Diversity in ICT: A Historical Perspective

Diversity, equity, and inclusion (DEI) are hailed as drivers of innovation and fairness yet achieving them in the ICT sector remains a challenge. In our deep dive series so far, we have covered how despite widespread advocacy and policies, true equity in the sector remains distant. We spoke about the impact of the work the ICT sector does on society as a whole, and the root cause of some of the systemic hurdles we face.

Addressing diversity in ICT is essential not only for economic benefits but also to ensure ethical and social equity. Bridging representation gaps and increasing accessibility are critical steps to harnessing the transformative potential of DEI in this pivotal sector.

But what can we learn from the past to help us with our goals for the future?

It's important to acknowledge that historically, women played a significant role in the early development of computing. Of course this doesn’t mean the sector was diverse, but it does illustrate nicely that ‘dominance’ in a sector can change. In fact, the first computer programmer was a woman, Ada Lovelace, who suggested the potential of computers in the early 1800s. Throughout the 1970s and 1980s, computer science was the fastest-growing college major and STEM discipline amongst women.

The 1980s saw a significant decline in women's participation within the computer industry, leading to the current underrepresentation. This shift is often attributed to a turning point around 1984, coinciding with the rise of home computers. Marketing of these machines often targeted boys, with games and activities focused on the perceived gender norms of the time, potentially discouraging girls' interest. Additionally, automation and the portrayal of computer-related jobs as inherently masculine may have further contributed to the decline of women in the field. Technology became completely integrated into our society and computers became household items. Over time, computer-related jobs became male-dominated, with programmers gaining higher salaries and status.

This historical shift highlights that dominance in a field can change. It also serves as a reminder that achieving diversity requires consistent effort and attention.

Next week we’ll be taking a look at the policies, strategies and agendas that have been implemented at European, national, and organisational levels to promote diversity and inclusion.

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