women in it leadership: forging new paths (177659942)

7/27/2019 Women in IT Leadership: Forging New Paths (177659942)

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Women in IT

LeadershipForging New Paths Forward

Elizabeth Clark



ALL IS WELL in the IT universe

for women…yes?



25% of

IT workforceare WOMEN



9% of

U.S. CIOsare WOMEN



21 - 26% of

Higher Ed CIOsare WOMEN



The History of IT

Are we so

DIFFERENT

?



WHY is

Higher Educationdoing a better job

than theCORPORATE

SECTOR?



The History of IT



organizational

CULTURE



Glass Ceiling…



Labyrinth…



LENS:

socialstructural

perspectiveon

GENDER & INEQUALITY



What individual and

organizational factors describe

Higher Ed CIOs andtheir work

environments and how

do they differ for

women and men?



What specific

cultural factors identified throughout

the glass ceiling

literature exist inHigher Ed IT and

how do women and

men’s experiences

within the culture of

IT in Higher Ed differ?



How do

women CIOs inhigher education IT

explain the

organizational

-level factorsthat contributed to

their ability to attain

the CIO position?



Research Method

① Quantitative Survey

EDUCAUSE CIOs

• 188 women and menrespondents

② Qualitative Interviews

Semi-structured interviews

• 9 female participants



Quantitative Findings



Quantitative Findings: Demographics

Demographic Data (N = 188)

Sex Male: 73.4% Female: 26.6%

Ethnicity White: 84% Non-White: 11.7%

Marital Status Married/Partnered: 90.4% Single/Divorced: 7.4%

Number of Children <=2 Children: 66.5% >2 Children: 29.3%

Employment Status Full-time: 98.4% Part-time: 1.1%

Cabinet Membership Yes: 47.9% No: 51.1%

Demographic Data (N = 188)

Age Mean: 51.76 Median: 52 Mode: 54

Years in Position Mean: 6.14 years Median: 5 years Mode: <1 year

Years at Institution Mean: 11.3 years Median: 9 years Mode: <1 year

Salary Mean: $147,642 Median: $137,500 Mode: $112,500

FTEs Mean: 51-100 Median: 51-75 Mode: 51-75

Org Structure Balanced: 17.6% Decentralized: 8.5% Centralized: 73.9%



EducationLevel78.3% have Masters or

Terminal Degree



Top 5

Majors

• Business: 25.5%

• Education: 12.8%

• IT: 11.2%

• Computer

Science: 11.2%• Administration:

4.3%



Prior

Paths

• CIO

•

Administrative TechDirector

• Academic Tech

Director• Systems Director,

Network Director,

and IT Consultant• Faculty Member

(3.2% and 4.3%)



For MOST VARIABLES, there were

no statistically significant differences

between women and men



Women were more likely than mento be CHILDLESS



Salary mean difference = $13,976



More women & fewer menpreviously worked in Higher Ed

Business/Financial Affairs



More men & fewer women

previously worked in Consulting



More men were CIOs or Systems DirectorsMore women were Admin or Academic

Tech Directors



Workplace Norms & Climate

Gender as a Predictor of Hours Worked: OLS Regression

Hours spent in the office(N = 185; income imputed)

Women worked more hours IN THE OFFICE

than men

Flexible Job Options: Chi-square Goodness-of-Fit

Compressed work week More men/fewer women USED THIS OPTION

Flex time More men/fewer women used this option

Distributed office More men/fewer women used this option

Workplace Norms and ClimateThree tests: Chi-square Goodness-of-Fit, OLS Regression, Mann-Whitney U

Mann-Whitney U: None of the measures of workplace climate showed a

significant difference between women and men’s perceptions



Men Women

Cleaning 2.47 3.00

Grocery

Shopping1.62 1.48

Cooking 2.83 3.94

Childcare 8.95 12.69

Eldercare 4.43 5.15

TOTAL 20.30 26.26

On average women spent 5.96 more hours/week

on household chores*

Household ChoresCumulative Average Hours



Managing Life Outside of WorkManaging Life Outside of Work

More women

& fewer menhired

CLEANING

assistance




More women

& fewer menhired

COOKING

assistance




More women

& fewer menhired

CHILDCARE

assistance



Hiring & PromotionHiring and PromotionTwo tests : Chi-square Goodness-of-Fit and Mann-Whitney U

Mann-Whitney U: None of the measures of perceived bias in hiring and

promotion processes showed a significant difference between women and men

More women & fewer men

felt they were

HIRED because of theirGENDER



Hiring & PromotionHiring and PromotionTwo tests: Chi-square Goodness-of-Fit and Mann-Whitney U




felt they were

NOT PROMOTED because of their GENDER



Hiring & PromotionHiring and PromotionTwo tests: Chi-square Goodness-of-Fit and Mann-Whitney U




felt they were

PAID LESS because of theirGENDER



Mentors and Role ModelsTwo tests: Chi-square Goodness-of-Fit and Mann-Whitney U

Mann-Whitney U: There was no significant difference between

how women and men ranked the influence of role models

More MEN & fewer

women had informalmentors prior to

becoming CIO



Mentors and Role ModelsTwo tests: Chi-square Goodness-of-Fit and Mann-Whitney U

Mann-Whitney U: There was no significant difference between

how women and men ranked the influence of role models

More WOMEN &

fewer men had femaleinformal mentors prior

to becoming CIO



Qualitative Findings



Face time is requiredWomen spend longer hours in the office and are using

fewer flex options.



Gender normsWomen spend more time & are more likely to pay for

household & caretaking duties than men



Good HR Practices = Fair ProcessUnclear HR practices led participants to believe the hiring

and promotion processes were biased.



Masculine cultureThe “unwritten rules” of the IT workplace…



KEEP

CALM AND

NEGOTIATE

ON



Unique Role, Political RoleIt is political at the top & technicians need to

learn new skills



Higher Ed IT

BENEFITSoutweigh

disadvantages

• Stimulating work

• Flexible environment

•

Women role models• HE community values

mentoring

• Educational mission



ALL APPLES, no oranges

Homogeneous population…



The

Dominant

Discourseis

MASCULINE



Higher Ed offers POSITIVE

ENVIRONMENTAL options



Thank You!

Elizabeth Clark:[email protected]

mailto:[email protected]

mailto:[email protected]

women in it leadership: forging new paths (177659942)

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