To the barricades! InfoWorld is calling for action to recruit and retain more women in information technology jobs. The piece is not as bad as it might have been, but it contains some assumptions that are as odd as they are unexamined. To begin with, data:
It may not be surprising that, according to the U.S. Bureau of Labor Statistics, women filled only 26.7 percent of computer and mathematical positions in 2006. What’s troubling is that this percentage has been declining for some time. And the descent has been nearly universal across all IT job categories. For example, women accounted for 16.6 percent of all network and computer systems administrator positions in 2006, down from 23.4 percent in 2000. At the management level, the imbalance persists. Among computer and IS managers, for example, 27.2 percent were women in 2006. By contrast, women held 66 percent of all social and community service management jobs last year.
An optimist might at least observe that women seem to be better-represented in management ranks than among network and system administrators. However, the data are very spotty, and there are many peer categories to sysadmins that might dilute the outlook. Still, what is “troubling” about the numbers? Whence the assumption that the sexes ought to be equally represented in a given occupation? Can anyone adduce evidence of real oppression keeping women out of IT? I don’t deny that glass ceilings used to exist in full force and are surely present residually in the world today, but the burden is on the author to show that they are to blame in this case, or explain why anyone should care what little girls want to do when they grow up. The article’s strengths notwithstanding, these burdens are not borne.
An obvious explanation for any gender imbalance in any profession is that younger women make career sacrifices in order to raise children. Pinnacle Entertainment CIO Carol Pride comments:
In order to get to the top of the food chain, you have to own something big and ugly — an ERP implementation, for example, or a slot machine implementation at a casino….Often, the first big-and-ugly project coincides with the time one is trying to raise young children. Women often realize, rationally, that children are more important than companies, but if you don’t do the big and ugly, then it ends up hindering you later.
I’d hate to think I’m giving Carol an uncharitable reading, but I hear her saying that women need to be ready to sacrifice their children in favor of their careers. To dispel some of the gender-political confusion that might cloud our judgment, let’s reverse the roles and see how well the statement plays. Now, nobody knocks dads for being away from the children for 40 or 50 hours a week; it’s not just culturally normative, but necessary to keep food on the table. But suppose we were talking about men who have young families and still want to pursue very competitive careers in which 70 or 80 hours a week are needed to get anywhere. Suppose some executive was mentoring these young men, and he told them that sure, their kids might miss them and their wives might wilt under the stress of running the family substantially alone, and they might know what they’re doing is somehow wrong, but if they wuss out now, it will “hinder them later.”
I mean, with hypothetical mentors like this, who needs no-fault divorce laws?
Clearly I am locked into patriarchal, male-as-breadwinner thinking. This article, written for respectable company, can’t be expected to deal with troglodytes like me, can it? Apparently not:
According to a recent joint study by Catalyst, the Families and Work Institute, and the Center for Work and Family at Boston College, 74 percent of women executives have a spouse/partner who is employed full-time. By contrast, 75 percent of male executives have a spouse/partner who stays home full-time — strong evidence that, despite progress in attitudes toward domestic workloads, women still predominantly bear the brunt of striking a balance between career and home.
The paternalism of that paragraph is jarring. The point is well-taken that most women executives are the “second income” in the household, and most male executives are the only income. But to turn this into “strong evidence” that women are bearing the “brunt” of anything requires us to assume that all women want and ought to pursue a career path that leads to executive management. Could the data not as easily tell us that women from wealthy households frequently make the decision to be homemakers? It’s not like these wealthy families couldn’t break loose a few bucks for a maid and an au pair. If these numbers suggest anything, it is that the women most able to decide how to structure their lives, decide in large numbers to stay home and raise families. They need not be scolded for making what is in the final analysis a much freer choice than most are able to make.
And as for a bad attitude toward housework, my wife would need to comment here to acquit me finally of that charge. However, I am confident that in the end I will be found innocent.
Eventually the article drops complaints about strict gender inequities and instead attempts to give an account of why it matters. Here we find a mixed bag of silliness and sobriety:
“Because most companies are based on a male model and have been for many decades, the men don’t get the kinds of business contribution women can give,” [Women in Technology International Carolyn] Leighton says. “They often [institute diversity metrics] just to meet requirement codes.”
But, Leighton adds, the current nature of IT actually calls for what are considered stereotypical female characteristics. No longer an island within the company, IT is integral to other departments and requires employees who communicate well. “Now IT goes across all departments globally,” she says. “And women by nature are collaborative consensus builders.”
It’s too bad Leighton didn’t elaborate on what a “male model” might be. I mean, I saw a picture of my company’s president from when he was in high school, and he honestly looked a lot like Fabio—no, for real, he did—but I’m pretty sure that’s not what she meant.
Given that, imagine my honest relief that strict gender equivalence is not being assumed here. One might construct a species of feminism around the proposition that the classes “male” and “female” are functionally identical as they relate to the institutions of commerce and family, but the author avoids that path. If we’re talking about corporations based on a “male model” which might be improved by the presence of naturally collaborative and consensus-building women, then we are obviously all comfortable with the fact that men and women differ in important ways which might actually matter in the real world. Continuing along these lines is IBM V.P. of SOA and WebSphere strategy Sandy Carter, who says that “Women are good at accepting change and creating change, which is important in the marketplace,” and “The skills that [women] have — being able to juggle things, multitasking — reflect the [business] environment we’re in now.”
And these are valid points. It seems fairly uncontroversial that collaboration, consensus-building, and “multitasking” are typically more natural for women than men. (Take me, for example. The “consensus” I like best is when everybody agrees that my way is the right one.) But let us not overstate our case: saying that women are more natural consensus-builders is a little bit like saying men are more natural sysadmins because they have the upper-body strength needed to lift the occasional server into the rack. No one will deny that men do, in fact, have this physical advantage, but it’s not like women are all so weak that asking them to heft a 1U box 40″ off the ground is going to make them wilt like delicate garden flowers in the sun. The difference is real and important, but somehow each sex learns to develop some aptitudes that come naturally for the other—even outside of a diverse environment like a 50/50 workplace or a family.
Ultimately we can agree that no man or woman should be hindered from making free vocational choices within the scope of the knowledge professions. Far from this modest goal, though, the InfoWorld piece agitates for strictly proportional representation of women in IT. Even if all the resulting collaboration and consensus and multitasking would make IT departments hum, it seems unlikely that it’s actually good for women to set this goal, or even to care much how many of them choose technology professions at all. Let it be enough to present free choices to women and allow them to structure their lives as they see fit.
It will come as no surprise to my readers that I have a place in my heart for the career choice of homemaker and homeschooler, and I am not shy about extolling the benefits of that path. Nor, more to the point, is my wife. But I would only want a woman to make a free and informed choice of this lifestyle—never a coerced or a manipulated one. If many women choose otherwise, I will not assume they are either enslaved or unfeminine or unconcerned about their families. The reciprocal charity would be most welcomed.
I know a woman who left IT a couple of years ago. (This is of course anecdotal, but not much more so than the comments of the of ten prominent women in IT interviewed in the InfoWorld piece.) She was a Java developer, and is now a homeschooler and stay-at-home mother of three. She was a single mother of one for most of her career, and while her problem wasn’t precisely one of balancing work and motherhood, she has admitted that her heart was just never really in her work. Her desire was simply more for her son than for Enterprise Java. Maybe she could have championed a massive ERP implementation (if massive ERP implementations were not already passé by the time her career would have allowed her the risk), but she never wanted to. Now she stays at home with an infant and a special-needs preschooler and an eleven-year-old. She tells me she loves it. If we want to carp about women leaving IT, why not tell her story too?
P.S. Certain other women technologists might take the trouble to weigh in on this. Am I completely off base here?