What occured during the same time as the beginning of the decline of women in computer sciene?
- was decreasing and less and the men were more active using computer for everything either for studying all the thing
Why does it matter that males had been playing on computers growing up?
- Modern computer science is dominated by men. But it hasn’t always been this way.
A lot of computing pioneers — the people who programmed the first digital computers — were women. And for decades, the number of women studying computer science was growing faster than the number of men. But in 1984, something changed. The percentage of women in computer science flattened, and then plunged, even as the share of women in other technical and professional fields kept rising.
What happened?
We spent the past few weeks trying to answer this question, and there’s no clear, single answer.
But here’s a good starting place: The share of women in computer science started falling at roughly the same moment when personal computers started showing up in U.S. homes in significant numbers.
Who Studies What? Men, Women And College Majors PLANET MONEY Who Studies What? Men, Women, And College Majors These early personal computers weren’t much more than toys. You could play pong or simple shooting games, maybe do some word processing. And these toys were marketed almost entirely to men and boys.
This idea that computers are for boys became a narrative. It became the story we told ourselves about the computing revolution. It helped define who geeks were, and it created techie culture.
Movies like Weird Science, Revenge of the Nerds and War Games all came out in the ’80s. And the plot summaries are almost interchangeable: awkward geek boy genius uses tech savvy to triumph over adversity and win the girl.
When are diversity efforts most successful?
- Diversity initiatives are policies and practices designed to improve the workplace experiences and outcomes of target group members. These initiatives most often target women and ethnic or racial minorities, but they can target any group who faces pervasive disadvantage in the broader society. They might include non-discrimination policies (like emphasizing merit as the basis for pay and promotions, or training employees in implicit bias), programs that support target groups (like diversity mentoring programs), or accountability practices (like hiring a chief diversity officer or implementing a reporting system for discrimination).
While this sounds straightforward, research suggests that these initiatives often don’t work like they’re supposed to. For example, studies have found that a variety of diversity initiatives—including evaluating managers based on diversity and inclusion metrics, and diversity networking and affinity groups—can lead to either more or less representation of target groups