Why are there so few women in the tech industry in Oslo, Norway?

Transcription

1 Why are there so few women in the tech industry in Oslo, Norway? I believe that these kinds of networks, such as Oda- Nettverk and others, give a united strength and community feeling, and there is obviously a need when there are so many members of Oda, TENK and Girl Geek. Many women are alone in the workplace, so having such a community is important. (Female, IT and communication company). This dissertation aims to understand why there are so few women in the tech industry in Oslo, Norway. Is it because of male domination? Is it because women do not like technology? Or is it because of a chilly environment in which women may not thrive? This is a highly topical area, and has recently been raised as a concern in Norwegian and international media and news events. I think it has to do with traditions, why do you think there are so many female nurses? It is about people making traditional choices, you choose what your friends choose... you choose what your parents know... (Female, IT company). You [the women] choose traditional jobs, because it is safe. (Female, tech company) The topic has been widely researched in several geographic locations, but not specifically in Oslo. Norway is an interesting country to study in these terms as it is perceived as a gender liberal society, for example because of the gender quota law imposed in An extensive amount of research has been carried out on women in male dominated environments, such as the tech industry. Women are still underrepresented in areas such as science, technology and mathematics, and it is of

2 interest to know why women do not enter these professions in such a gender liberal country as Norway. There is a stereotype existing, that girls should not be interested in technology, especially not girls that are also interested in other stereotypical girl-things. Such as hair, makeup, clothes, and things like that. (Female, communication company). Many people argue that women are initially more secluded to promote themselves..., they are more cautious. Women should be the opposite... in all ways. This research adopted a qualitative approach, collecting data through individual interviews, in which fifteen individuals in the tech industry in Oslo were questioned in June The interviewees are kept anonymous, and the data collected is treated with high respect. The interviews were recorded and fully transcribed, before the data was coded and analysed to investigate which themes emerged from it. We must show young girls that we who work in the tech industry look like this... And we can be cool, and we are pretty and beautiful. We are girlygirls. (Female, IT company). It is negative that young girls do not have any role models to look up to... (Female, tech start-up).

3 This dissertation examines the barriers, or perceived barriers, which women encounter in the industry and how they overcome them. One of the key findings confirms that women have more complicated career paths than men in a male dominated environment. One of the more prominent themes which emerges is the fact that the tech industry has traditionally been male dominated. The industry has been built by men, and the largest tech companies in the world today have been founded and led by men. This male-dominated, work-obsessed culture does not appeal to women, and thus they leave the industry or chose not to enter the industry. Other prominent themes emerging are that women are less confident than men, the tendency of men hiring men similar to themselves, and the stereotypes of women not liking technology and of the tech worker. Some women do enter the industry which is the case for the women interviewed in this dissertation. They all really enjoy working in the sector, but they do see that it is male dominated and understand why this can discourage other women from entering. We must communicate that there exist various jobs within the industry, just like there are various jobs within oil... and yes... right?...some women, they think that it [tech] is not glamorous, and those kind of things. But then it is about highlighting the female role models who actually are... cool, if you can call them that... Highlight the role models, and show that you can if you want, you don t have to be a total nerd if you do it [tech]. (Female, tech start-up). There are different strategies on how to overcome these barriers. It is important for women to engage with men as they still dominate the industry. Women can promote equality and women in tech, but it is important to have support from men to engage more people. Being a member of a network can provide a feeling of solidarity for women, and a sense of belonging. Mentorship was also emphasised in this research

4 as important for both genders; you need someone that drives you, believes in you, and can help you reach your goals. Women in tech should be encouraged to give speeches and presentations, and to be role models. You cannot be what you cannot see ; young girls need to see women in tech and be able to look up to them as their role models. Good leaders, who value diversity, were also found to be crucial for women in tech. I see it this way, if I find good IT women, they are much better than the men, because when they say they can something, then they do. While men, well, they ve heard about it, so they know it somehow.... (Female, tech company). Men are typical better at selling themselves, so in some way it is a barrier that women are less good in selling themselves. In the same way, if they lean too much in, it s perceived in a wrong way... Four recommendations for companies in Oslo and the industry in general have emerged from this research, regarding how companies can facilitate careers for women, and attract more women into the industry: 1. Good leaders and managers who desire diversity for the company are an important step towards diversity and attracting more women to tech. 2. Women should be included in writing job specifications and advertisements so words and pictures that also appeal to women are used. 3. Two to three people should be present at all interviews, one of them being a woman, to create equal hiring processes for all candidates. 4. Women need support from men in promoting diversity and the company should also appoint male ambassadors for the cause.

5 These recommendations can provide guidelines for tech companies which want to attract and retain more women. Due to the increasing growth of the technology sector, there is an increasing need for qualified people. The industry needs people to fill future vacancies, and thus needs more women as well as men. This is therefore not just an issue for women, but an issue for business in general.