Caroline Ramade: “Why Women Leave Tech and How to Retain Them” | Talks at Google


19 thoughts on “Caroline Ramade: “Why Women Leave Tech and How to Retain Them” | Talks at Google

  1. Frankly no 1 will Pay Rs 130 for 100 gb for google one online storage when reliance is offering 1 tb storage plan in entire India for just 100 Rs only. So y would Indians even go for 100 gb when on the other hand you can get 1 tb storage at Rs 100. India is a population with 2 billion ppl out of which atleast 1.5 billion are online. So Google should stop minting money and help the Indians rather then overcharging them. Soon I think Reliance will take over Google in India coz nothing is impossible in India with such a huge massive population and a widespread Indian market. Think about atleast 1 billion ppl buying storage of 1 tb for 100 Rs and 2 TB for 200 Rs and 10 TB for 850 Rs with that price. The Indian company thats the reason they grow more then foreign companies because Indian companies know India very well.

  2. probably because men such as myself are happy to sit for 20h in front of a screen contemplating the reasons for not getting a girlfriend and finding out that doing something useful with a computer is better than jerking off all day. The few women in my computer science year at least tend to lead a healthier lifestyle. although then again I wish there were more women 🙁

  3. Hey Google, your AI bot auto-named this video by calculating 'It's a woman at Google, therefore she is more likely to be talking about 'teach' than 'tech.''

  4. Notes for anyone who cares, before this comments section / video inevitably is brigaded by incels:

    Skim-watched this / looked mostly at slides but:

    Problems:
    – lack of career growth
    – poor management
    – gender pay gap
    – daily and recurring sexist jokes

    Solutions:

    Hiring

    – build diversity from day 1 (in your company or team)
    – avoid referral and go outside your network
    – make sure job post + recruitment process is gender neutral
    – avoid recruiting on the basis of ‘culture fit’, focus on skills instead
    – run an employee resource group who is involved in modifying the recruitment process to avoid bias
    – strong benefits and parental leave
    – don’t use the meritocracy argument to justify post-hoc why your team is undiverse / to avoid examining your unconscious biases

    Inside the company

    – change internal culture on diversity and improve retention
    – make sure leadership / the CEO priorities diversity and inclusion
    – raise awareness of unconscious biases
    – be wary of giving unfair performance reviews (women tend to get labelled as ‘bossy’, ‘strident’, ‘irrational’, ‘emotional’)
    – promote women earlier – ambition declines as they progress in their careers
    – don’t focus on individuals and track data on promotion / gender pay gap
    – mentoring is good (mentor: ‘have you tried applying to speak at conferences and meet-ups?’), but sponsoring (sponsor: ‘I recommended you for this speaking gig! Can you do it?’) is better

    Outside the company
    – build and promote a strong employer brand identity externally (promote initiatives and talents to increase attraction of more talent)
    – increase public outreach by involving employees in various women-friendly communities or technology events

    Inside/outside the company
    – endorse your female talents
    – value soft skills, not just technical skills

    50intech – speaker’s own company – a sharing and matchmaking platform that connects women, based on skills + interests, to opportunities in companies
    – allows companies to showcase their commitment to gender diversity
    – increase their employee retention by providing curated insights
    – enable companies to promote their open-innovation or startup programs

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