{"id":27242,"date":"2020-06-30T10:22:55","date_gmt":"2020-06-30T14:22:55","guid":{"rendered":"https:\/\/urelles.com\/for-affirmative-action-in-technology\/"},"modified":"2025-03-25T12:55:45","modified_gmt":"2025-03-25T16:55:45","slug":"for-affirmative-action-in-technology","status":"publish","type":"post","link":"https:\/\/www.urelles.com\/en\/magazine\/opinions\/for-affirmative-action-in-technology\/","title":{"rendered":"For affirmative action in technology"},"content":{"rendered":"\n<p><em>Article originally published in March 2018<\/em><\/p>\n\n\n\n<p>It seems to me that there&#8217;s a lot of talk about <a href=\"https:\/\/urelles.com\/en\/positive-discrimination-in-technology-against\/\" target=\"_blank\" rel=\"noopener\">affirmative action<\/a> in the tech industry lately. I feel like tackling this topic by asking this question: could positive discrimination contribute to more representation of diversity in technology?<\/p>\n\n\n\n<p>Positive discrimination means favoring a group of people on a temporary basis until a balance is achieved. We&#8217;re naturally attracted by what we know. It&#8217;s called <a href=\"https:\/\/urelles.com\/en\/can-artificial-intelligence-solve-unconscious-bias-in-writing\/\" target=\"_blank\" rel=\"noopener\">unconscious bias<\/a>. In the world of work, this means we recruit people who look like us. As the workforce in science, technology, computing and mathematics is dominated by men, there&#8217;s a very good chance they&#8217;ll recruit men too. Positive discrimination aims to <a href=\"https:\/\/qz.com\/1028328\/are-gender-quotas-for-women-in-silicon-valley-a-good-idea-asias-rise-tech-conference-in-hong-kong-got-an-answer\" target=\"_blank\" rel=\"noopener\">break this trend<\/a>.<\/p>\n\n\n\n<p>With the adoption of the <a href=\"https:\/\/www.lesechos.fr\/idees-debats\/leadership-management\/grandes-entreprises-les-femmes-aux-portes-du-pouvoir-1245806\" target=\"_blank\" rel=\"noopener\">Cop\u00e9-Zimmermann law<\/a> in 2011, France decided to oblige major French listed companies to have a board of directors with at least 40% women by 2017. These companies met the target on time. By contrast, for those not listed on the stock exchange, the ratio of women reached <a href=\"https:\/\/www.linfodurable.fr\/entreprises\/la-gouvernance-des-entreprises-face-au-defi-de-la-parite-2514\" target=\"_blank\" rel=\"noopener\">15%<\/a>. The proof is that without a quota, the natural evolution towards parity does not take place.<\/p>\n\n\n\n<p>Another example comes from <a href=\"https:\/\/thewireless.co.nz\/articles\/an-aussie-university-is-just-hiring-women-for-jobs-in-its-maths-department\" target=\"_blank\" rel=\"noopener\">Australia<\/a>. At the end of 2017, an Australian university decided to only accept applications from women for a position in its mathematics department. It&#8217;s not the first time the university has done this. The year before, three professorships were open only to women.<\/p>\n\n\n\n<p>The introduction of quotas is forcing companies to rethink the promotion of their employees and to question themselves. \u201cThe idea behind quotas for women is to force companies to ask themselves which competent women on their team have not yet been promoted,\u201d <a href=\"https:\/\/www.lexpress.fr\/economie\/emploi\/efficacite-personnelle\/ces-grandes-entreprises-qui-soignent-la-carriere-des-femmes_1759706.html\" target=\"_blank\" rel=\"noopener\">explains<\/a> Anne Th\u00e9venet-Abitbol, founder of Eve, a women&#8217;s leadership training program being offered in France.<\/p>\n\n\n\n<p>If we assume that women are neither less intelligent nor less educated than men, we can conclude that there is a pool of candidates for the same job. So why not give them all the same opportunities? That&#8217;s what Shadia Saba, a Thai startup founder, thinks. \u201cThere are a million people with the same qualities, the same business skills,\u201d <a href=\"https:\/\/qz.com\/1028328\/are-gender-quotas-for-women-in-silicon-valley-a-good-idea-asias-rise-tech-conference-in-hong-kong-got-an-answer\" target=\"_blank\" rel=\"noopener\">she says<\/a>. So, if they&#8217;re all smart, it&#8217;s better to hire 50 women and 50 men, rather than 100 men and one woman.\u201d<\/p>\n\n\n\n<p>The London School of Economics <a href=\"https:\/\/mashable.com\/article\/how-to-talk-about-women-in-tech?test_uuid=01iI2GpryXngy77uIpA3Y4B&amp;test_variant=b#bkAwVkHuqaqo\" target=\"_blank\" rel=\"noopener\">found<\/a> that gender quotas do not harm the overall quality of workers in a group. In fact, they have the effect of pushing out men who deliver mediocre work. Ultimately, positive gender discrimination doesn&#8217;t mean that companies hire incompetent employees. It means that they correct the social discrimination factors that prevent competent women from attaining the desired positions in the technology industry.<\/p>\n\n\n\n<p>Positive discrimination is often used as a temporary tool to bring about a fairer situation. Dr. Sue Black OBE, Techmums founder and professor, <a href=\"https:\/\/www.itpro.com\/strategy\/26185\/international-womens-day-do-diversity-quotas-help-or-hinder-woman-in-tech\" target=\"_blank\" rel=\"noopener\">explains<\/a> that the advantages of quotas outweigh the disadvantages. \u201cWhen I was younger, I thought quotas were a bad idea, but the older I get, the more I think we need something like quotas to be able to really change,\u201d she mentions. Then, when we have more diverse boards, we won&#8217;t need quotas anymore, because everyone will have understood the benefits of diversity.\u201d<\/p>\n\n\n\n<p>If these arguments make your hair stand on end, great! Hang in there until next week, when I&#8217;ll present the <a href=\"https:\/\/urelles.com\/en\/positive-discrimination-in-technology-against\/\" target=\"_blank\" rel=\"noopener\">arguments against positive discrimination<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Article originally published in March 2018 It seems to me that there&#8217;s a lot of talk about affirmative action in the tech industry lately. I feel like tackling this topic by asking this question: could positive discrimination contribute to more representation of diversity in technology? Positive discrimination means favoring a group of people on a [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":29479,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[11],"tags":[],"class_list":["post-27242","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-opinions"],"acf":[],"yoast_head":"<title>Affirmative action in technology - URelles<\/title>\n<meta name=\"description\" content=\"Could affirmative action be an effective tool for closing the gender gap in the technology industry?\" \/>\n<meta name=\"robots\" content=\"noindex, follow\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Affirmative action in technology - URelles\" \/>\n<meta property=\"og:description\" content=\"Could affirmative action be an effective tool for closing the gender gap in the technology industry?\" \/>\n<meta property=\"og:url\" content=\"https:\/\/www.urelles.com\/en\/magazine\/opinions\/for-affirmative-action-in-technology\/\" \/>\n<meta property=\"og:site_name\" content=\"URelles\" \/>\n<meta property=\"article:published_time\" content=\"2020-06-30T14:22:55+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2025-03-25T16:55:45+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/www.urelles.com\/wp-content\/uploads\/2025\/02\/urelles-03-01.png\" \/>\n\t<meta property=\"og:image:width\" content=\"5001\" \/>\n\t<meta property=\"og:image:height\" content=\"3335\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/png\" \/>\n<meta name=\"author\" content=\"Chlo\u00e9 Freslon\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Chlo\u00e9 Freslon\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\\\/\\\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\\\/\\\/www.urelles.com\\\/en\\\/magazine\\\/opinions\\\/for-affirmative-action-in-technology\\\/#article\",\"isPartOf\":{\"@id\":\"https:\\\/\\\/www.urelles.com\\\/en\\\/magazine\\\/opinions\\\/for-affirmative-action-in-technology\\\/\"},\"author\":{\"name\":\"Chlo\u00e9 Freslon\",\"@id\":\"https:\\\/\\\/www.urelles.com\\\/en\\\/#\\\/schema\\\/person\\\/0a0cef8eb9da0208c9aa9a20860c5fb3\"},\"headline\":\"For affirmative action in technology\",\"datePublished\":\"2020-06-30T14:22:55+00:00\",\"dateModified\":\"2025-03-25T16:55:45+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\\\/\\\/www.urelles.com\\\/en\\\/magazine\\\/opinions\\\/for-affirmative-action-in-technology\\\/\"},\"wordCount\":546,\"commentCount\":0,\"publisher\":{\"@id\":\"https:\\\/\\\/www.urelles.com\\\/en\\\/#organization\"},\"image\":{\"@id\":\"https:\\\/\\\/www.urelles.com\\\/en\\\/magazine\\\/opinions\\\/for-affirmative-action-in-technology\\\/#primaryimage\"},\"thumbnailUrl\":\"https:\\\/\\\/www.urelles.com\\\/wp-content\\\/uploads\\\/2025\\\/02\\\/urelles-03-01.png\",\"articleSection\":[\"Opinions\"],\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"CommentAction\",\"name\":\"Comment\",\"target\":[\"https:\\\/\\\/www.urelles.com\\\/en\\\/magazine\\\/opinions\\\/for-affirmative-action-in-technology\\\/#respond\"]}]},{\"@type\":\"WebPage\",\"@id\":\"https:\\\/\\\/www.urelles.com\\\/en\\\/magazine\\\/opinions\\\/for-affirmative-action-in-technology\\\/\",\"url\":\"https:\\\/\\\/www.urelles.com\\\/en\\\/magazine\\\/opinions\\\/for-affirmative-action-in-technology\\\/\",\"name\":\"Affirmative action in technology - 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