“Pipeline” Problem, Silicon Valley Edition

First of all, to the entire universe:

HAPPY TURKEY DAY IN ADVANCE

Also, self has geared up her loins, stiffened her spine, and agreed to see “Mockingjay, Part 1” today, even though she knows the closing scene is going to just about kill her.

Now to the ostensible reason for this post, a report on hiring practices at Silicon Valley high-tech companies — a list that includes icons Google, Apple, Facebook, and Twitter, among others.

A 2008 study found that more than half of women working in the industry ended up leaving the field. The pipeline isn’t just narrow; it’s tapering.

—  James Surowicki, “Valley Boys,” p. 52 of The New Yorker (Nov. 24, 1014)

Further in the article:

Tech companies may pride themselves on being meritocracies, but unconscious biases shape the way they hire and promote. Such biases can be tremendously powerful. A 2012 study asked top research scientists to evaluate job candidates with identical resumés. The scientists judged female candidates to be less capable than male ones, and suggested significantly lower starting salaries for them. Even more striking was a 2005 experiment in which participants evaluated applications for a job as a chief of police, scanning resumés that included varying levels of formal education and on-the-job experience. A male candidate who had less schooling would be credited with street smarts, but a woman with an identical resumé would be dismissed for not having enough education.

Further still:

. . .  until the nineteen-seventies classical-music orchestras were almost entirely male. Once blind auditions were introduced, the percentage of women quintupled.

Stay tuned, dear blog readers.  Stay tuned.

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