Tech’s Approach to Fixing Its Gender Inequality Needs to Change

I came across an article in the #HBR published in 2019 by Alison Wynn who conducted an in-depth case study of one large Silicon Valley technology company. One year of research, 50 in-depth interviews including 37 high-level executives throughout every department, and 80 meetings tied to an initiative - unconscious bias training and mentorship programs. This is human-based ethnographic research, observe and interact with the study's participants in their real-life environment. She questioned, observed, participated, tested, all the things we as startups in the innovation process do to understand our consumers' needs and challenges

to invent.

I would like to tell one anecdote about a flyer she founds addresses women– it starts with you- an invitation to join us to explore the unwritten rules that exist in organizations and those we imagine.

Assumptions and Biases:

Those unwritten rules are really in your imagination

Try harder – it is in your hand

Let’s fix you

Unfortunately, as Alison Wynn concludes in her research, Not a word about organization accountability for the role it plays in causing inequality. Organizations do not recognize the role their policies and culture play in causing inequality, and they need to pursue organizational change.