1. Coding Like a Girl How teams with women gain with the diversity.

2. About me Major in Digital Game Development Senior Software Engineer with 7 years in the market Web Development Women in Technology Advocate Lego fanatic =) 3. Diversity Gender Racial Ethnic Sexual Orientation 4. Bias 5. Bias Project Implicit from Harvard University Preferences, attitudes and memory 6. Project Implicit 7. Project Implicit 0% 7.5% 15% 22.5% 30% 1% 3% 6% 18% 18% 28% 26% Strong automatic association of Male with Science and Female with Liberal Arts Moderate automatic association of Male with Science and Female with Liberal Arts Slight automatic association of Male with Science and Female with Liberal Arts Little to no association between genders and academic domains Slight automatic association of Male with Liberal Arts and Female with Science Moderate automatic association of Male with Liberal Arts and Female with Science Strong automatic association of Male with Liberal Arts and Female with Science Source: Project Implicit 8. IAT Scores Male with Science Female with Liberal Arts Female with Science Male with Liberal Arts Source:ProjectImplicit 9. Like a Girl 10. You know, you are really intelligent, for a girl. Undisclosed friend 11. Like a Girl You drive like a girl You punch like a girl You fight like a girl You [verb] like a girl 12. Diversity Reports 13. All Areas 0% 20% 40% 60% 80% 100% Apple Facebook Google Twitter Yahoo 1% 37%30%30%31%30% 62% 70%70%69%70% Male Female Non Disclosed* Source:CompaniesDiversityReports 14. Tech 0% 20% 40% 60% 80% 100% Apple Facebook Google Twitter Yahoo 1% 15%10%17%15%20% 85% 90% 83%85% 80% Male Female Non Disclosed* Source:CompaniesDiversityReports 15. Non-tech 0% 20% 40% 60% 80% 100% Apple Facebook Google Twitter Yahoo 1% 52%50%48%47%35% 47%50%52%53% 65% Male Female Non Disclosed* Source:CompaniesDiversityReports 16. High Level 0% 20% 40% 60% 80% 100% Apple Facebook Google Twitter Yahoo 1% 23%21%21%23%28% 77%79%79%77% 72% Male Female Non Disclosed* Source:CompaniesDiversityReports 17. All Areas 0% 20% 40% 60% 80% 100% Apple Facebook Google Twitter Yahoo 1% 37%30%30%31%30% 62% 70%70%69%70% Male Female Non Disclosed* Tech 0% 20% 40% 60% 80% 100% Apple Facebook Google Twitter Yahoo 1% 15%10%17%15%20% 85% 90% 83%85% 80% Male Female Non Disclosed* Non-tech 0% 20% 40% 60% 80% 100% Apple Facebook Google Twitter Yahoo 1% 52%50%48%47%35% 47%50%52%53% 65% Male Female Non Disclosed* Senior Level 0% 20% 40% 60% 80% 100% Apple Facebook Google Twitter Yahoo 1% 23%21%21%23%28% 77%79%79%77% 72% Male Female Non Disclosed* Source:CompaniesDiversityReports 18. Portrait of the tech workforce facts Men 2.7x more chance of leading positions Women gravitates towards other women Lack of role models Women values exibility more than men Source: Anita Borg Institute, Climbing the technical ladder 19. Rank Levels Source: Anita Borg Institute, Climbing the technical ladder 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Women Men 20.2% 10.9% 55.2% 56% 24.6% 33.1% Entry Mid High 20. Why diversity matters? 21. Diversity Increases Group Performance 22. Group Performance Collective Intelligence is increased Diverse teams are more ecient Better problem solving More innovative solutions Source: Ernest & Young, Prof. Anita Williams Woolley, Anita Borg Institute 23. Group Performance Three factors: 1 - Social sensitivity 2 - Numbers of speaking members 3 - Proportion of females on the group Source: Ernest & Young, Prof. Anita Williams Woolley, Anita Borg Institute 24. Diversity Powers Innovation 25. Innovation Competitive advantage Diverse groups outstanding performance Patents with mixed gender cited more often Source: Ernest & Young, Prof. Anita Williams Woolley, Anita Borg Institute 26. Innovation Source: London Business School, Anita Borg Institute "If people think alike, then no matter how smart they are they most likely will get stuck at the same locally optimal solutions. Innovating, requires thinking differently. That's why diversity powers innovation." Scott Page, University of Michigan 27. Neil deGrasse Tyson 28. Neil Degrasse Tyson Astrophysicist 29. Neil deGrasse Tyson, at 2009 New York Conference - Link Before we start talking about genetic dierences, you got to come up with a system that is equal opportunity. Then we can have that conversation. 30. Thank you Twitter: @gabidavila Web: http://davila.blog.br Email: gabidavila@gmail.com 31. References ANITA BORG INSTITUTE - Climbing the Technical Ladder ANITA BORG INSTITUTE - The Case for Investing on Women ANITA BORG INSTITUTE - Women Technologists Count ANITA WOLLEY - Evidence for a Collective Intelligence Factor in the Performance of Human Groups CATALYST, Why Diversity Matters? ERNST & YOUNG - Groundbreakers ILLUMINATE VENTURES - High Performance Entrepreneurs