Girls In Tech

This month’s TechCrunch UK event sparked a fierce debate about women in technology that has continued to spread through online and offline channels as men and women alike discuss the past, present and future of women in technology, and address certain barriers or perceived problems with what is undeniably a dearth of women in the field.

As we launched the Boston chapter of Girls in Tech, we had just this debate within our own team. Do we discuss the lack of and decline of women in technology and address gender biases and perceived skill-set issues? Do we argue that there are limitations placed on women in technology that should be broken down? Or do we stand as proof that there ARE wonderfully talented women in technology, that the barriers are simply ours to break down or dispel, and that women are just as armed for success in this industry as anyone else?

This is a tough call, tougher I think than many imagine. By continuing a line of argument that is founded in calling out reasons that women are not as plentiful in the technology field, what are we saying? That male dominated offices intimidate or discourage women from getting involved? That, as Cate Sevilla of BitchBuzz argues, women are sick of male-dominated networking events, scantily clad girls on tech magazine covers and equally as scantily clad women working booths on trade show floors, so they simply choose not to get involved in the field?? That women are discriminated against, underpaid, held back from promotions or even not hired when a comparable man is available for the job?

Are these reasons, or excuses?

Alternatively, do we argue that women who want to be in technology and enjoy that kind of work ARE in the field? Do we showcase their talents, applaud their achievements and call out their expertise as proof that if so desired, women can be just as successful as men in technology? Do we use positive reinforcement to set examples for other women that technology can be a rewarding field with many advantages, get involved in community events to encourage young women to study math and science, foster the inner geek in our daughters when they want a lego set rather than a barbie, and recognize that barriers exist in many professions, it is more productive to address affecting change on a personal level and within our own organizations than to bitch about skimpy outfits at trade shows and offices with a predominance of male peers?

There have been excellent arguments made on both sides, and I do believe somewhere in the middle we’ll find the answer, and that a certain recognition and acknowledgment of existing problems is necessary. But I also think that this should be a quick initial first step in a larger program to promote the great work of many women in technology. Education about exciting careers in technology and great examples from women who are leaders in this field is the best way to grow our numbers, not continued complaining about why our numbers are low. Many women feel that they have suffered in a male-dominated workplace, so it is not with an aim toward dismissing those sentiments that I make this call, but rather to acknowledge that the key to a solution lies not in continuing to harp on those experiences, but to look toward constructive steps we can take to affect change.

It’s time we take responsibility for the growth of women in technology, and not continue to look for someone to blame instead.

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• Why shouldn’t there be more women in technology? (guardian.co.uk)