Barbie has found a new career: she is now a computer engineer. The computer engineer Barbie wears pink-framed glasses, a bluetooth headset and a binary code shirt. She also has a pink laptop. The press release states that ‘Barbie® designers worked with the Society of Women Engineers and the National Academy of Engineering to ensure that accessories, clothing and packaging were realistic and representative of a real computer engineer.’ I personally have seen more managers with headsets than computer engineers and none of the computer engineers I have ever met had a pink laptop or pink-framed glassed.

However we see how a computer engineering Barbie could make the option to become a computer engineer more attractive to girls. While such an approach is laudable, Mattel could have thought about going a step further and giving Barbie a different colour laptop. If the Binary Barbie increases the number of women in computing remains to be seen.

I just read Sylvia Ann Hewlett’s new book called ‘Top Talent‘. It deals with how businesses can ensure to retain and motivate diverse talent in the crisis.

This is a small book but filled to the rim with useful examples of what businesses can actually do to engage their people in these difficult times. It reports on the research and the high powered network meetings that Sylvia Ann Hewlett holds for the members of her Hidden Brain Drain Task Force of the Center for Work-Life Policy. It is a quick and easy read. A must for everyone who needs to be inspired by how gender diversity can remain top of the agenda when business is down.

The World Economic Forum’s Gender Gap Report states every year that no country in the world has yet managed to eliminate the gender gap. While gender inequality continues to be a strong feature of the workplace, my research which has just been published in the Canadian Journal of Administrative Science has shown that men and women find it increasingly difficult to talk about gender inequality. The research is based on a detailed qualitative analysis how people talked about and addressed gender inequality.

Employees from both companies claimed their organizations were gender neutral and that employees were evaluated based on merit. With further questioning, men and women interviewed could describe past situations where gender bias occurred against women, but limited it to happening 10 to 20 years ago, from contacts outside their own organizations (i.e. customer contacts), or to an isolated male colleague from another generation. Instead of denying gender discrimination, workers acknowledge it can happen but construct it as singular events that happened in the past, placing the onus on women to overcome such obstacles.

I have called this phenomenon ‘gender fatigue’ where individuals tire of acting upon gender discrimination in spite of the fact that incidents of gender bias either occurred at one time within their organization or could occur again. The problem with gender fatigue is that it prohibits productive discussion regarding inequalities between men and women, making gender bias difficult to address. If we believe that we work in gender neutral workplaces, seeing and acting upon gender inequality is becoming very difficult.

A new book looking at gender in technology professions has just been published by Palgrave.

Performing Gender at Work develops a new understanding gender: that gender is not something one is but rather something one does. This means that we perform gender and are performed by gender. Drawing on detailed academic research in the IT industry, the book outlines three implications of performing gender for the workplace.

First, many skills that are needed for at work today have a gender dimension. Skills like listening and nurturing are said to be perfect for building teams, creating networks and fostering innovation and they are also seen as feminine. However as this book shows it is not women who profit from showing feminine skills: it is men who are valued for performing what is seen as atypical gender behaviour.

Second, telling your own career story is something that is increasingly important in the workplace. The book argues that there is a gender difference in how men and women perform their career stories. Women tend to tell their careers as if they were due to coincidence and luck, whereas men appear to be on a mission to success. Organisations tend to expect the latter in their hiring and promotion decisions.

Third, the book explores the sentiment that gender problems are solved today. We live in a time of ‘gender fatigue’ where we know of the importance of gender equality, but people lack the energy to talk about and address gender inequality. Because of this gender fatigue, we do not have the right language to address gender inequality leading a situation where gender inequality exists but cannot be talked about.

The book urges us to think about stereotypes and biases when we evaluate skills, to give validity to different career stories and to develop a language, which allows us to address gender inequality. The book illustrates vividly how gender is something that is performed in the workplace and which implications this has.

I treated myself to an iPhone. As many objects of desire, an iPhone does not come cheap, so the shopping experience could be expected to enhance the status of the object of desire as, well, desirable.

An advantage of getting an iPhone is, indeed, that you can buy it in an Apple Store and avoid other technology stores. I would have been able to buy it online, too, but I wanted the in-store experience. So I went to Apple’s Regent Street store after making an appointment with a personal shopper first. Given how crowded the store is, that was a good decision.

I was quickly assigned my personal shopper and led to the cordoned-off area for the personal shopping experience. Although I had done my research beforehand and knew exactly what I wanted, he took me through all the options. I, playing the role of the customer, engaged in the ritual of the sales pitch. My personal shopper was a mid-twenties guy. He explained all the options to me in an unpretentious way. This would make it easy for people who are not sure what they want to make their choice.

After getting a brand-new boxed iPhone based on my choice, my personal shopper set out to register it. Sadly, he had to open the box for this. This meant that my unwrapping experience at home was diminished. But who would complain about this if he then does all the admin for you and you can use your phone straightaway?

He told me the process would take 15 minutes, however he did not consider o2. There was some website problem and we were always kicked out of the registration system. My personal shopper finally rang them using his personal BlackBerry (a bit ironic given that it was an Apple store) and registered the iPhone. It was rather 45 minutes than 15 minutes. However sitting in the personal shopping area of the Apple Store that was not too much of a problem.

Although the box had been opened, my personal shopper put all the material carefully back into the box and gave me a nice shopping bag to carry it home. I could bring my new iPhone home in style and could start using it straight away.

We have said many times that Apple as a brand appeals to female customers. Apple Stores are unlike other technology stores. Apple understands that technology should be an object of desire. My whole shopping experience was not unlike a personal shopping experience in clothing stores on Regent Street. I can imagine that women do like shopping in the Apple store. I did not feel patronized like in other technology stores. The shopping experience had some style to it. The purchase was wrapped beautifully. This makes the object of desire even more desirable. Particularly for women.

There are not many female CEOs of companies around. Although women are traditionally underrepresented in technology professions, there were a number of high profile CEOs in the US in recent years. We can think here of Carly Fiorina, formerly of HP, and Anne M. Mulcahy, of Xerox. Now Xerox has entered history books by appointing the first African American female CEO to lead a major US corporation: Ursula Burns. Interestingly enough she is also the first female CEO who succeeded another female CEO.

 

Burns had a long-term career at Xerox. Burns, who holds degrees from NYU and Columbia University, joined Xerox in 1980 first as a summer intern and then in product development and planning. In 2000, she was named senior vice president, Corporate Strategic Services and in 2007 she became president of Xerox.

Business Week suggests that part of reason that Xerox appointed two female CEOs in a row is Xerox’s commitment to diversity. 30% of Xerox’s executives are women and 22% are minorities. Xerox has a long tradition of affinity networks. Xerox also had a Executive Diversity Council early on. In addition there are leadership programmes that foster diversity and managers are evaluated in their performance reviews on their ability to recruit, retain and promote underrepresented groups. If they fall short of expectations their chances of promotion are diminished and they pay is negatively affected. This shows that diversity programmes do have an impact – even though it might take decades for them to unfold their power.  

Historically women were often seen as the reserve army of labour who take men’s jobs in factories and offices while men were at war. In a crisis women’s labour power was deemed important.

A similar thing seems to happen in regards to women’s purchasing power. Often ignored in good times, The Economist claims that marketers realize the importance of women as customers during the recession.   In the article entitled ‘Hello, girls’ echoing the iconic ‘Hello, boys’ Wonderbra adverts of the 1990s, it is mentioned that women buy 90% of food and 55% of consumer electronics and in fact most new cars. Women are thus a major force when it comes to purchasing power.

Marti Barletta, who authored ‘Marketing to Women’ points to three reasons why women are the new target market. First, brand loyalty which is apparently higher with women. Second, women are good at spreading the message about products they like. And third, most of the job losses in the States were in male-dominated areas.

The examples of recent campaigns quoted in the article includes Frito-Lay. Frito-Lay is enticing female customers with the slogan ‘Only in a Woman’s World’ to get away from the masculine image that crisps apparently have. McDonalds’ is sponsoring the New York Fashion Week to promote new hot drinks for women.

However the article also mentioned that changing the brand image through associating it with women can have negative effects: when Porsche designed a car for women, this increased sales with women temporarily but many male customers were lost – on the basis that the brand was too feminine.

 

 

In relation to technology, Dell seems to get the message. They launched a website called Della, where they sell amongst other devices the Inspiron Mini 10 Netbook explicitly to women. The exterior seems to be a far cry away from the appearance of the Dell laptop I used to have from work. It is available in many colours and patterns. Many of those are designed by artists. Della laptops allow customization and while your netbook might look more artistic, once you open it, it looks as dull as many other Dell computers. Maybe companies need to be a bit more creative in marketing to women – particularly in a recession.

Women’s contributions to the development of technology are often forgotten or written out of history. It is all too easy to forget that women had a significant impact on the development of technologies we use today.

The Ada Lovelace Day is celebrated today by more than 1,600 bloggers who have signed up to blog about her today. We at LadyGeek want to support this initiative and are proud to raise awareness for this exceptional woman.

 

Ada Lovelace (1815-1852) is rightly acclaimed to be one of the first  computer programmers. She wrote programmes for a machine  -  an early mechanical general-purpose computer - envisioned by Charles Babbage. Ada Lovelace was one of the visionaries who anticipated the power that computers can bring that go beyond number-crunching.

Ada Lovelace can be seen as a role model for women in technology and some of today’s role models are mentioned in this article in Computer Weekly.

 

 

 

The current economic crisis has raised many questions in regards to whether it fosters or harms gender inclusivity. Recent reports seem to suggest that it harms rather than helps the diversity and inclusivity agenda. However what can we learn from previous downturns?

The technology industry faced a crisis after the dot.com bubble burst. Sarah Dempsey, whose article ‘The Increasing Technology Divide – Persistent portrayals of maverick masculinity in US marketing’ was interested in what happens to gender inclusivity in times of crisis. She studied advertisements in Wired, the flagship magazine of the technical revolution, in 2000 and 2006.

Prior to the year 2000 the assumption was that the digital revolution is leading to an egalitarian lifestyle where everyone regardless of gender, race or ability could enjoy the newly found freedoms of technology. However by 2006 the industry had gone through the dot.com bust.

Sarah Dempsey’s detailed study of advertising in Wired in 2000 found three portrayals. First, men were seen as the main consumers of technology and women were mainly used as objects. Second, in an attempt to attract a wider audience more ‘Average Joes’ appeared in the adverts. Finally, technology was portrayed as empowering for men and women but the portrayals followed strict gender guidelines. Men were empowered as users of technology though maverick figures that resisted the mainstream. Women were empowered through technology through ‘damsel in distress’ narratives. Here a victimized woman would be rescued by technology.

How did these portrayals change in the year 2006? In the year 2006 the adverts were dominated by nerds and geeks. This supports the ideal of the masculine maverick figures. In contrast to the 2000 adverts, women were less likely to be used as objects. This might be related to the fact that many companies became increasingly aware of stereotypical gender portrayals of women. However the research found that overall, technology adverts were much less inclusive in 2006 than in 2000. Many more adverts were targeted at the white, male consumer. This research indicates that in a crisis, people tend to convert back to mainstream thinking leading to less diverse and inclusive gender portrayals. 

This clearly shows that advertising portrayals of men and women engaging with technology have to change. Women need to be seen in active roles as users and creators of technology. We also need to see more variety in the portrayals of men. Instead of just confirming the tired cliché of the masculine maverick, men have to be shown in relevant contemporary situations which allow men with different background to identify with them. The media plays a crucial role in shaping our views of the world and it is therefore crucially important that there are realistic yet aspirational role models for women and indeed men in technology that are displayed in leading magazines like Wired. Particularly in a crisis.

 

Marketers seem to have finally come around to see that mothers use the Web 2.0. The insightful report called Digital Mom was produced by Razorfish and CafeMom.

 

The first part of the report is based on a survey with 1,500 mothers who are users of Web 2.0. The report produced some interesting findings:

1.    65% of mums use social networking sites, 56% SMS and 52% game online or via a game console. This is for me the most striking finding showing that gaming is no longer a niche activity for adolescent boys but has gone mainstream.

2.    There are also age differences. Moms over 35  are more likely to use the web as an information tool while moms under 35 are more likely to use social network sites. Also women with children over 12 tend to game more (57%) than women with children under 12 (51%).

3.    The mothers’ interests go beyond parenting. These women retain many interests. In the last three months the surveyed mothers had researched or purchases fashion items or clothing (40%), food and cooking (31%) and baby/parenting (26%), banking (22%), computer and electronics (21%) and medication/medical condition (20%).

Part 2 is based on an in-depth survey of 1,750 women active in CafeMum.

4.    Digitalmoms spent 18.5 hours per week online.

5.    These mums are active in social networking sites not passive consumers.

6.    The report develops five segments of digital mums: the self-expressor, the utility mum, the groupster, the infoseeker and the hyperconnector.

Marketers seems to have discovered that mums online a worthwhile target group. I wonder when we will see the Digital Dad.