It's not enough to #breakthebias

If you think International Women’s Day doesn’t apply to you, think again. Because chances are, whether you identify as a woman or not, there are women in your life and in your workplace. Which means you can help #BreakTheBias, every day of the year, in every industry. Today is a day that we should all pause, reflect, and recharge as we look to a future where gender equality is a reality. At this pace however, we are not going to see that in our lifetime, nor will our children. The sense of urgency is real. We must do more.

When it comes to being a woman in tech, I know all too well what it feels like to face gender stereotypes. From being the only female student in a college IT class to where I am now, I’ve often been the youngest, the first, or the only woman in the room. I’ve had to create my own seat at a table where I didn’t see myself represented. And while I now actively work to create equal visibility and access for women in tech, I can’t do it alone. I need you. We all need you.

I wouldn't be a true to myself if I didn't hit you with at least a little bit of data.

• Fifteen. The number of years the Gender Pay Gap hasn't budged (source).
• Eighty-three. The number of cents a woman makes compared to a man's dollar (source), and it widens as we look to directors to 71 cents, and further to 55 cents at the VP roles. Are you alarmed yet?
• Two-hundred and sixty-seven. The number of years it will take for women to reach parity in opportunity and economic participation (source).

In the last twenty-ish years, I have lived these data points. There was one point in my career where I made half of what my male peers made, despite running larger teams, on time, and at targets. I was told it was because I was young, and that if I had more experience, then I could be paid more by another woman. We all have bias. We have to work together to change the narrative, to lift each other, and to make meaningful progress now. I want to see the day where gender equality is real for my six kids. I want all our fight to make a difference. What we've done to get to this point is not enough. We have to do more if we want to #breakthebias and make meaningful change.

So here's what we are going to do:

1. We are going to check for bias. Yes, ladies, we too can have bias against other women. I like the Project Implicit assessment by Harvard (here). Take it.
2. We are going to take action. Dig deep in the area of self-assessment & exploration. What do you need to do to address the bias (hint: we all have them, admission is step #1, action is step #2). Knowing bias exists isn’t enough to eradicate it. Get the collaborative International Women’s Day / Lean In free toolkits can help you understand common biases that women face at work, including the compounding discrimination that they face based on race, sexual orientation, disability, or other aspects of their identities.
3. We are going to stop making assumptions. Instead, ask your female-identifying or non-binary colleagues about their unique journeys and the obstacles they’ve faced getting to where they are now. For many, finding genuine connection in the workplace (especially if the workplace doesn’t look like them) can be hard. Recognize this and get to know them. You’ll probably find you have more in common than you think!
4. We are going to actively support women. Once you’ve gotten to know them, ask the women who report to you or work with you how you can better support them. And don’t be surprised when they are speechless. Many have never experienced this kind of support (yes, even just asking)!
5. We are going to practice active ally-ship. Being an active ally means taking action and advocating for women to be in the room, be heard, and be celebrated — in the ways that they want to be. Centering their requests instead of your own assumptions of support can help break down existing biases and create better spaces for women to speak up for themselves. Be open to feedback without defensiveness and be accountable for your own words, actions, and the space that you occupy.
6. We are going to work both sides of mentorship. It is a two-way relationship that can be good for everyone! Not only can it help nurture and advance the careers of women but it’s a great way for both mentor and mentee to gain new perspectives, expand their networks, and transfer knowledge. Consider having a reverse mentor. Find a female that you can have a 1:1 relationship with, where the primary objective is to mentor YOU.
7. We are going to raise strong women. Breaking down the bias, of course, extends far beyond the workplace. As parents, relatives, friends, and neighbors, we all play an important role in challenging gender norms, encouraging equitable learning and activity, and building more inclusive economies and societies. We are going to encourage them, help them open doors and get them into rooms that they do not have access to today.
8. We are going to pay women fairly. Companies and managers everywhere assume it's not in their organization... yet, the data tells a different story. Look at your data. Look at it at every level, across all locations, at every point in a career journey. Look at new hires and your most tenured. Look at it all. Look at it regularly. I hear excuses about the "aggregate" of years of unequal pay (especially in equity) that result in big gaps, and that it is "too hard" to get it solved in a single pay raise. Is it? Or are you unwilling to push to fix the wrongs of the past? Challenge yourself and your company to do better.
9. We are going to identify opportunities, and we are going to put women in them. There is a major talent shortage (anyone heard of the great resignation?). We need to be building the talent pipeline of tomorrow, and it starts very young. Exposing kids as early as Pre-K to STEM, making it less intimidating, more accessible has a direct impact on kids (and later adults) believing they belong in STEM. What can you do today? Volunteer to speak to your local school, lead a Girls Who Code club (it's so easy!), or mentor a class. Encourage women to pursue technical fields.
10. We are going to hire them. Look at your candidate pools thoroughly. Are you including women as interviewers on your panel? Women are far more likely to feel welcome when they see themselves represented in the company or team they are interviewing with. What is your assessment criteria? Are you making assumptions? It could be subtle, such as "he can stretch into the role" or "we can groom him", yet, with women, are you making unconscious assumptions that they "just aren't ready" for the role? Challenge yourself and your team to establish criteria up front so that you minimize (ideally eliminate) bias from the assessment process). If you use strong criteria, have a diverse interview panel, and have a strong, well qualified pool, you will hire more women. Same guidance applies for promotions.

Have other ideas on how we can come together to break the bias? I am all ears. We have to push harder if we want to see meaningful and systematic change. All people, all companies, all communities, all. All of us. We are all in this together.