CAMPAIGN

Resilient Leaders in Tech

STATISTICS and STORIES

Let’s be courageous to look at the facts.

There’s no use to blame, shame or judge, rather let’s realize that bullying and harassing exists in the tech industry and do something about it. Acknowledging that it happens doesn’t mean that you condone it — it means you have what it takes to face and solve prickly challenges and avoid escalations or law suits that are painful for everyone.

This is what goes on under our noses:

When women discuss their experiences in coaching sessions, they share they’ve heard comments from high-tech executives or colleagues such as:

      • “Nobody respects you”
      • “Nobody likes you”
      • “Are your hormones acting up?”
      • “Do they still give PhDs to women?”
      • “Is that a pregnant woman’s solution?”

In other cases, many women:

      • feel like they have PTSD from workplace events
      • experience punitive unwritten rules around performance reviews and promotions during pregnancy and before/after maternity leave
      • expect that company leaders take the lead to create safe and respectful workplaces for men and women
      • love tech, yet feel like it’s hard to be in tech

Survey statistics state that:

      • 65% of women surveyed report unwanted sexual advances received from a superior, with half receiving advances more than once
      • 75% are asked about family life, marital status and children in interviews
      • 87% report demeaning comments from male colleagues
      • 33% fear their personal safety

According to Stanford Business School’s Jeffrey Pfeffer, imbalanced work cultures are as deleterious to people’s health and well-being as second-hand smoking or other harmful chemicals. While Pfeffer reports on these issues from a broader perspective, he finds that emotional upsets negatively affect peoples’ health and team outcomes. For instance, perceived injustices are associated with 41% of higher sickness absence in men, 12% in women and 40% of self-reported health for both genders. These data illustrate the link between employee emotional distress and organizational costs.

Source of articles and surveys: