"Mothers as Candy Wrappers": Critical Infrastructure Supporting the Transition into Motherhood

Copyright © ACM. The transition into motherhood is a complicated and often unsupported major life disruption. To alleviate mental health issues and to support identity re-negotiation, mothers are increasingly turning to online mothers\u27 groups, particularly private and secret Facebook groups; these can provide a complex system of social, emotional, and practical support for new mothers. In this paper we present findings from an exploratory interview study of how new mothers create, find, use, and participate in ICTs, specifically online mothers\u27 groups, to combat the lack of formal support systems by developing substitute networks. Utilizing a framework of critical infrastructures, we found that these online substitute networks were created by women, for women, in an effort to fill much needed social, political, and medical gaps that fail to see \u27woman and mother\u27 as a whole being, rather than simply as a \u27discarded candy wrapper\u27. Our study contributes to the growing literature on ICT use by mothers for supporting and negotiating new identities, by illustrating how these infrastructures can be re-designed and appropriated in use, for critical utilization

Visual Representations of Gender and Computing in Consumer and Professional Magazines

Studies in the nineteen-eighties showed that advertising images of computers were gendered, with women relatively less represented, and shown with less empowered roles, problems or presented as sexual objects. This paper uses a mix of content and interpretative analysis to analyse current imagery in consumerist and professional society publications. It reveals the present variation and complexity of the iconography of computers and people across different domains of representation, with the continuation of gender bias in subtle forms

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).

Women IT Technicians: moving through the glass partition

A study of the lives and careers of women ICT technicians offers a different perspective to other research which focuses on traditional educational routes into computing professions. As part of the JIVE Partners project funded by the European Equal programme, we have recently completed a research study using a qualitative longitudinal approach that followed 20 women ICT technicians who were training to become Microsoft Certified Systems Engineers. We found that their routes into ICT were complex and varied and had often involved crossing boundaries between jobs which are usually gender segregated. Rather than reaching a glass ceiling that blocked their upward progression, these women found ways to make a lateral transition through a ‘glass partition’ into areas of work that have traditionally been dominated by men. Whilst women form significant numbers of those studying and working with ICTs, they are usually concentrated in administrative contexts rather than in technical occupations. Although precise figures are difficult to ascertain, there are few women working as ICT technicians or support staff and those that do work in these fields find that their career prospects are limited due to the attitudes and practices within this sector. Women in the study had a range of technical job roles some of which spanned traditional gender boundaries. The majority of the women did not choose ICT as their first profession, and for many of them there was an element of luck or chance in their entry into their current job roles. While formal careers advice had been minimal, family members (male and female) were important influencers, either as role models or as a source of information and encouragement. Prior to entering work in technical areas of ICT, these women had a range of educational backgrounds; they were often quite highly qualified but not in ICT subjects. Career decisions and future plans were strongly influenced by work life balance consideration

Ways of not reading Gertrude Stein

I situate the controversial critical strategies of “distant reading” and “surface reading” in the reception history of Gertrude Stein, an author whose work was frequently declared “unreadable.” I argue that an early twentieth-century history of compromised forms of reading, including women’s reading and information work, subtends both the technology with which distant reading may be carried out and the ways in which an author’s work comes to be understood as a “corpus.

Spartan Daily, May 4, 2009

Volume 132, Issue 49https://scholarworks.sjsu.edu/spartandaily/10586/thumbnail.jp

Preference Elicitation in Matching Markets Via Interviews: A Study of Offline Benchmarks

The stable marriage problem and its extensions have been extensively studied, with much of the work in the literature assuming that agents fully know their own preferences over alternatives. This assumption however is not always practical (especially in large markets) and agents usually need to go through some costly deliberation process in order to learn their preferences. In this paper we assume that such deliberations are carried out via interviews, where an interview involves a man and a woman, each of whom learns information about the other as a consequence. If everybody interviews everyone else, then clearly agents can fully learn their preferences. But interviews are costly, and we may wish to minimize their use. It is often the case, especially in practical settings, that due to correlation between agents’ preferences, it is unnecessary for all potential interviews to be carried out in order to obtain a stable matching. Thus the problem is to find a good strategy for interviews to be carried out in order to minimize their use, whilst leading to a stable matching. One way to evaluate the performance of an interview strategy is to compare it against a na¨ıve algorithm that conducts all interviews. We argue however that a more meaningful comparison would be against an optimal offline algorithm that has access to agents’ preference orderings under complete information. We show that, unless P=NP, no offline algorithm can compute the optimal interview strategy in polynomial time. If we are additionally aiming for a particular stable matching (perhaps one with certain desirable properties), we provide restricted settings under which efficient optimal offline algorithms exist