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thank you so my name is Joshua weiner uh I'm
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talking today about diversity I'm talking about the diversity problem in the Ruby community
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and I'm going to talk a bit about why it's a problem and some things we can do together to try to fix it
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so that just stopped hold on
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yes better okay what diversity problem what am I talking about I want to start with gender diversity in
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2009 girls were just 18 of the AP Computer Science takers uh so there's a
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bunch of AP tests chemistry history physics um this 18 of computer science that's
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the lowest female ratio of any AP test uh women currently hold about half of
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all professional occupations in the United States but only about 25 percent of computer-related occupations
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um in 2009 women earned about 18 of all computer science degrees this is down in
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1985 it was about 37 of all computer science degrees
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um there's research by Maria clave that computer science I.T and Engineering are among the few fields that are actually
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getting worse a lot of other traditionally male dominated Industries like law or medicine they've been
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getting better in recent years well we're getting worse uh it's it's hard to come up with an
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exact number for something like the Ruby Community but we could look at something like attendance at a large Ruby event so
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like last year's Ruby comp uh we had 750 total attendees 39 women that's about
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five and a half percent this year's hurricane we have about 500
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attendees 30 women this is we're now at six percent
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um it's a little tricky to come up with numbers for something like open source in general there's a big survey done a
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few years ago now it isn't always possible to determine someone's gender from their open source contribution
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sometimes it's just an email address or a GitHub handle but where it is possible uh this survey found that women were
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about one percent of all open source contributors but we don't just have a gender
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diversity problem we have a racial diversity problem the the statistics may be a little old
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right now but as of 1997 one quarter of one percent of all computer science
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professors in North America were black
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but we have other diversity problems we have an age diversity problem most of us
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in the Ruby Community are in our 20s or maybe early 30s there aren't a lot of people that are much older than that in the Ruby community
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we have an economic diversity problem
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a lot of us in the Ruby Community can afford a Macbook an iPhone an iPad we
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might be looking to buy a MacBook Air and we can afford to replace them every year when Apple produces a new one
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that's not true of most of the rest of the world especially right now
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we have an operating system diversity problem most of us in the Ruby Community are
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using a Mac and the Windows Experience for Ruby was really bad for a really long time because there weren't enough
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people in the Ruby community that used windows that were aware of the problems it's gotten a little better lately but
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for a lot of people their first experience with Ruby is on Windows I know for me it was so having that experience be bad might
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be people might be keeping people from entering the community who might be sort of Ruby curious but having that initial
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experience be so bad might be keeping them away
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the important thing to me is that in our field big discrimination is relatively
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rare compared to a lot of other Industries there's not a lot of overt sexism or racism but there's a lot of
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small discrimination small bias that starts at a very young age there was a survey that if a family owns exactly one
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computer it's most often found in the bedroom of the oldest boy
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there's this really interesting project yes
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um this one exactly this one did not but we'll get to a little bit more of that
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later and I can talk about that I can talk your ear off it's it's a little outside the scope here but we can we
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might get to it okay um there is this project called project implicit it's run by Harvard University
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I'll have links to everything later on Twitter I so the idea with project implicit is to
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come up with an objective measure of bias they have around 40 different tests you can take they can give you a bias score
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I'm going to run through one just to kind of give you an idea of how they work uh so the test I took to make these
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screenshots is looking at bias and gender in the workplace so the way it works is they're going to
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give you a prompt so the first set are coming from one of two categories there
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it's either going to be a man's name or a woman's name um they use I think the E key for the
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left side of the keyboard and the I key for the right side so they prompt you with a name if it's a man's name you hit
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the sort of left side of your keyboard a woman's name you hit the right side you do this like 15 or 20 times 15 or 20
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different names and then they give you a second set of words again in this test the second set are like family related
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words so things like children or parents home the second set of words are career
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related words words like manager office or salary
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where it gets interesting is when they combine all four categories together now they're still prompting you with one
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word at a time but this time it can be either a man's name a woman's name a family related word or a career related
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word what the test is actually measuring is your speed
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how long it takes you to answer each prompt for me and for most people there's a
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slight bias you're slightly faster when they combine man's name and career
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related words on the same side of the screen and slightly slower when they combine women's names and career related
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words on the same side of the screen the idea is that this speed represents an internal bias are our brain's
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tendency to run in a certain direction we're geeks we like having measurements
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and benchmarks and I think this is really useful to get a sense of what sort of prejudice I might be bringing to
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the table they have a bunch of other tests they have tests that look at things like age race they have some that
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use photos instead of words um I again I'll post links later but I really recommend if you get a chance
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later to run through some of their tests and just get a sort of a baseline get a sense of where you're coming from
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they've done similar studies looking at the same phenomena happening in the real world they look they find a job ad
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they create nearly identical fake resumes the details are very similar same work
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experience same educational background the difference is the name at the top of the resume
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they find that the more that name sounds like a white man's name the more likely they already get a call back for an
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interview in some cases twice as likely
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um they also did a version of this where they attach a photo if it's a man's name in a man's photo their odds of getting a callback go up
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compared to a man's resume without a phono uh if it's a woman's name in a woman's
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photo even like similarly attractive photos of the woman's name with a
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woman's photograph their odds of getting a callback go down this statistic holds up even when the
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hiring manager is a woman or a minority
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but why should we care why does this stuff matter why is diversity so important
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I think a lack of diversity can blind us to prejudices we may have
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um I'm curious how many of you have a cell phone that looks something like this big color touch screen runs a lot
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of apps okay and how many of you have a cell phone that looks like this
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okay for those of you who've never seen it before this is the Nokia 1100 this is
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the most popular web capable cell phone in the world there are 250 million units sold to date
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there were 50 million units sold in the last year alone that's about the same as iPhone 4's
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total sales now it's mostly in Africa in the
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developing world this is a really rugged phone it can it can work in really harsh environments and it's affordable it
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costs about 30 US dollars um my point is if if you're building a
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rails website and you're making it mobile friendly and you mean it runs on one of these you're missing out on 250 million
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potential customers who get online every day with one of these
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but more than just a bias and sort of our empathy there's research that suggest diverse
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teams actually perform better they looked at transcripts from juries like jury deliberations they found that
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diverse juries deliberated longer and discussed more facts from the case than all white are all male juries
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they've done similar research looking at patent filing I know software patents are sort of controversial but in general
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the patents created by mixed gender teams were cited More Often by other work in the patent world that's
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considered a sign that they're more Innovative or more useful even though women are only involved in
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about nine percent of all patent filings in the United States
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and there's this phenomena called imposter syndrome it's this feeling that other people
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expect you to be performing at a level that you just aren't capable of
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um this is inaccurate the people who have this they're by any objective measure but any sort of performance
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evaluation they are very highly performing people but they feel like they're sort of internal sense of their
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capabilities is not matching up with what they think other people expect them to be capable of it's not only
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experienced by women anyone can feel like an imposter but there's research that suggests when you're a minority in
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your field when you don't see peers or role models that look like you you're
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more likely to feel like an alien or an outsider or an imposter
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so we have people who are extremely capable but feel like they aren't and are constantly afraid that they're going
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to be discovered and there's this thing where at a neurological level your brain is not
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capable of experiencing fear and creativity at the same time the part of the brain that experiences
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fear produces this chemical block that shuts off your ability for creative thinking
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so a lack of diversity may be leading us to miss business opportunities it may cause us to have weaker teams and
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less creativity and less innovation the thing that concerns me especially
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for gender diversity are the studies showing we're getting worse that women are actively leaving the field
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there was a survey of 3 700 women Engineers people have degrees in engineering or have worked as Engineers
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who've since left 25 said their reason for leaving had something to do with family maybe they
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wanted to start a family or move to be near family 75 percent so the reason for leaving engineering
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had to do with a hostile workplace culture three-fourths the women who've left
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engineering said they left because of us sorry
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uh this this was done a couple of years ago I think it was 2007 or 2008.
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uh the women were a variety of Ages but they had left the field recently I don't
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remember the exact details but I'll have links later uh well there's links in the slides and I'll slides later but
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um yes
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that's true um it's it's an issue but it's less visible um so I'm focusing on gender a bit
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because it's 50 of the population and it's visible at a surface level but
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those other things are issues too
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it has nothing to do with gender thank you it's true yes okay so
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what's what sort of culture have we built that's so hostile it's driving people away
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I think sometimes we have a culture that's a little bit arrogant uh we're a bit boastful
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we have a lot of pride in our own personal experiences and having our own ideas
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I think we see this on Twitter a lot
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um so I want to talk a little bit about things we can do about this Okay so
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I mentioned earlier this this bias for names on resumes and applications and I see a lot in the Ruby Community uh
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job ads asking people to submit their GitHub profiles along with their application and resume
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uh so one concern I have with this is that every page on GitHub that has my code on it has my name and photo at the
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top of that page so if you're in a position where you're
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recruiting um get a friend or an accomplice to
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anonymize the applications photocopy them and replace the names and photos with something like applicant one
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you need someone else to help you do this so you can tie it back to the right person at the end but you want to avoid
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having your initial impression be biased
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places the way they get their degrees for example that's going to be really hard to do
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you haven't met the person yet what you're looking at is just static sure and so you can you can anonymize that if
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it's from bengalore is there a degree do you think they're probably most likely it's pretty likely of course they went to Howard University
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yeah which is predominantly right there are limits but we can still
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do everything we can um I have another concern about this GitHub
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profile as an application matter um I hear a lot of people who are asking for this say that they're looking at
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GitHub profiles to see open source contributions as a sign of passion the
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idea seems to be that people who have a lot or important open source contributions must be more passionate
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Developers I think that could be true but I think it could be a couple other things
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there's this study where they call up couples on the phone and they ask how
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they feel about sharing housework so what sort of percentage the man and woman are sharing and household chores
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and child care um for couples where they said the the husband does about half
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about a week after the phone call a team of researchers show up at the front door with stop watches
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and they they time them every time they're doing anything involving the children household chores like laundry
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or vacuuming they find that even for those couples where they said on the phone that they split things even
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they find that the women are still doing three to seven times more household chores and child care every week
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and the men are so I think in some cases having fewer open source contributions might just
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mean that those people have better things to do with their spare time but I think
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something else I think for some people passion is another word for obsession I think we have trouble in this
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community finding a balance between work life and regular life and I think there are some employers who
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are trying to find passionate people because they want to exploit them I think
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they want to find people who work longer days and spend their weekends and free time working on company work instead of
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having a life outside of the office I think in general we could be a lot
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more careful about how we talk about things there was this uh this study was done by Duke University
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they placed nearly identical ads
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so I'm curious I Okay so I'm curious show of hands if you would
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be more likely to apply to the ad on the left
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it's okay okay
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show of hands if you'd be more likely to apply to the ad on the right okay interesting
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um so when they did the study uh they found that men were more likely to apply to
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the ad on the left and women were more likely to apply to the ad on the right they've done a couple different versions
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of this in different Industries and they found in general men are more likely to apply to ads that talk about individuals
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and use lots of words that mean best so words like Superior or Rockstar or
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Ninja women are more likely to apply to ads
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that talk about collaboration or Community or teamwork so I think it's possible that some of
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the ads we write May by their very like choice of words maybe turning away some
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applicants in general I'm a big believer that language matters and one of the things I
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think that's driving the culture of arrogance that we have is we have a very linear definition of being a programmer
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you're either a newbie a rock star or you're somewhere in between on a straight line
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I think that makes this environment where in order to describe yourself in relation to someone else you have to be
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going one above them I think there's more to being a programmer than just being a newbie or
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being awesome I'd like to have a less
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I'd like to have a less linear definition of being a programmer we could have a definition that talks about the craft we could talk about
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different skill sets we could talk about people as being an expressive developer like for the language they use and the
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way they communicate or an empathic developer someone who's able to relate well with customers
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people in other departments we could talk about someone as being a reliable developer they have consistent
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output or but we could treat these things as if they're separate traits that some people
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will be better at some than others and in general I think we could put a lot more emphasis on collaboration we
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could Define programming as an activity where we work together as a group to collectively build something that's
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greater than what any individual could have built by themselves I think if we made that the priority
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we'd see a different sort of community
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um I'm a big fan of this book called The no [ __ ] rule by Robert Sutton
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um I I feel like I need to be clear because
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[ __ ] means a lot of different things to different people and I don't just meet someone who's rude sometimes
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everybody's rude sometimes I'm rude sometimes I'm talking about people who are
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consistently demeaning to people they see as beneath them I think we've all worked in companies
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where there's someone that guy it's usually a guy but it's not
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always a guy the one you can't let in the room with the customer I don't mean the the ones that are shy
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or awkward I mean the guys who are constantly talking down to everyone they think is
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beneath them the designers the marketing the customers are all idiots
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I think instead of talking about those guys as if they're good Developers but we just need to hide them in the
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closet somewhere I think we should actually say that they're bad developers I think we should treat them as if
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they're incompetent I'm not saying we kick them out but I think we should reprogram them and
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train them get them to be less of an [ __ ] I'd like to be part of a ruby Community
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where we knew when to argue and when to stop fighting and get stuff done
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I think we could all do better at having constructive conflict instead of destructive conflict
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we could fight about things that actually matter instead of small things like bits of syntax whether you use VI
00:21:46.740
or emacs whether you like tabs or spaces those are all personal preferences they
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shouldn't be things we waste our time on but I think we can go further I think instead of just being a culture that
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tolerates other people's differences I think we could become a culture that actively seeks out different experiences
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and variety um there's this there's a guy Professor Richard Wiseman Hertfordshire
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wanted to figure out what makes people lucky he put an ad in the newspaper and got
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400 people either perceive themselves as being extraordinarily lucky or extra unlucky
00:22:24.299
I brought them through a bunch of experiments to see what made someone lucky and my favorite one uh he has the
00:22:31.799
subject look at a newspaper and the researchers tell them they would like them to count the number
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of photographs in the newspaper lucky people do this a lot faster than
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unlucky people sometimes half the time so what is it that lucky people are
00:22:48.059
doing different there's a trick about six pages into the newspaper they
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hid this block of text that says stop counting there are 43 photographs in the newspaper
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lucky people saw it stopped counting and told the researchers there were 43 photographs unlucky people never saw
00:23:07.320
this text the researchers thought maybe maybe it's a visual thing maybe they don't trust it
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they weren't sure so they tried another version they made the letters two inches high
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and this time it said stop counting until the experimenter you've seen this and win 250 dollars
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still lucky people saw this unlucky people never saw it
00:23:31.860
so in order to try to figure out what makes people lucky they did some interviews they asked some questions
00:23:36.960
about their everyday lives and and things like how they got the current job they found that in general lucky people
00:23:43.380
were deliberately introducing variety into their lives they took a different path to work every day they would eat at
00:23:49.559
different restaurants and they'd order different kinds of food unlucky people took the same path to
00:23:56.100
work every day they only ever ate at the same restaurants and they only ever ordered the same food
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and they would ask some questions about things like how they got the job they're in now lucky people would say things like well
00:24:07.679
it's really odd I just happened to turn down the street I never go on and there was this ad looking for people or I went
00:24:14.640
to this restaurant I'd never eaten that before and they were looking for Waiters lucky people were deliberately
00:24:20.340
introducing these opportunities we talk about this as though it's just
00:24:26.880
luck it's something that just happens to you but lucky people but by purposely introducing variety had opened
00:24:33.419
themselves up to more opportunity and give themselves great opportunity to act on it that's that's what luck really is
00:24:38.460
a combination of opportunity and ability to act I think
00:24:44.280
as developers we could spend a little bit more time outside the comfort zone
00:24:50.039
more than any other group I know we tend to have hobbies that are nearly indistinguishable from our jobs
00:24:59.039
if you're hacking all day at work and hacking all night at home I think you could maybe spend just a little bit more
00:25:04.919
time outside of that box I think if you spend a lot of your time around [ __ ] especially people that
00:25:12.059
make sexist racist or homophobic jokes I think you should find better places to be
00:25:18.780
if you're part of a regular like a Meetup User Group maybe even a ruby Club
00:25:24.720
where everyone looks like you I think maybe you should leave
00:25:31.260
I know that's a little harsh but a couple of things there are organizations that are
00:25:36.720
actively trying to improve the situation the Ruby Community there's groups like railsbridge girl develop it ladies
00:25:42.539
learning code that are out actively in the community trying to bring more diversity into the
00:25:47.640
Ruby universe but I think it's important to remember that
00:25:52.799
we're constantly being bombarded with the message that this is what a good developer looks like
00:25:58.080
at events like this majority of the attendees are men the majority of the speakers are men and online this is from
00:26:05.039
coderwall I know the photos are a little small but it's basically a bunch of dudes and a penguin
00:26:14.460
this is these are the faces the rails core team um the the made men of Ruby on Rails
00:26:21.960
I don't think this is deliberate I don't think it's on purpose but I think if you're just a casual Observer of the
00:26:27.480
Ruby community and you're wondering what does it take to be a good Ruby developer you might accidentally walk away with
00:26:33.900
the impression that it helped if you were a white man
00:26:40.740
and we get this message all the time and if you're in a regular meeting group
00:26:45.960
where everyone looks the same then it's being reinforced on a constant basis
00:26:52.620
I think we can change some of that there's this great flicker group called This is what a computer scientist looks
00:26:58.200
like where women that have computer science backgrounds post photos themselves and
00:27:03.720
the whole idea is to change this image of what computer scientists look like so that when women do come to technical
00:27:09.779
events and conferences they're always being asked whether they're designers or if they work in marketing or if they're
00:27:14.820
someone's spouse I think a lot of us as developers have
00:27:21.419
the idea that we've created a sort of perfect meritocracy we have this belief that people who
00:27:27.000
succeed in our field are there because of their own drive and strength their contributions
00:27:32.820
but there's all these little things that add up there was um there's quotes from an internal study done at MIT in the 90s
00:27:39.419
of uh female faculty members at MIT um most of the Departments didn't have very many but when they compared depart
00:27:45.720
across departments they found that women at MIT were being paid less had fewer
00:27:50.820
perks were sent to fewer conferences but they also found that their offices were
00:27:56.220
smaller when they measured them they found that women's offices were smaller by several inches even compared to like
00:28:03.299
male counterparts with similar like work experience and seniority
00:28:09.960
sorry I I bet it is
00:28:17.460
like these are like small things right like like office size maybe that doesn't
00:28:22.679
really matter but this small stuff happens all the time and it adds up
00:28:28.500
um to kind of summarize I I think we could reprogram or remove all the [ __ ]
00:28:34.640
anonymize applications and proposals we could all spend more time outside of our comfort zone
00:28:41.039
and we could all be just a little weird I don't sorry
00:28:49.200
right so I I don't mean like creepy weird
00:29:06.299
um I I I think by be weird I mean breaking outside of the box defying the
00:29:12.120
stereotypes of what a programmer is supposed to do I think stereotypes change over time
00:29:19.380
this used to be a female dominated industry 50 years ago when the US was
00:29:24.419
developing the first computer the Antioch all of the programmers were women stereotypes aren't fixed we can change
00:29:30.240
them I think people
00:29:37.620
people who can break out of stereotypes are amazing there's a lot of power in doing things that aren't expected of you
00:29:43.320
we're way more affected by other people's expectations than we think we are they've done studies where they they
00:29:49.799
show up at a school young kids like grade three or four I show up at the beginning of the year
00:29:55.440
and they give the students a test they tell the teachers that this test has been specially designed to highlight
00:30:02.460
students that are on the verge of an intellectual breakthrough a sort of like mental growth spurt
00:30:09.360
the test doesn't actually do anything like that the researchers picked 20 of the class
00:30:14.820
at random they tell the teachers that those are the students the test is identified as being on the cusp of this
00:30:21.539
growth spurt they don't tell the students they just tell the teachers
00:30:26.760
and they find that when they come back at the end of that year those students are performing way better than their
00:30:32.580
peers they spend more time working on homework their grades are better
00:30:39.179
teachers describe them as being more intellectually curious they were picked at random
00:30:46.380
what they think is happening is over the course of a year the teacher's impression that those students are about
00:30:51.419
to have a breakthrough adds up in lots of small encouragements maybe they smile
00:30:56.700
just a little bit more maybe they give them just a little bit of slack when they're having a rough day
00:31:02.940
there's there's this a lot of the research on this focuses on on young kids and
00:31:09.779
the the theme for this is called stereotype threat inoculation the the idea is sort of a like a brain
00:31:17.399
hack like counter programming changing the the idea of what's expected of people
00:31:22.440
um like there's this statistic uh girls in some places do a little bit less on
00:31:27.960
math and science than boys but they found that if the instructor at the beginning of the test says something
00:31:33.179
like you may have heard this myth that girls perform less well on these tests but the test you're about to take has
00:31:40.380
been shown to to equalize scores between boys and girls the girls scores pull
00:31:45.539
even with the boys the educational testing service the group that runs all of the standardized
00:31:51.240
tests for college admissions in the US the SAT Act they used to do this demographic survey
00:31:56.520
at the beginning of the exam they'd ask you your race your age your gender they found that just by moving that
00:32:02.779
demographic survey from the beginning of the exam to the End Girls scores on average went up four points
00:32:13.980
so if being reminded that you're not supposed to be good at something makes you less good at something
00:32:20.039
maybe we should all work harder at changing the definition of what we're supposed to be good at or what we're supposed to look like
00:32:26.279
um I love this guy this is Rosie Greer he's an American football player um he's a big guy he was a linebacker in
00:32:33.419
like the 70s and 80s he was in a coke commercial he was then uh free to be you and me
00:32:39.659
um and he loved needlepoint he used to do needlepoint between games he said it helped him relax and focus he wrote a
00:32:45.659
book Rosie Greer's needlepoint for men and I love the idea I love people who can break out of stereotypes and be
00:32:51.899
something different than what other people expect I think it's important to remember that
00:32:57.059
this is not something that's likely to change overnight programming a whole Community is hard making these sorts of changes aren't
00:33:03.480
likely to have an immediate payoff but I think it's worth it in the long run I think we can change the community I
00:33:09.779
think we can make a difference I think it's worth it to try
00:33:15.360
thank you
00:33:32.720
thank you foreign
