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Check out the blogs which featured 50 women founders and VC's .

 

Let's celebrate the success of women

 

2018 tipping point for women Part1

 

2018 tipping point for women Part 2

 

Source-techcrunch.com/

Last week Oracle hosted a Women in Technology luncheon during the Oracle CODE developer event in Los Angeles. It was challenging to openly admit that we all are subject to Gender bias. But during the course of the conversation, tips for transforming gender bias into personal success and leadership opportunity came out. We also talked about how to build allies in your career. moving beyond just mentoring to actually investing in professional relationships. We talked about the definition of success and how to make sure it is not confused with approval seeking. And before we knew it, we were at the best part: 3 things we know now that we wish we had known back then.

 

Here's a great article from Forbes Voice by Alexa Morales summarizing the panel with a link to the panel session:

 

Do First, Ask Later: Inspiring Advice From Women Tech Leaders

 

180227_Oracle Code LA 2018-6978.jpgimageFile.jpg180227_Oracle Code LA 2018-6857.jpg

 

Oracle will be hosting several Women in Technology events during the Oracle Code developer tour in 2018. We're looking forward to another informative and challenging panel discussion on Thursday March 8 at Oracle CODE NYC on
International Women's Day.

How many "game boys" do we have here in the OTN WIT community?

 

Very interesting article here about the gender gap in High Tech that exists today...pointing to the target marketing strategy of computer gaming going back 20 years.  The article states:

 

"The numbers of enrollments among men and women in computer science were on their way toward parity in the 1970s and early 1980s. In 1984, 37% of computer science graduates were women, but those numbers began to drop dramatically in the middle of the decade. By 2016, that number had been whittled down to 18%. This dip in the 1980s has created a chasm that the past 30 years hasn’t been able to overcome—and the dude-centric computer marketing campaigns of that time may be to blame."

 

Apple Ad 1985.png

 

Dude-centric indeed. But looking at the surge in the numbers in 1975 - 1985 and then the trough that exists today, It does make a good point...and it's possible that the marketing campaigns we set out today build the communities (and customer bases) in the future.

 

 

Have we found the smoking gun when it comes to gender inequality in High Tech?

Has target marketing and campaign messaging in High Tech moved from this "Game Boy" persona?

 

Here is the link to the article with a disclaimer: The Quartz site does not offer "permalinks" so eventhough my interest is ONLY about the article entitled Silicon Valley's Gender Gap, other articles show in a blog roll fashion, and many of those articles are political in nature. I am not endorsing nor opposing any other topics located on this website, unless there's an article about how I, Laura K. Ramsey, would look better in purple hair or whether men should wear yoga pants in the workplace. Only then would I have an opinion. Which if you are interested, I will share with you as reply to your comment. Here's is the full link in an earnest effort to provide full attribution and the hope of good canonical SEO karma.

 

<https://qz.com/911737/silicon-valleys-gender-gap-is-the-result-of-computer-game-marketing-20-years-ago/ >

 

Ciao for Now,

LKR

Absolutely Loving this book: The Art of Tough. It's a good addition to my library.

 

Barbara Boxer came to  Oracle Headquarters on Wednesday, November 9th. The interview with Oracle Co-President Mark Hurd was bright, and quite serious. It was the morning after the presidential election. She was composed, and talked tough about a few things. Here's my notes from the session (unedited).

 

FBBoxerNotes.jpg

 

Cheers,

LKR

Interesting article here:

 

6 Tips for Cracking the Glass Ceiling -- Forbes Voice, November 16, 2016

 

It's great to see more on mentorship, integrating your strengths with your job and practical advice from C-level execs.

And yet, there's a bigger idea here.  I would add:

 

  • Active participation in online forums and groups allows women to expand beyond geographical boundaries aimed at the creation of an inclusive, global culture in technology.

 

What would you add?

LKR

I have put together a website containing all the papers I have presented at the OpenWorld conference in the last ten years.
It is found here: https://sites.google.com/site/presoow/
As I am retiring as Oracle ACE Director (might not be permanent), I wanted to ensure it was not all lost.
I am still happy to run webinars for interested user groups.
A listing of them can be found here: https://sites.google.com/site/ommuds/webinars.pdf

The new Women in the Workplace initiative launched by Sheryl Sandberg is compelling. This fledgling cultural initiative is based on findings from a new study from McKinsey & Company entitled "Women in the Workplace".  I opened it with enthusiasm and hope that the "report card" would show some encouraging notes.

 

But like all studies about bringing equality to the workplace, it focuses on the "tragedy of the women who are not receiving a fair employment experience". It's chocked full of disappointing percentages on salary, promotions, and success. In fact, if you compare this study to most in the past, it's almost the exact same diagnosis.

 

But after watching the Women in the Workplace Event and hearing Sheryl Sandberg's thoughtful and creative suggestions, it occurred to me: Gender bias is a huge obstacle to something so much more fulfilling in the workplace or anywhere else. Diversity and Harmony.

 

[VIDEO] Replay of Women in Workplace Event - WSJ                 [PAGE] Women in Workplace Study

 

So I re-read the report from the angle of Diversity (Gender, Racial, Economic). And found this wonderful tidbit buried in the last pages:

 

"We see emerging evidence that certain diversity practices lead to important benefits: women and men are more likely to think their companies provide equal opportunities to learn and grow when leaders are held accountable for gender diversity, hiring and promotions are impartial, and companies embrace diverse work styles. Moreover, employees are more likely to report higher levels of engagement."

 

How do we collaborate to seize this opportunity? Any ideas on:

 

  • Making a compelling argument for diversity
  • Focusing on accountability and results

 

Let's start with comments. What are your observations?

 

LKR