Former Tinder vice-president Whitney Wolfe, who sued the company over atrocious misogyny in 2014. Photograph: Jeff Wilson for the Observer
Prof Gina Rippon, a neuroscientist at Aston University in Birmingham, has studied extensively cognitive differences between men and women. She says that, while Damore pointed to scientific evidence for men and women having different aptitudes and personality traits, he seemed to miss the point that, even if there were well-established sex differences at any level, theyre always very tiny. Certainly not enough to explain the gender ratios of Google programmers even if you didnt want to get into the nitty-gritty of arguing about the science.
Rippons work suggests that, in many cases, the differences between male and female performance, if present, are very small, can disappear with training and are not consistent across cultures.
In one study, Rippon found that British men performed significantly better on a spatial rotation task than women. However, when the experiment was repeated with Chinese participants, there was no difference between the male and female participants. Other similar studies have found that gender differences in spatial rotation tasks disappeared when the researchers controlled for video game experience. Rippon points to another study, which showed that differences in personality traits between men and women varied wildly across countries, depending on the status of women in that society.
So, Damores suggestion that women are more prone to anxiety does not imply that this difference is a function of hormones or hardwiring of the brain. Plus, there is compelling evidence that unconscious biases have a powerful effect on what people expect themselves to be good at and how they perform. For instance, girls tend to score worse on a test if they are told their maths skills are being assessed than when they are told they are taking part in a study investigating how people solve problems.
Even assuming that there are fundamental differences between male and female cognition and personality, there is no clear, logical line between such findings in a laboratory setting and performance in the workplace.
Priya Guha, the UK lead of tech incubator RocketSpace and a former UK consul general in San Francisco, argues that, even by its own arguments, Damores memo missed the point. The description of an engineer as somebody who has their head down, focused on developing the next line of code, is the sort of engineer that wont be adding value, she says. We need engineers out there who are both very strong developers, but also people who understand the world around them and are comfortable interacting with society. So, by that description, women would be better engineers even by the stereotypes he proposes.
Unfortunately, many such multiskilled people are likely to be deterred by the perception of hostility engendered by claims like Damores. We have a historical challenge to encourage girls, let alone women, into careers such as engineering, which then creates an imbalance in the people who enter tech industries overall, says Guha. Tech has a particular problem in this area. Wherever there are instances of people creating a hostile environment, companies need to stamp that out quickly. His dismissal sends a really powerful message: the environment in these companies needs to be thought about to ensure that it improves day by day.
But Eileen Burbidge, a partner at venture capital firm Passion Capital, argues that tech does not have a significantly worse gender gap than other high-pressure industries such as finance or the media. I think it comes down to cultural norms and female representation in general, Burbidge says. It is what affects the rest of the business world: its around the same time that women start thinking about having families that they think about the opportunity cost of staying in a work environment, and if its not positive or they get negative influences its going to affect their decisions.
She argues that, in many ways, tech is better placed than most large industries to tackle its gender gaps. I dont think theres anything specific that needs to be done for technology: I think the tech sector is more introspective and likes to think of itself as more progressive, so remedies that work for other sectors will help here, too, she says.
In Stem [science, technology, engineering and mathematics] in particular, were seeing the tech industry trying to be more proactive about outreach. The industry is trying to have this discussion a lot companies dont always follow what they say, but they say it, at least.
Computing is too important to be left to men … the late computer scientist Karen Sprck Jones. Photograph: Cambridge University
Peter Daly, an associate in the employment team at the law firm Bindmans, agrees with Burbidge. The clients Ive had from the tech world are pretty evenly split by gender, he says. But, because it encourages risk-taking, tech doesnt fit well with maternity and pregnancy, so that can be a source of a lot of friction. You see people in the industry who see pregnancy as a genuine problem. That, he says, is the main cause of gender-specific issues in technology at least, those that reach the stage of requiring a legal recourse.
Internal documents such as Damores are the soft end of the sort of hostile working environment female employees can face at overwhelmingly male tech firms. At the extreme end, as companies such as Uber and Tinder have learned, this environment can result in claims of sexual harassment and illegal discrimination.
At Uber, where 85% of technical employees are male, one engineer, Susan Fowler,
wrote a tell-all blogpost that revealed a workplace where managers proposition female employees for sex and human resources does little to stop the issue. Tinder faced a similar scandal when former VP Whitney Wolfe sued the company over atrocious misogyny in 2014, entering into evidence abusive texts allegedly sent by Tinders chairman, Sean Rad.
Beyond the egregious cases, the wider culture of even the most diverse Silicon Valley firms can still end up being offputting to would-be employees: the campus-style culture, which encourages workers to be on site from dawn till dusk, renders it hard for any primary caregiver to be part of the team, while in some companies an antipathy for part-time work or on-site creches can also limit flexibility.
Addressing the gender gap isnt only an issue of perception. Companies with homogenous workforces make worse products and earn less money, argues Guha. We know large numbers of women are struggling to get funding. A female founder is 86% less likely to be funded than a man, she says. Thats crazy when we know the return on investment is higher; it is about 34% higher for companies with a gender diverse leadership. Its not about corporate social responsibility: a diverse range of thinking will bring better value for the company.
As we move into a future in which algorithms have greater influence on our lives from communication to healthcare, transport to the law the gender balance in tech companies goes beyond what is fair for their employees. The result of male domination of tech has led to the development of, for example, voice recognition technologies that, trained and tested solely by men, struggle to understand female voices. It has resulted in virtual reality technologies that disproportionally impose motion sickness on women. At this early moment in its history, the tech industry is already littered with products that have gender bias effectively programmed into them.
The most objectionable point about that memo was the notion that there are biological differences that make women less capable, said Burbidge. Obviously, I have an issue with that and I think its fundamentally incorrect. The thing I cant answer is how, in 2017, do you stop people thinking that? I dont know how you change peoples minds.
As we go into the world of AI, when people are designing algorithms that help us live our lives, it will be very bad if thats all done by men, says Hall. Social care, looking after kids, so many aspects of our lives. We really need as many people as possible doing this. Its really important and its going to get more important.
Hall invokes her late mentor
Karen Sprck Jones, a pioneering British computer scientist who campaigned hard to encourage more women into the field. As she used to say: Computing is too important to be left to men.