity. Never limit yourself because of what others try to say as an excuse for their lack of success. Think big, be great, never look for excuses and always take a loss/denial as a learning experience to do better. If you follow that advice please remember me when you are a CEO of a huge company one day ;-)
To listen to people who tell you that there are limitations because of your skin color are wrong. I can say there are more black owned businesses, more black managers, more women led clubs etc. than any other type in Atlanta where im from. Your mind is your only limitation. Everyone has an equal opportunity. Never limit yourself because of what others try to say as an excuse for their lack of success. Think big, be great, never look for excuses and always take a loss/denial as a learning experience to do better. If you follow that advice please remember me when you are a CEO of a huge company one day ;-)
Mickael Rosenberg
Software Engineer
261
Answers
Bellevue, Washington
Updated
Mickael’s Answer
I do not think there is any barriers. They may have been some in the past like women in technical careers not something "culturally/socialy accepted". It can also come from the ability to pay the long studies.
But nowadays, I believe these barriers have been removed and no matter your sex, "race", religion, companies will hire you based on your potential. I am sure there are still biased people here and there, but this is disappearing quite fast and companies hire because of your skills and your ability to fit within the company cultures, so this should not matter much.
But nowadays, I believe these barriers have been removed and no matter your sex, "race", religion, companies will hire you based on your potential. I am sure there are still biased people here and there, but this is disappearing quite fast and companies hire because of your skills and your ability to fit within the company cultures, so this should not matter much.
Atul Bhankharia
Sales
477
Answers
Mount Laurel, New Jersey
Updated
Atul’s Answer
In fact, numerous large corporations, such as Microsoft, often give priority to female engineers over their male counterparts. This is because there is a recognized shortage of women in the field, and companies are actively working to achieve a more balanced workforce.
When it comes to other minority groups, with the exception of those of Indian origin (which I am a part of), factors such as qualifications, work ethic, and expertise are what truly matter.
Throughout my 40-year career in the software industry, I have found that it was my strong work ethic and knowledge that set me apart and allowed me to succeed. As a result, I have encountered many individuals of Indian origin in the field.
For other minority groups, such as Black or Hispanic individuals, following a similar path as I did should help ensure success. In my experience, there were no significant obstacles or challenges, but rather a welcoming environment that paved the way for a successful career.
When it comes to other minority groups, with the exception of those of Indian origin (which I am a part of), factors such as qualifications, work ethic, and expertise are what truly matter.
Throughout my 40-year career in the software industry, I have found that it was my strong work ethic and knowledge that set me apart and allowed me to succeed. As a result, I have encountered many individuals of Indian origin in the field.
For other minority groups, such as Black or Hispanic individuals, following a similar path as I did should help ensure success. In my experience, there were no significant obstacles or challenges, but rather a welcoming environment that paved the way for a successful career.