The Future of Tech Is Female : : How to Achieve Gender Diversity / / Douglas M. Branson.
An accessible and timely guide to increasing female presence and leadership in tech companies Tech giants like Apple and Google are among the fastest growing companies in the world, leading innovations in design and development. The industry continues to see rapid growth, employing millions of peopl...
Saved in:
Superior document: | Title is part of eBook package: De Gruyter New York University Press Complete eBook-Package 2018 |
---|---|
VerfasserIn: | |
Place / Publishing House: | New York, NY : : New York University Press, , [2018] ©2018 |
Year of Publication: | 2018 |
Language: | English |
Online Access: | |
Physical Description: | 1 online resource :; 2 black and white illustrations |
Tags: |
Add Tag
No Tags, Be the first to tag this record!
|
LEADER | 09229nam a22018615i 4500 | ||
---|---|---|---|
001 | 9781479819706 | ||
003 | DE-B1597 | ||
005 | 20220629043637.0 | ||
006 | m|||||o||d|||||||| | ||
007 | cr || |||||||| | ||
008 | 220629t20182018nyu fo d z eng d | ||
020 | |a 9781479819706 | ||
024 | 7 | |a 10.18574/nyu/9781479819706.001.0001 |2 doi | |
035 | |a (DE-B1597)548314 | ||
035 | |a (OCoLC)1039718575 | ||
040 | |a DE-B1597 |b eng |c DE-B1597 |e rda | ||
041 | 0 | |a eng | |
044 | |a nyu |c US-NY | ||
050 | 4 | |a HD30.2 |b .B73 2018 | |
072 | 7 | |a BUS070060 |2 bisacsh | |
082 | 0 | 4 | |a 004.0684 |
100 | 1 | |a Branson, Douglas M., |e author. |4 aut |4 http://id.loc.gov/vocabulary/relators/aut | |
245 | 1 | 4 | |a The Future of Tech Is Female : |b How to Achieve Gender Diversity / |c Douglas M. Branson. |
264 | 1 | |a New York, NY : |b New York University Press, |c [2018] | |
264 | 4 | |c ©2018 | |
300 | |a 1 online resource : |b 2 black and white illustrations | ||
336 | |a text |b txt |2 rdacontent | ||
337 | |a computer |b c |2 rdamedia | ||
338 | |a online resource |b cr |2 rdacarrier | ||
347 | |a text file |b PDF |2 rda | ||
505 | 0 | 0 | |t Frontmatter -- |t CONTENTS -- |t Preface -- |t PART I. THE CONUNDRUM -- |t 1 Industries That Do Not Hire or Promote -- |t 2 The Paradox -- |t 3 Qualifications and Reservations -- |t 4 Poor Performances by Female CEOs -- |t PART II. A HISTORY OF WOMEN IN INFORMATION TECHNOLOGY -- |t 5 Once upon a Time -- |t 6 Basic Education -- |t 7 The Distant Past and Near Future -- |t PART III. SOLUTIONS ADVANCED -- |t 8 Women to Try Harder -- |t 9 Mandatory Quota Laws -- |t 10 Certificate and Pledge Programs -- |t 11 Comply or Explain Regimes -- |t 12 Mentoring and Sponsorship -- |t 13 Mandatory Disclosure -- |t 14 Proposals for STEM Education -- |t 15 The Industry’s Answer -- |t PART IV. SOLUTIONS THAT MAY WORK -- |t 16 Leavening STEM Education -- |t 17 Paying Close Attention to the Pool Problem -- |t 18 Enlarging the Pool -- |t 19 Measuring What You Intend to Manage and Ways to Manage It -- |t 20 Adopting a Version of the Rooney Rule -- |t 21 Theoretical Feminist Views -- |t PART V. NEEDED FIXES— NOW -- |t 22 Reforming the Gaming Industry -- |t 23 Final Observations -- |t Appendix A. Publicly Held Information Technology Companies -- |t Appendix B. Women Senior Executives in Publicly Held Information Technology Companies -- |t Notes -- |t Bibliography -- |t Index -- |t About the Author |
506 | 0 | |a restricted access |u http://purl.org/coar/access_right/c_16ec |f online access with authorization |2 star | |
520 | |a An accessible and timely guide to increasing female presence and leadership in tech companies Tech giants like Apple and Google are among the fastest growing companies in the world, leading innovations in design and development. The industry continues to see rapid growth, employing millions of people: in the US it is at the epicenter of the American economy. So why is it that only 5% of senior executives in the tech industry are female? Underrepresentation of women on boards of directors, in the C-suite, and as senior managers remains pervasive in this industry. As tech companies are plagued with high-profile claims of harassment and discrimination, and salary discrepancies for comparable work, one asks what prevents women from reaching management roles, and, more importantly, what can be done to fix it? The Future of Tech is Female considers the paradoxes involved in women’s ascent to leadership roles, suggesting industry-wide solutions to combat gender inequality. Drawing upon 15 years of experience in the field, Douglas M. Branson traces the history of women in the information technology industry in order to identify solutions for the issues facing women today. Branson explores a variety of solutions such as mandatory "a laws for female employment, pledge programs, and limitations on the H1-B VISA program, and grapples with the challenges facing women in IT from a range of perspectives. Branson unpacks the plethora of reasons women should hold leadership roles, both in and out of this industry, concluding with a call to reform attitudes toward women in one particular IT branch, the video and computer gaming field, a gateway to many STEM futures. An invaluable resource for anyone invested in gender equality in corporate governance, The Future of Tech is Female lays out the first steps toward a more diverse future for women in tech leadership | ||
538 | |a Mode of access: Internet via World Wide Web. | ||
546 | |a In English. | ||
588 | 0 | |a Description based on online resource; title from PDF title page (publisher's Web site, viewed 29. Jun 2022) | |
650 | 0 | |a Information technology |x Management. | |
650 | 0 | |a Information technology-Management. | |
650 | 0 | |a Personnel management. | |
650 | 0 | |a Women executives |x Recruiting. | |
650 | 0 | |a Women executives-Recruiting. | |
650 | 0 | |a Women |x Employment. | |
650 | 0 | |a Women-Employment. | |
650 | 7 | |a BUSINESS & ECONOMICS / Industries / Media & Communications. |2 bisacsh | |
653 | |a AltSchool. | ||
653 | |a Ann Hopkins. | ||
653 | |a Australian Institute of Company Directors. | ||
653 | |a Australian Stock Exchange. | ||
653 | |a Bryce Holzer. | ||
653 | |a CEOs’ career paths. | ||
653 | |a Carleton Fiorina. | ||
653 | |a Carol Bartz. | ||
653 | |a Catalyst. | ||
653 | |a Chevron. | ||
653 | |a Davies Committee. | ||
653 | |a Deloitte Touche. | ||
653 | |a Dodd-Frank Act. | ||
653 | |a Forbes. | ||
653 | |a Fortune. | ||
653 | |a Frederick Winslow Taylor. | ||
653 | |a Grace Hopper. | ||
653 | |a H-1B visa. | ||
653 | |a IT industry. | ||
653 | |a John Sculley. | ||
653 | |a Lean In. | ||
653 | |a MBA degrees. | ||
653 | |a Meg Whitman. | ||
653 | |a Norway. | ||
653 | |a Peter Drucker. | ||
653 | |a Pew Research Center. | ||
653 | |a Pricewaterhousecoopers. | ||
653 | |a Regulation S-K. | ||
653 | |a Rooney Rule. | ||
653 | |a SEC. | ||
653 | |a STEM education for women. | ||
653 | |a STEM education. | ||
653 | |a Safra Catz. | ||
653 | |a Sarbanes-Oxley Act. | ||
653 | |a Securities and Exchange Commission. | ||
653 | |a Sheryl Sandberg. | ||
653 | |a Talent to the Top. | ||
653 | |a The Last Male Bastion. | ||
653 | |a Title VII of the Civil Rights Act. | ||
653 | |a advice books for women. | ||
653 | |a career customization. | ||
653 | |a celebrity directors. | ||
653 | |a certificate and pledge programs. | ||
653 | |a coding schools. | ||
653 | |a comply or explain regimes. | ||
653 | |a computer games. | ||
653 | |a computer gaming. | ||
653 | |a corporate governance theories. | ||
653 | |a critical mass theory. | ||
653 | |a cyber bullying. | ||
653 | |a diverse slate rule. | ||
653 | |a diversity in information technology. | ||
653 | |a education of female students. | ||
653 | |a education policies. | ||
653 | |a employment pool problem. | ||
653 | |a existential feminism. | ||
653 | |a flex time. | ||
653 | |a gaming industry. | ||
653 | |a glass cliff theory. | ||
653 | |a how-to books for women. | ||
653 | |a immigration regulations. | ||
653 | |a information technology industry. | ||
653 | |a information technology. | ||
653 | |a leaky pipe phenomenon. | ||
653 | |a liberal feminism. | ||
653 | |a management by objectives. | ||
653 | |a mandatory "a laws. | ||
653 | |a mandatory disclosure. | ||
653 | |a maternity leave. | ||
653 | |a matrix form of organization. | ||
653 | |a mentoring and sponsorship. | ||
653 | |a objectification of women. | ||
653 | |a off-ramps and on-ramps. | ||
653 | |a opt-out phenomenon. | ||
653 | |a paid family leave. | ||
653 | |a scientific management. | ||
653 | |a single-sex education. | ||
653 | |a structured search. | ||
653 | |a trophy directors. | ||
653 | |a underrepresentation of women. | ||
653 | |a vestibule schools. | ||
653 | |a video games. | ||
653 | |a women CEOs. | ||
653 | |a women in computer science. | ||
653 | |a women in information technology. | ||
653 | |a women in leadership. | ||
653 | |a women in management. | ||
653 | |a women in senior management. | ||
653 | |a women senior executives. | ||
653 | |a women’s employment in information technology. | ||
773 | 0 | 8 | |i Title is part of eBook package: |d De Gruyter |t New York University Press Complete eBook-Package 2018 |z 9783110722741 |
776 | 0 | |c print |z 9781479875177 | |
856 | 4 | 0 | |u https://doi.org/10.18574/nyu/9781479819706.001.0001 |
856 | 4 | 0 | |u https://www.degruyter.com/isbn/9781479819706 |
856 | 4 | 2 | |3 Cover |u https://www.degruyter.com/document/cover/isbn/9781479819706/original |
912 | |a 978-3-11-072274-1 New York University Press Complete eBook-Package 2018 |b 2018 | ||
912 | |a EBA_BACKALL | ||
912 | |a EBA_CL_LAEC | ||
912 | |a EBA_EBACKALL | ||
912 | |a EBA_EBKALL | ||
912 | |a EBA_ECL_LAEC | ||
912 | |a EBA_EEBKALL | ||
912 | |a EBA_ESSHALL | ||
912 | |a EBA_ESTMALL | ||
912 | |a EBA_PPALL | ||
912 | |a EBA_SSHALL | ||
912 | |a EBA_STMALL | ||
912 | |a GBV-deGruyter-alles | ||
912 | |a PDA11SSHE | ||
912 | |a PDA12STME | ||
912 | |a PDA13ENGE | ||
912 | |a PDA17SSHEE | ||
912 | |a PDA18STMEE | ||
912 | |a PDA5EBK |