The women in IT (WINIT) final report

The Women in IT (WINIT) project was funded by the European Social Fund (ESF) from March 2004 until April 2006 under HE ESF Objective 3: Research into equal opportunities in the labour market. Specifically the project came under Policy Field 2, Measure 2: Gender discrimination in employment. The project was run in the Information Systems Institute of the University of Salford. One of the Research Associates has an information systems (IS) background, the other has a background in sociology. We begin this report with an overview of the current situation with regards women in the UK IT sector. Whilst gender is only recently being recognised as an issue within the mainstream IS academic community, thirty years of female under-representation in the ICT field in more general terms has received more attention from academics, industry and government agencies alike. Numerous research projects and centres (such as the UK Resource Centre for Women in Science, Engineering and Technology) exist to tackle the under-representation of women in SET careers, although the figures for women’s participation in the ICT sector remain disheartening, with current estimates standing at around 15% (EOC 2004). Various innovative initiatives, such as e-Skills’ Computer Clubs for Girls, appear to have had little impact on these low female participation rates. Additionally, these and other initiatives have been interpreted as a means to fill the skills gap and ‘make up the numbers’ to boost the UK economy (French and Richardson 2005), resulting in ‘add more women and stir’ solutions to the ‘problem’ of gender in relation to inclusion in IS and ICT (Henwood 1996). Given that there have been decades of equal opportunity and related policies as well as many government initiatives designed to address the gender imbalance in IT employment patterns, sex segregation in IT occupations and pay and progression disparity in the IT sector (including the latest initiative- a one million pound DTI funded gender and SET project), we could be forgiven for assuming that these initiatives have had a beneficial effect on the position and number of women in the IT workforce, and that even if we have not yet achieved gender equity, we can surely argue that there are positive moves in the right direction. Although we do not wish to make definitive claims about the success or failure of specific initiatives, our research, backed up by recent major surveys, paints a picture that remains far from rosy. Indeed a recent comparative survey of the IT workforce in Germany, Holland and the UK indicates that women are haemorrhaging out of the UK IT workforce (Platman and Taylor 2004). From a high point of 100,892 women in the UK IT workforce in 1999, Platman and Taylor (ibid., 8) report a drop to 53,759 by 2003. As the IT industry was moving into recession anyway, the number of men in the industry has also declined, but by nothing like as much, so the figures for women are stark. When it comes to number crunching who is employed in the UK IT sector and when trying to make historical comparisons, the first obstacle is defining the sector itself. Studies vary quite substantially in the number of IT workers quoted suggesting there is quite a bit of variation in what is taken to be an IT job. The IT industry has experienced considerable expansion over the past twenty years. In spring 2003 in Britain, it was estimated that almost 900,000 people worked in ICT firms, and there were over 1 million ICT workers, filling ICT roles in any sector (e-Skills UK, 2003). This growth has resulted in talk of a ‘skills shortage’ requiring the ‘maximization’ of the workforce to its full potential: ‘You don’t just need pale, male, stale guys in the boardroom but a diversity of views’ (Stone 2004). In spring 2003 the Equal Opportunities Commission estimated there to be 151,000 women working in ICT occupations compared with 834,000 men (clearly using a different, much wider job definition from that of Platman and Taylor (2004)) , whilst in the childcare sector, there were less than 10,000 men working in these occupations, compared with 297,000 women (EOC 2004). It is estimated that the overall proportion of women working in ICT occupations is 15% (EOC 2004). In the UK, Office of National Statistics (ONS) statistics indicate that women accounted for 30% of IT operations technicians, but a mere 15% of ICT Managers and only 11% of IT strategy and planning professionals (EOC 2004). Although women are making inroads into technical and senior professions there remains a ‘feminisation’ of lower level jobs, with a female majority in operator and clerical roles and a female minority in technical and managerial roles (APC 2004).

Culture dimensions in software development industry: The effects of mentoring

Software development is a human centric and sociotechnical activity and like all human activities is influenced by cultural factors. However, software engineering is being further affected because of the globalization in software development. As a result, cultural diversity is influencing software development and its outcomes. The software engineering industry, a very intensive industry regarding human capital, is facing a new era in which software development personnel must adapt to multicultural work environments. Today, many organizations present a multicultural workforce which needs to be managed. This paper analyzes the influence of culture on mentoring relationships within the software engineering industry. Two interesting findings can be concluded from our study: (1) cultural differences affect both formal and informal mentoring, and (2) technical competences are not improved when implementing mentoring relationships

Integrating spatial and temporal approaches for explaining bicycle crashes in high-risk areas in Antwerp (Belgium)

The majority of bicycle crash studies aim at determining risk factors and estimating crash risks by employing statistics. Accordingly, the goal of this paper is to evaluate bicycle-motor vehicle crashes by using spatial and temporal approaches to statistical data. The spatial approach (a weighted kernel density estimation approach) preliminarily estimates crash risks at the macro level, thereby avoiding the expensive work of collecting traffic counts; meanwhile, the temporal approach (negative binomial regression approach) focuses on crash data that occurred on urban arterials and includes traffic exposure at the micro level. The crash risk and risk factors of arterial roads associated with bicycle facilities and road environments were assessed using a database built from field surveys and five government agencies. This study analysed 4120 geocoded bicycle crashes in the city of Antwerp (CA, Belgium). The data sets covered five years (2014 to 2018), including all bicycle-motorized vehicle (BMV) crashes from police reports. Urban arterials were highlighted as high-risk areas through the spatial approach. This was as expected given that, due to heavy traffic and limited road space, bicycle facilities on arterial roads face many design problems. Through spatial and temporal approaches, the environmental characteristics of bicycle crashes on arterial roads were analysed at the micro level. Finally, this paper provides an insight that can be used by both the geography and transport fields to improve cycling safety on urban arterial roads

Has Covid-19 increased gender inequalities in professional advancement? Cross-country evidence on productivity differences between male and female software developers

Objective: This article analyzed gender differences in professional advancement following the outbreak of the Covid-19 pandemic based on data from open-source software developers in 37 countries. Background: Men and women may have been affected differently from the social distancing measures implemented to contain the Covid-19 pandemic. Given that men and women tend to work in different jobs and that they have been unequally involved in childcare duties, school and workplace closings may have impacted men’s and women’s professional lives unequally. Method: We analyzed original data from the world’s largest social coding community, GitHub. We first estimated a Holt-Winters forecast model to compare the predicted and the observed average weekly productivity of a random sample of male and female developers (N=177,480) during the first lockdown period in 2020. To explain the cross-country variation in the gendered effects of the Covid-19 pandemic on software developers’ productivity, we estimated two-way fixed effects models with different lockdown measures as predictors – school and workplace closures, in particular. Results: In most countries, both male and female developers were, on average, more productive than predicted, and productivity increased for both genders with increasing lockdown stringency. When examining the effects of the most relevant types of lockdown measures separately, we found that stay-at-home restrictions increased both men’s and women’s productivity and that workplace closures also increased the number of weekly contributions on average – but for women, only when schools were open. Conclusion: Having found gender differences in the effect of workplace closures contingent on school and daycare closures within a population that is relatively young and unlikely to have children (software developers), we conclude that the Covid-19 pandemic may indeed have contributed to increased gender inequalities in professional advancement.Fragestellung: In diesem Artikel untersuchen wir anhand von Open Source-Softwareentwicklern Produktivitätsunterschiede zwischen Männern und Frauen in Folge der Covid-19-Pandemie für insgesamt 37 Länder. Hintergrund: Die Maßnahmen, die zur Eindämmung der Covid-19 Pandemie getroffen wurden, hatten möglicherweise unterschiedliche Auswirkungen auf das berufliche Fortkommen von Männern und Frauen. Wie haben sich insbesondere die Schließungen von Arbeitsstätten, Schulen und Kitas ausgewirkt? Methode: Grundlage der Analysen sind Daten der weltweit größten Social Coding Community GitHub. In einem ersten Schritt schätzen wir Holt-Winters-Vorhersagemodelle, um die tatsächliche Produktivität mit der vorhergesagten Produktivität von männlichen und weiblichen Softwareentwicklern während des ersten Lockdowns im Jahr 2020 zu vergleichen (N=177.480). In einem zweiten Schritt schätzen wir two-way fixed-effects Modelle, um Unterschiede in den geschlechtsspezifischen Auswirkungen der Covid-19-Pandemie auf die Produktivität von Softwareentwicklern anhand verschiedener Lockdownmaßnahmen zu erklären, insbesondere der Schließung von Schulen und Arbeitsstätten. Ergebnisse: In den meisten Ländern waren sowohl männliche als auch weibliche Entwickler im Durchschnitt produktiver als erwartet. Diese Produktivitätszuwächse stiegen bei beiden Geschlechtern mit zunehmender Lockdownintensität. Eine getrennte Betrachtung der verschiedenen Maßnahmen zeigt, dass Ausgangssperren mit einer höheren Produktivität bei Männern und Frauen einhergingen. Gleiches gilt für die Schließung von Arbeitsstätten – bei Frauen jedoch nur dann, wenn die Schulen gleichzeitig geöffnet waren. Schlussfolgerung: Angesichts der Tatsache, dass unsere Untersuchungspopulation relativ jung und in der Tendenz kinderlos ist, wir aber dennoch in Abhängigkeit von Schul- und Kitaschließungen geschlechtsspezifische Unterschiede in den Auswirkungen geschlossener Arbeitsstätten finden, kommen wir zu dem Schluss, dass die Covid-19-Pandemie in der Tat zu größeren Ungleichheiten zwischen den Geschlechtern beim beruflichen Aufstieg beigetragen haben könnte

Corporate culture in Japan – a Western view

Kultura korporacyjna w każdym kraju stanowi pochodną kultury narodowej. Autorka wskazuje na fakt, że znajomość kultury kraju, z którym utrzymywane są stosunki ekonomiczne, kontakty handlowe i inwestycyjne, jest nie do przecenienia. Ponad 300 japońskich firm na stałe wpisało się już w gospodarczy krajobraz Polski, dając zatrudnienie więcej niż 40 tys. pracowników, dlatego też problematyka artykułu jest tak istotna. W tekście zostały przedstawione poglądy naukowców z dziedziny teorii organizacji, socjologii, psychologii, m.in. Geerta Hofstede, Alfonsa Trompenaarsa oraz ekspertów z dziedziny praktyki gospodarczej (Denise Pirrotti-Hummel). G. Hofstede, w pionierskich badaniach, prześledził opinie ponad 1600 respondentów – pracowników IBM z 70 krajów. Pytania dotyczyły „cech narodowych”, zdaniem Hofstede, różnicujących poszczególne kultury biznesu. Jako determinanty tych różnic uwzględnił: hierarchiczność struktur i stosunek do kwestii nierówności społecznych, postawy wobec ryzyka i niepewności, indywidualizm (priorytet jednostki albo grupy), a także stopień maskulinizacji społeczeństwa. W toku późniejszych badań autor dodał do wyżej wymienionych „papierków lakmusowych” pragmatyzm oraz samoocenę. Z kolei A. Trompenaars w latach 1886–1993, na podstawie ankiet skierowanych do 15 tysięcy menedżerów z 50 krajów, określił, jego zdaniem, zestaw najważniejszych cech specyficznych, przesądzających o odmienności narodowych kultur korporacyjnych. W artykule omówiono niektóre z nich: (1) uniwersalizm kontra partykularyzm; (2) opanowanie kontra emocjonalność; (3) ocena ex post według faktycznych osiągnięć kontra przypisanie znaczenia ex ante; (4) synchroniczność kontra sekwencyjność w pojmowaniu czasu. I wreszcie ostatni z wymienionych na wstępie badaczy kultury biznesowej, Denise Pirrotti-Hummel, zwraca uwagę na szczególne, jej zdaniem, cechy japońskich partnerów gospodarczych: długi horyzont podejmowania decyzji (planowanie), pełna akceptacja zasady starszeństwa, czy niewerbalny charakter komunikacji międzyludzkiej. Autorka artykułu nie tylko zapoznaje czytelnika z wieloma determinantami zachowań Japończyków w biznesie, ale i poddaje krytycznej analizie konsekwencje, jakie mogą one mieć dla przebiegu negocjacji w dziedzinie gospodarki oraz w procesach decyzyjnych.The organizers of the conference wish to acknowledge the National Bank of Poland’s generous funding of this publication