Whether it's a new product or something as benign as a store layout, you don't have to look hard to find examples of (largely white)
men at tech companies siloing themselves off to develop The Next Big Thing, only to discover a major, avoidable flaw after the fact.
Not exact matches
When
tech entrepreneur Kieran Snyder analyzed performance reviews done by a diverse group of managers
at a variety of
companies a few years ago, she found that constructive feedback given to women included strong elements of «negative personality criticism» that were all but absent from the suggestions for
men.
At Altimeter Group, he serves as the
company point
man when adapting disruptive, emerging
tech to traditional business models.
Investors haven't been happy that Dorsey is trying to be the big
man at two public
companies facing intense competition in a warp - speed
tech industry, but Dorsey disclosed in Square IPO filings a side of himself focused on a very big financial contribution that requires a much smaller piece of himself: Roughly 20 percent of his personal holdings in Square stock would go to the Start Small Foundation.
Researchers from Stanford University's Clayman Institute for Gender Research Recruitment sat in on
tech company recruiting sessions
at a top - tier West Coast university; their findings hint
at what's keeping women out of
tech jobs: «As students entered, women were often setting up refreshments or raffles and doling out the swag in the back; the presenters were often
men, and they rarely introduced the recruiters.
The study looked
at technical roles, as well as sales and marketing
at tech companies, and found that
men received higher salary offers than women for the same positions in 69 percent of the cases.
I've also worked closely with a team
at Hired to publish data revealing that, in the
tech industry, 63 % of the time women receive lower salary offers than
men for the same job
at the same
company.