Technology companies continue to ask women of color to do unpaid diversity work. Compared to men, half of the women in tech end up leaving mid-career. When it comes to early-stage careers for women, the rate at which they leave is twice that of men. According to a Bloomberg report, research shows that people should stop asking women to work on things they aren’t paid for. Women tend to go to office housework, which hurts their careers.
The cycle keeps repeating. The pattern doesn’t just limit to planning parties or taking notes. Even those women who hold a functioning head were not included. Not just gender but racial disparities were wider in tech than in other fields. While white women do have office housework, it is observed that women of color have to work a lot more than white women. By 39 percentage points, white women are most likely to have more diversity at work.
Not a solution for gender equality
Less than half of women of color thought they were most likely to get into high-profile tasks. But around 61% of white men thought they would get in. According to a survey by Bloomberg, it was found that a lot of “office housework” is being given to women. Says that it is not counted for raises or promotions.
Well-known Canadian YouTuber, comedian, and former talk-show host Lilly Singh recently spoke about the inclusion in a TED talk. She stated that “a seat at the table” is not the solution for gender equality, which couldn’t be more true. While policies, regulations, and other legal entities are in favor of women, it is the society that does not include women and other minorities as equals. In some cases, it is about a person having a background. In other places, it is about not being one of them. But the idea of looking at people for their hard work or talent is less. Whether it’s intended or not is another thing/ However, labeling them as being “difficult” just because of racial or gender stereotypes is unacceptable.
The financial cost is calculated, and women are expected to do the job for “free.” In many cases, the concerns are rubbed off by saying that they don’t have the “budget.”
When a career performance evaluation comes along, these women’s technical tasks and work are evaluated. Not her dedication or willingness to do the tasks she doesn’t need to.
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