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International Women’s Day serves as an important reminder that each and every one of us plays a role in recognizing and addressing gender bias. Together, we can make a difference in creating a more equitable world for all.
At McAfee, we know that genuine change requires continuous commitment. And while we’re proud of the efforts we’re making as a company – from being the first cybersecurity company to achieve global pay parity (and maintain it), to expanded time off for new parents, to a woman on every hiring panel to help remove bias – we know there is more to do.
This International Women’s Day and beyond, McAfee team members around the globe share how they’ll continue to advance inclusion and gender equality by actively working to #BreakTheBias.
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JaffarSadhik
Software Quality Engineer (India) A gender equal world starts with a change. A change within families, a change with perspectives, a change among society!
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Arathi Program Manager (Canada) I am helping to #BreakTheBias by teaching my son that both boys and girls, men and women can do it all.
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Krupali
Sr Market Research Analyst (USA) We need to think differently. Women have, are and will always be quintessential architects of society. Together we can #BreakTheBias
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Ambareen Software Engineer (UK) Collectively we can all #BreakTheBias! I am doing my part and learning from my mum and helping the next generation believe in themselves irrespective of gender.
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Kevin Real Estate & Workplace Strategy (Ireland) Equality can only be achieved if diversity, difference and qualities of woman are truly valued. We must work together to acknowledge and #BreakTheBias.
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Darya Channel Marketing (Australia) Bias against anyone for simply being different, limits our growth and is a significant waste of talent, energy and happiness. I commit to taking an active role in questioning perceptions to do my part to influence change.
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Natalia Software Sales (Canada) I will help #BreakTheBias by raising and supporting a strong independent young adult and setting an example for her. I do so by choosing my career path while leading and growing personally and professionally!
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Winnie Talent Acquisition Partner (Australia) I will #BreakTheBias by addressing and challenging gender stereotypes.
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Aisling Senior People Partner (Ireland) I will help #BreakTheBias by encouraging conversations around diversity, challenging myself and others to consider where we can make changes that will have a positive impact.
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Join McAfee and millions of others around the world in celebrating International Women’s Day by sharing how you’ll #BreakTheBias.
Interested in building your career at a company that helps women thrive? Search our openings!
The post McAfee Teammates Share How They’ll Help #BreakTheBias this International Women’s Day appeared first on McAfee Blog.
It’s easy to imagine where we would be without women in technology.
We’d be poorer for it.
With Mother’s Day upon us, I couldn’t help but think once more about the stark employment figures I shared in my International Women’s Day blog just a few weeks ago. Millions of women have involuntarily left the workforce at a much higher rate than men during the pandemic—with roughly one third of women in the U.S. aged 25-44 citing that childcare was the reason for that unemployment.
Reflecting on this further, I thought about the women in technology who’ve left their positions during this past year. It’s a loss of talent and capability that’s set back decades of advances by trailblazing women who not only shine in their field yet also do so in male-dominated realms of study, research, and employment.
So as we look ahead to recovery, we should also look back. By celebrating just a few of the women in technology who shaped our world today, women who truly are “mothers of invention,” perhaps we can remember just how vital women are in our field—and how we should double down on our efforts to welcome them back.
Imagine a time when the term “software engineering” wasn’t recognized, even though it was crucial to us landing on the moon.
Such were the days when Margaret Hamilton began her work at Massachusetts Institute of Technology (MIT) as a job to support her family while her husband went to law school at Harvard. This was in 1959 and would introduce her to Edward Lorenz, the father of chaos theory, and put her on the path to help humanity set its first footsteps on the moon.
It was her work and her code that developed a software-driven system that warned astronauts of in-flight emergencies, an advance she credits her young daughter for inspiring, as recounted in this interview:
Often in the evening or at weekends I would bring my young daughter, Lauren, into work with me. One day, she was with me when I was doing a simulation of a mission to the moon. She liked to imitate me – playing astronaut. She started hitting keys and all of a sudden, the simulation started. Then she pressed other keys and the simulation crashed … I thought: my God – this could inadvertently happen in a real mission.
I suggested a program change to prevent a prelaunch program being selected during flight. But the higher-ups at MIT and NASA said the astronauts were too well trained to make such a mistake. Midcourse on the very next mission, Apollo 8, one of the astronauts on board accidentally did exactly what Lauren had done. The Lauren bug! It created much havoc and required the mission to be reconfigured. After that, they let me put the program change in, all right.
When you search online, you have this woman to thank.
A true pioneer, Karen Spärck Jones worked at Cambridge, during which time she developed the algorithm for deriving a statistic known as “term frequency–inverse document frequency” (TFIDF). In lay terms, TFIDF determines how important a word is relative to the document or collection of terms in which it is found. Sound familiar? It should, as her work forms the basis of practically every search engine today.
Spärck Jones remained outspoken with regards to what she referred to as “professionalism” in technology. This had two layers: the first being the technical efficacy of a solution, the second being the rationale for even doing it in the first place. In her words,
“[T]o be a proper professional you need to think about the context and motivation and justifications of what you’re doing … You don’t need a fundamental philosophical discussion every time you put finger to keyboard, but as computing is spreading so far into people’s lives you need to think about these things.”
Her vision for computing and her hands-on work led to development of COBOL, a programming language still in use today. Driving that vision was the belief that human language could be used as the basis for a programming language, making it more accessible, particularly for business use. The result was the FLOW-MATIC programming language, which was later developed into COBOL, a language that is estimated to be used in 95% of ATM card swipes.
During her time as a naval officer, she helped transform centralized Defense Department systems into smaller, distributed networks akin to the internet we now know and use. At her retirement near the age of 80, she went to work in the private sector where she held the role of full-time senior consultant until her passing at age 85. This 1983 profile of her, aired when she was 76, is certainly worth a watch.
Quite plainly, Perlman’s work paved the way for the routing protocols that underpin the modern internet.
Prior to Perlman’s work, as networks grew and accordingly became more complex, data would often flow into loops that prevented them from reaching their intended destination. Enter her creation of the Spanning Tree Protocol (STP), which can handle large clouds of computers and network devices. While its since evolved, the concept of an adaptive network remains squarely in place.
Another advance of hers was introducing computer programming to young children aged 3 to 5 back in the 1970s. While working at MIT’s LOGO Lab, she created TORTIS (Toddler’s Own Recursive Turtle Interpreter System), which used buttons from programming and allowed for experimentation with a robotic turtle that would follow a toddler’s commands. In the abstract for her paper that documented the work, she emphasized what she felt was a vital point, “Most important of all, it should teach that learning is fun.”
These women have led and inspired, and likewise it’s on all of us in technology to build on the advances they made possible through both our work and the workplace cultures we foster—particularly as we begin our recovery from this pandemic.
One of the many reasons I’m proud to be a part of McAfee is our Women in Security (WISE) community. It’s truly a forward-thinking program, which we introduced to enrich and support women in the tech sector through mentorship programs and professional development conferences. It’s one of the several, tangible ways we actively strive for a vibrant and diverse culture at McAfee.
Another powerful voice for women in tech is AnitaB.org, which supports women in technical fields, as well as the organizations that employ them and the academic institutions training the next generation. A full roster of programs help women grow, learn, and develop their highest potential.
And for looking forward yet further, there’s Girls Who Code, which is building the next generation of female engineers and technologists. Their data shows why this is so vital. They found that 66 percent of girls aged six to 12 show interest in computing, but that drops to 32 percent for girls aged 13 to 17, and then plummets to only 4 percent for college freshmen. Accordingly, they support several programs for school-aged girls from third grade up through senior year of high school, help educators and communities launch clubs, and advocate for women in their field through their work in public policy and research.
And that’s just for starters. For an overview of yet more organizations where you can get involved, check out this list of 16 organizations for women in tech—all of which help us realize a better world with women in technology.
The post The Mothers of Invention: Women Who Blazed the Trail in Technology appeared first on McAfee Blogs.
Only 57% of women in the U.S. are working or looking for work right now—the lowest rate since 1988.
That telling data point is just one of several that illustrate a stark contrast in these stark times: of the millions who’ve seen their employment affected by the pandemic, women have been hardest hit.
According to the U.S. Bureau of Labor Statistics (BLS), some 2.3 million women left the workforce between the start of the pandemic and January 2021. Meanwhile, the BLS statistic for the number of men who left the U.S. workforce in that same period was 1.8 million. With International Women’s Day here, it’s time we ask ourselves how we can stem this inordinately sized tide of hard-working and talented women from leaving the workforce.
A broader BLS statistic provides a further perspective: a total of 4,637,000 payroll jobs for women have been lost in total since the pandemic began in the U.S. alone. That ranges from executive roles, jobs in retail, and educators, to work in public service and more. Of those jobs lost, about one third of women aged 25-44 cited that childcare was the reason for that unemployment.
Combine that with the fact that globally women carry out at least two and a half times more unpaid household and care work than men, and a global gender pay gap of 23%, it’s easy to see why millions of women have simply dropped out of the workforce to manage children and home schooling—even in the instances where employment is available.
Not that this should surprise us. For example, just a few years before the pandemic, research showed that few Americans wanted to revert to the traditional roles of women at home and men in the workplace. However, when push came to shove, the Pew Research showed that women most often made compromises when needs at home conflicted with work. And now we’ve seen that sentiment come home to roost. On a massive scale.
Put plainly, when the pandemic pushed, women’s working lives predominantly went over the edge.
Within these facts and figures, I’d like to focus on the women who are working remotely while caring for their families, whether that’s their children, elders in their lives, or even a mix of both. What can we do, as employers, leaders, and co-workers in our businesses to better support them?
As early as June, Forbes reported that women were reducing their working hours at a rate four to five times greater than men, ostensibly to manage a household where everything from daycare, school, elder care, and work all take place under the same roof. The article went on to cite ripple-effect concerns in the wake of such reductions like the tendency to pursue less-demanding work, greater vulnerability to layoffs, and reduced likelihood for promotion. In fact, one study conducted in the U.S. last summer found that 34% of men with children at home say they’ve received a promotion while working remotely, while only 9% of women with children at home say the same.
In an interview with the BBC, Melinda Gates, the Co-Chair of the Bill and Melinda Gates Foundation, stated her views on the situation succinctly: “I hope Covid-19 forces us to confront how unsustainable the current arrangement is—and how much we all miss out on when women’s responsibilities at home limit their ability to contribute beyond it. The solutions lie with governments, employers, and families committed to doing things more equitably.” I agree. This is a problem for us to solve together.
As for the role of employers and leaders in the solution, some thinking presented in The Harvard Business Review caught my eye. The article, “3 Ways Companies Can Retain Working Moms Right Now” focuses on what employers can do to better support the women in their workforce. The three ingredients the authors propose are:
If we think about the stressors we all face, this simple recipe actually reveals some depth. It takes knowing, and engaging with, employees perhaps more greatly than before. One sentence in the conclusion struck me in particular:
“It is no longer an option for managers to pretend that their employees do not have lives outside of their jobs, as these evaporated boundaries between home and work are not going away anytime soon.”
I see this every practically every day when I meet with my team. I’m sure you’ve seen it as well. With our laptop cameras on for sometimes hours a day, we’ve all caught glimpses into our coworker’s lives outside the office, seen that 7am meeting rescheduled for 8am to accommodate a busy breakfast rush with the family, or even kiddos pop into the frame during a call to say “hi.” What we may not see is just how much of a struggle that could be for some in the long haul.
Enter again those notions of providing certainty and clarity, rightsizing job expectations, and showing empathy. While not the end-all-be-all answers, they provide a starting point. As employers and leaders, if we can minimize the x-factors, adapt the workloads, and show compassion as we navigate the road to recovery, we can retain employees—and at least mitigate some of the stressors that are pushing women out of their jobs and careers during this pandemic. Exceptional employers and leaders have always done this. And now, in exceptional times, I believe it must become the norm.
Likewise, for co-workers, it’s absolutely okay to check in with people on your team, your vendors, your clients, and other people in your network and simply ask how they’re doing. I’ve had many meetings where we informally go around the horn and talk about what’s going on outside of work. The shared experience of working remotely has a way of creating new norms, and perhaps starting a meeting with an informal check-in way on occasion is one of them.
This is an opportunity to listen, simply so someone can feel better by being heard, and so that we can pinpoint places where we can come in and offer some support.
Some challenges women are facing are beyond our capacity to help firsthand, yet we can identify them when we see them. If you or someone you know is struggling, here are a few resources in the U.S. that can help:
The Office on Women’s Health, part of the U.S. Department of Health & Human services, offers a wealth of resources on its website, along with a help line that can provide further resources as well.
The National Institute of Mental Health has an extended list of articles, resources, and links to services that can provide immediate help for people who are struggling to cope or who are in crisis.
A Better Balance is a nonprofit legal advocacy group that “uses the power of the law to advance justice for workers, so they can care for themselves and their loved ones without jeopardizing their economic security.” They offer a confidential help line that can provide people with information about their workplace rights.
The National Women’s Law Center offers complementary legal consultations and with questions about accessing paid sick leave and paid leave to care for a child whose school or childcare provider is closed because of COVID-19.
As women leave the workforce worldwide, we’ve seen organizations lose precious talent, and we’ve seen women sacrifice their livelihoods and career paths. As such, the pandemic has exacted hard and human costs, ones that have fallen on women in outsized ways.
A problem of this scope is one for us to solve collectively. Apart from the bigger, broader solutions that may be forthcoming, as the employers and co-workers of women, there’s something we can do right now: reach out, listen, and act. These days call for more empathy and adaptation than ever before, particularly for the hard-working women who are doing it all—and then some.
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The post Supporting the Women Most Affected by the Pandemic appeared first on McAfee Blogs.
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