Why I’m Not Too Sad About Not Many Women In Silicon Valley

It’s because they’ve given us something else you don’t get to see very often.

Sensitive Boys

Boys that have anxiety.

Boys that are awkward when others are upset.

Boys that show that they care…

…even if it means they slap a kid.

Boys that show a lot of emotions…

…and boys that struggle to emote…

…without being these guys.

Boys with low self esteem.

Boys that struggle with their masculinity even if they’re masculine enough.

Boys that cover insecurities with insults.

Boys that we love because of their flaws and not despite them.

So while I’d love more ladies, I wouldn’t change a thing.

As promised, some Jarrich (Richard/Jared) as suggested. I just drew the pose and went with it without much of a premise in mind. Maybe Jared’s going over business stuff… or not… Who knows.

Characters from Silicon Valley, I don’t own ‘em.

Even though I’m posting this on my side blog, still credit Brooke Hernando/Dixxie Mae, 2015. Don’t steal, or if you wanna use, please ask me.

Enjoy!

Zach Woods on the bit that got cut from 2x08

“I’m trying to figure out how to say this without spoiling anything…there are some things from his life and his past, his emotional life, that are expressed through some sleep issues. I don’t know if he snaps exactly, but he does get a little more forceful than he usual is. There is actually a lot of stuff where you get to see some dimensions of Jared that you haven’t seen before. There’s a situation where he has to advocate on behalf of the company…these big companies are kicking him around when he calls. Because Pied Piper is a small company, he takes on a new approach that’s atypical of his gentleness.”

(via Zach Woods and Human Comedy - Page - Interview Magazine)

Tech Engineer’s Sobering Message About Tackling Workplace Discrimination

By Samantha Cowan

After working at Google for nine years, engineer Erica Baker decided to conduct an experiment to see whether the discrimination she experienced as a black woman working in tech translated to her paycheck.

With the help of some coworkers, Baker created a spreadsheet listing the salaries of a few employees to shine a light on wage inequity and invited all Google employees to share their wages, she claimed in series of tweets posted last week. Unsurprisingly, Baker and her peers found some “not great things” about pay ineqaulity—much to the dismay of upper management.

Sharing salary information is a protected right among employees, and retaliating against a worker for doing so is illegal. Yet Baker alleges that while her coworkers were big fans of the survey—she approximated that roughly 5 percent of Google’s employees shared their salary—and sent her peer bonuses that ordinarily would have added an extra $150 to her paychecks, her managers rejected the bonuses in a move Baker calls rare.

Google declined to comment on Baker’s allegations but stated, “we can confirm that we regularly run analysis of compensation, promotion, and performance to ensure that they [salaries] are equitable with no pay gap. Employees are free to share their salaries with one another if they choose.”

That appeared to be the final nail in the coffin of Baker’s career at Google, who has since left to work for Slack, an office messaging company. Baker returned to Twitter this morning to respond to messages she’s received since her departure…

- Read more about gender discrimination in the workplace and why it matters, here on TakePart.com

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I was on a roll with drawing line art and trying to be more fluid with illustrating body types (I’m usually so boxy in my anatomy). This was decent practice, so why not draw up Jared and Erlich (my favorite asshole-sasquatch-stoner-bear).

Since these are fanart pieces I’m going to keep them posted on this side blog, but the credit still goes to Brooke Hernando/Dixxie Mae Graphics, 2015.

Around the world, about 1.4 billion people use Facebook to keep up with news and information about friends and family – but that diversity isn’t reflected in the people that work there. According to Facebook’s own figures, nearly 70 percent of the company’s workers are men and more than 90 percent are white or Asian.

How do we know that? One big reason is Tracy Chou. She is an engineer at the wildly popular visual bookmarking site Pinterest and she is one of the people who pushed Silicon Valley’s tech leaders to release previously closely-held demographic data.

Chou is one of the people NPR decided to feature on our #RaceOnTech series. All this week, NPR’s All Tech Considered is connecting with diverse innovators in technology and science on air and through real-time storytelling on Twitter. We’ll be featuring a few of these finalists here on Tumblr ahead of a four-day-long Twitter conversation with 12 of the innovators. Follow #RaceOnTech to be a part of the conversation.

NPR: Share your personal journey to engineering.

Tracy Chou: I grew up in Silicon Valley, the daughter of two software engineers, so I was exposed to engineering early—but I took a bit of a meandering path to my own career in software engineering. Engineering was a natural choice for me in college since I’ve always been inclined towards math and science in school, but I was intimidated by my early computer science courses and decided against majoring in it. I thought I might pursue something more business-oriented instead. More on a challenge from a close friend than anything else, I eventually got a master’s degree in computer science. Even after that I still wasn’t sure if software engineering was the path for me, but with deferred Ph.D. admission in my back pocket, I joined a four-person startup to try it out. Though I’d been living in Silicon Valley all along, it wasn’t until then that I discovered I loved both the frenetic startup environment and the excitement of building software, exactly those things that Silicon Valley is known for. I’ve been doing software engineering ever since.

What impact do you hope to have on the tech industry?

I kickstarted the recent tech company diversity data disclosures when I set up an online repository to crowdsource numbers on women in engineering; the effect of that industry-wide data transparency was to catapult the conversation around tech diversity into prominence nationally and urgency locally. Even President Obama has seen Google’s numbers, for example, and pressed the White House to do something to address the lack of diversity in tech. Meanwhile, tech companies themselves are scrambling to move the numbers now that the spotlight has caught them in such an unflattering way.
Beyond the advocacy and activism and what I do, the mere fact of what I am—a software engineer, successful at my job, and female—has been surprisingly significant. It turns out that the industry doesn’t have a lot of role models of women in engineering, and so as much as I can, I try to be present in the community; both for the girls and women considering or already in the field, and for the men to understand that women can be engineers too.

What’s missing in the diversity-in-tech conversation?

Companies need to start setting diversity goals, ambitious ones; ambitious enough that they’re forced to explore radically different tactics and strategies to improve diversity. It’s not that companies haven’t had people working on these issues in the past, but diversity efforts have largely been ghettoized within HR and segregated minority groups, which lack the leverage to effect structural change. The dismal numbers today show that existing initiatives are ineffective. Diversity needs to be everyone’s responsibility. In an industry whose whole raison d’être is innovation and solving hard problems to build the future, companies will find ways to achieve diversity goals, if only they are willing to set them and commit to them. It will take creativity and conviction and a willingness to toss out established processes and experiment with new ones, some of which will work and some of which won’t, but it’s time to get started.

Chou will also be tweeting from @triketora on Monday, July 13th as part of the #RaceOnTech conversation on Twitter.

Photo credit: Courtesy of Pinterest