Motivation: According to the National Center for Women and Information Technology, only 18% of the tech industry is comprised of women. Additionally, women make on average 89 cents for every dollar men make in tech, and 56% of women leave the industry at the “midpoint” of their career. And so we ask, “why?” Why does tech seem so exclusive of women? There are multiple hypotheses to explain away poor diversity numbers in tech ­ some say it is a pipeline problem, that not enough women are learning computer science at a young age. Some say that industry culture is exclusive and drives women away. This series of visualizations is intended to explore the latter statement and to test hypotheses about what women in tech value in the workplace, and to find if there are correlations between their values and outcomes such as job satisfaction or annual compensation. These visualizations are intended to be used by anyone interested in the gender gap ­ they are intended to enable interested parties to test their own hypothesis, to bring awareness to those who may be unfamiliar with the problem, and to challenge us to ask why the gender gap exist and what we may do to fix it.

About the data: About the 2015 SO Developer Survey Responses from the 2015 Stack Overflow Developer Survey were used for this series of visualizations. Stack Overflow (SO) is an online forum that assists software developers by allowing them to ask and answer questions related to various technologies. The data utilized in these visualizations are voluntary responses from SO users. The dataset is rich for a variety of reasons: it is a large dataset ­ the publicly released data contains approximately 26,000 responses ­ and it contains responses to questions about the users’ values as well as key demographic information. Below are the attributes given in the data considered by this series of visualizations:

Respondent Information: Gender,  Age, Remote working status, Annual compensation

Values in the Workplace: Ability to make or influence important decisions,  Building something that matters, Company culture, Company reputation, Years of IT/Programming Experience, Purchasing power in the workplace, Job satisfaction, Seeking new employment opportunities status, Company size,  Company stage,  Equity, Flexible work hours, Health insurance, Industry, Job title, Office Location, Opportunity for advancement, Quality of colleagues, Remote working options, Salary, Tech stack, Work/life balance

Specifically, these visualizations aim to address the intersections of the respondent information and their values in the workplace.

Limitations of the Data: There were some apparent limitations to the data. While taking the survey, users had the option to write in a response for multiple questions, but none of these write­in responses were made publicly available. This is likely to have the largest effect on the visualizations where respondents had the option to write in gender identities besides male or female. Thus, missing and unaccounted for data is present and may have resulted in visualizations that slightly misrepresent the true responses to the survey. Additionally, the number of responses from those identifying as female were low. This was to be expected considering the gender gap and due to the fact that the survey was voluntary, however the difference in number of responses sometimes made it difficult to draw accurate comparisons between genders. For example, when looking at the importance of remote working options or the importance of healthcare, there was only one female respondent in the age group of 60 years or more, making it appear as if 100% of women in this age group held the same belief as the one respondent.

Questions of Interest:

The best feature of the SO Developer Survey is the ability to ask interesting questions. Below are a list of questions to be addressed by this visualization:

1. Do men and women have different values in the workplace?

2. If men and women have different values in the workplace, how do these values correlate with annual compensation or job satisfaction?

3. Do women value remote working options or health insurance more than men?

4. Do values in the workplace correlate with (purchasing) power in the workplace?

5. How do years of experience correlate with compensation or purchasing power within the workplace?

6. Are different percentages of men and women searching for new job opportunities?

Link to Tableau Project

Link to Original Survey/Data