Indiana Joan Jones is the female lady heroine that women need

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The next time Indiana Jones appears in film could mark a major change for the franchise. In an interview with The Sun, filmmaker Steven Spielberg told the publication that it may be time for the roguish, Nazi-punching archaeology professor to take “a different form.” Graciously, Spielberg means a woman, not a snakeperson. According to Spielberg, however, this would mean changing more than the gender of the character. “We’d have to change the name from Jones to Joan. And there would be nothing wrong with that.”

Spielberg’s assertion that there’s nothing wrong with this name change is not 100 percent correct, because this is not actually how last names work. Does Indiana Jones become Indiana Joan, wherein the reboot is set in a dystopian…

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As women in tech gain experience, their pay gap with men gets worse

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On average, women are offered 4 percent less than men for the same job at the same company.

The pay disparity between women and men is often framed as a difference in experience. But women actually miss out on pay as they gain experience, according to new data from tech job platform Hired.

Within the first two years of working in a tech job, women in the U.S. ask for and receive 98 percent of what their male counterparts make in the same job at the same company, according to the report.

Over time, that disparity grows.

On average, women with seven to 10 years of experience, for example, ask for about 90 cents on the dollar and are offered slightly more — 93 cents for every dollar a man is offered. Women with 13 to 14 years of experience ask for 94 cents for every dollar and receive just 92 cents.

There are a number of reasons for this gap beyond simply asking for less and in turn receiving less. Entry-level jobs usually have more clear-cut salary data, so men and women alike know what a specific position is worth. As job candidates advance in their careers, data on a position’s salary becomes spottier, and raises and promotions are not dealt out equally between men and women.

Exacerbating this is the fact that salary requests tend to be based on current salary. That means that if, say, a woman doesn’t receive the same promotions and raises as her male counterparts, she will ask for less than men in each subsequent position, compounding the salary disparity over time.

Additionally, as women get older, they’re also more likely to have children, which is also linked to lower salaries.

The situation is worse for women of color or those who identify as LGBTQ.

Black and Latina women in tech make 90 cents for every dollar a white man makes. That’s a marked improvement over last year but the gulf is still substantial.

Overall, the study found that, in the U.S., men are offered higher salaries than women for the same position 63 percent of the time. It also found that companies offer women 4 percent less than men for the same role, on average. This is basically the same as last year’s findings.

Salary data reflects base pay only and is drawn from a sample of 420,000 interview requests and job offers among 10,000 participating companies and about 98,000 job candidates. Demographics data is self-reported. Hired job seekers set a preferred salary, and companies have to include compensation information for every interview request.

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Apple says male UK staff earn average of 5 percent more than women

How Complete Beginners are using an ‘Untapped’ Google Network to create Passive Income ON DEMAND

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On average, men at Apple’s U.K. operations earn 5 percent more than women, the company revealed on Tuesday, a day ahead of a deadline for British companies over 250 people to disclose their gender gaps.
AppleInsider – Frontpage News

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Apple’s U.K. pay gap gives men 5% boost over women

How Complete Beginners are using an ‘Untapped’ Google Network to create Passive Income ON DEMAND

The pay gap between men and women appears to be lowering for Apple employees in the U.K. Apple revealed today that its male employees in the U.K. make 5% more than females on average. However, the median pay favored women by 2%. “We’re proud of the progress we’ve made to hire more inclusively and are […]

(via Cult of Mac – Tech and culture through an Apple lens)

Cult of Mac

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Apple talks gender pay gap in the U.K., says men are paid more than women in the country

How Complete Beginners are using an ‘Untapped’ Google Network to create Passive Income ON DEMAND

Apple is pretty vocal about its stance on equality, often noting that everyone that works for Apple deserves equal pay, regardless of race or gender.

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9to5Mac

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Is automation leaving women and minorities behind?

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By 2030, 14 percent of the global workforce — 375 million individuals — may need to switch occupations as a result of increased automation. This phenomenon, what economists term ‘labor switching’ has been lauded by technologists as the simple solution to the looming problem of mass displacement from automation. But as innovations such as autonomous vehicles, cashierless checkout, algorithmic stock trading, and drone delivery become increasingly tangible, not only is there a notable lack of any institutionalized retraining to address the issue, but there’s very little attention being given to how this switch will affect the most disenfranchised members of our society.…

This story continues at The Next Web
The Next Web

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Six things we can do today to help women succeed in the workplace

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“That’s What She Said” author Joanne Lipman

“That’s What She Said” author Joanne Lipman shares what she has learned about discrimination and the failures of “diversity training,” on Recode Decode.

The inspiration for journalist Joanne Lipman’s new book came in part from an unsuspecting businessman on an airplane to Des Moines. He and Lipman were sitting next to each other, having a nice conversation, until he asked why she was flying to Iowa.

“I said, ‘I’m going to speak at a women’s leadership conference,’” Lipman recalled on the latest episode of Recode Decode, hosted by Kara Swisher. “And suddenly, this lovely man, he freezes up, he gets that deer-in-the-headlights look, and he goes, ‘Sorry I’m a man!’”

“Then he launches into this whole thing about how he had just gone through ‘diversity training’ at his bank, and how awful it was and they beat him up, and it felt like you were being sent to the principal’s office,” she added. “He says to me, he took one message away from diversity training: ‘It’s all your fault.’”

More than three years and a lot more air travel later, Lipman has written “That’s What She Said,” a practical guide for men and women, who she said desperately need to talk more candidly about working together. Below, we’ve highlighted six of Lipman’s pieces of advice from the podcast.

You can listen to Recode Decode on Apple Podcasts, Spotify, Pocket Casts, Overcast or wherever you listen to podcasts.

Here are six of Lipman’s top suggestions:

  1. Don’t outsource diversity to Human Resources. “For women as well as for African-American men and women, [diversity training] made things worse,” she said. “The problem isn’t the training, per se, it’s that it’s outsourced to HR. The ownership of workplace equality has got to sit with the CEO and the CFO. They need to see it as a business imperative. Every piece of research tells you that when you have more diverse groups, you are more successful.”
  2. Don’t obsess over the Harvey Weinstein types. The #MeToo movement has successfully rooted out several bad actors, but “if we only focus on the sexual predators and sexual harassment, we are totally missing the point. That will waste this moment. Not every woman has been sexually assaulted at work, but every single woman knows what it feels like to be marginalized and underpaid and overlooked. That’s what this moment is about.”
  3. Make sure the people doing the hiring are diverse. “We all know at this point that if you have an opening, you should have a diverse slate of candidates. But in my research, what I found is that is simply not enough. You actually need a diverse slate of interviewers, and that’s been a big, big issue with the tech firms. You bring in a diverse slate of candidates, but you’ve got a bunch of white guys who all went to Stanford who are doing the interviewing.”
  4. Don’t decide for her. “I cannot even tell you the number of times I’ve been in a small group of leaders, talking about an opening and somebody will say, ’Susan would be great for that!’ And somebody else will say, ‘Oh, she just had a baby,’ or, ‘Her husband has a big job, he’s not going to want to relocate.’ There’s always some reason.”
  5. Understand why she’s crying. “I had no idea, but men are terrified of women crying in the office, which leads them to not give honest feedback. Science says women do cry more than men, but when they do cry it’s because they’re angry or frustrated. Men don’t see it that way, they think feelings have been hurt. A woman crying in the office is the same thing as a man screaming and yelling and getting angry.”
  6. Hire somebody your mom’s age. “Age discrimination is rampant. Particularly for women who have maybe taken off some time for their kids or who have dialed back, they are invisible. They would add trillions of dollars to the economy.”

If you like this show, you should also sample our other podcasts:

  • Recode Media with Peter Kafka features no-nonsense conversations with the smartest and most interesting people in the media world, with new episodes every Thursday. Use these links to subscribe on Apple Podcasts, Spotify, Pocket Casts, Overcast or wherever you listen to podcasts.
  • On Too Embarrassed to Ask, also hosted by Kara Swisher, we answer the tech questions sent in by our readers and listeners. You can hear new episodes every Friday on Apple Podcasts, Spotify, Pocket Casts, Overcast or wherever you listen to podcasts.
  • And Recode Replay has all the audio from our live events, including the Code Conference, Code Media and the Code Commerce Series. Subscribe today on Apple Podcasts, Spotify, Pocket Casts, Overcast or wherever you listen to podcasts.

If you like what we’re doing, please write a review on Apple Podcasts — and if you don’t, just tweet-strafe Kara.

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The video game industry is finally asking where the women are

How Complete Beginners are using an ‘Untapped’ Google Network to create Passive Income ON DEMAND

Ubisoft is participating in the Women in Gaming Rally at GDC this week. It's one of the first things the 20 or so journalists pooled between the open bar and the canapes on the second floor of Hotel Zetta were told — mentioned right after the eveni…
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Author Claire Evans wants you to know about the women who helped found the internet

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Claire Evans, author of the new book “Broad Band: The Untold Story of the Women Who Made the Internet”

Her new book follows the stories of women in tech from Ada Lovelace in the 1800s to cyber feminists of the ‘90s.

Claire Evans grew up as the daughter of a coder for Intel, and she never thought computers were strictly for boys. But as an adult, she became disappointed to find the story of Silicon Valley thoroughly dominated by male characters.

That’s why Evans set out to highlight the women who helped make the internet in her new book, “Broad Band: The Untold Story of the Women Who Made the Internet,” a series of biographical essays about important women in tech history the Wall Street Journal called “engaging,” while also “too-often fannish,” in its review.

Evans followed the stories of women in computing that span from Ada Lovelace, who published the first computer program in 1843, to cyberfeminism matriarch Sadie Plant, who inspired a generation of politically engaged women online in the early ‘90s.

Evans, who writes about technology for Vice’s Motherboard, spent two years digging up archives and tracking down subjects to add to the canon of internet pioneers.

Her writing was a welcome retreat from Evans’s other life as lead singer in an arty rock band with her partner, Jona Bechtolt. The couple made headlines in 2016 when they faked a sex tape leak for a video that never really existed. Evans called it a “failed experiment” at commenting on celebrity online culture. There was a backlash and the band later apologized.

Recode spoke with Evans about her book and the overlooked figures in tech’s past. The interview has been edited for length and clarity.

Why did you write this book?

I saw a need for it. A more personal reason is, I grew up on the computer — my dad worked for Intel and I had computers in my home from a very young age.

I never had a feeling when I was a kid that computers were for boys or girls or for anyone in particular. I thought they were just magical portals to the world. I always defined myself as an internet person and a net native. I learned how to write online. I was a blogger in the early blogging days. I wrote so much stuff that’s floating online forever, probably.

But I got to a point, I don’t know, maybe three or four years ago, where I started to feel like, as a person and more importantly as a woman, I didn’t really know what my place was anymore. I didn’t feel as free to express myself on the internet as I had when I was younger.

Who’s the internet even for, what is the internet, what does it become? That was kind of where my head was, and so because I’m into history and I’m into old-school computing, my immediate impulse was to go to the past and to try to trace it.

Whether or not I figured it out is up to the reader to determine, but it made me feel a little bit better about my place online.

Your book focuses on women who were foundational to computing and the early internet. Did you know about these women growing up?

No, I didn’t know them. And part of the catalyst of writing the book was I was writing a series of articles about feminism in the ‘90s online, cyber feminism, which was something I discovered just because that was literally a footnote on a Wikipedia page about something else.

It blew my mind, the fact that there had been this fully formed, really interesting, colorful feminist movement on the internet the exact same time that I was coming of age online, and I just couldn’t believe that I’d missed it. Then I started to think, “What else could I have missed?”

You found plenty of subjects.

It’s insane how many more stories there are. And it makes me excited on one level because we get to start to uncover these now, but it also makes me really frustrated that there have been so many books about history of tech that just parrot the same ten stories about Steve Jobs going to hire the guy from Pepsi — stories that we all know.

I enjoy those stories too, but it’s just so frustrating that there are other ones that are just as interesting and just as dynamic with just as funny and interesting characters as any of the things that we see in movies and TV now, so I wanted to make sure that we really start going there.

I want to have something that a young girl today can read and see herself in. I really believe that it’s much easier to see yourself in the future of something when you can see yourself in the past and you’re rooted in it.

Was it hard to write a book about women in tech that focuses on the past when there’s so much happening in the present?

There were so many points in the process of making the manuscript when some story would come out, like the Google internal memo or some of many stories of harassment, like the entire #MeToo movement happened while I was writing this book.

And every time that happened I would think, “Oh no, I’ve got to make make sure to include that, I’ve got to put #MeToo in the book, I’ve got to put Gamergate in the book. I’ve got to put all these contemporary things in the book, but ultimately, I wanted the book to be a sacred space where you don’t have any of that shit in it.

It’s just true stories of people doing amazing stuff against extenuating circumstances and succeeding. As much as that’s kind of a “rah rah” thing, I just wanted there to be that document, and I didn’t want to have to be in a position of retreat or reaction or defensiveness.

What are some of the stories you wanted to include but didn’t have space for in this book?

User interface design is a really huge space. A lot of really amazing women in UX design. I really wish I had the chance to talk to Susan Kare [an artist and graphic designer who created many of the interface elements for the Apple Macintosh in the 1980s], for example.

Who else did you wish you could have included?

I wanted to do a chapter on the women of Xerox Park. That’s one of those super mythologized spaces in early tech literature — all the the coders and anthropologists and computer scientists all hobnobbing it together in bean bag chairs. Xerox park is really famous for having these bean bag chairs that everyone sat in.

But there’s this woman, Adele Goldberg, who’s a really famous computer scientist, who tells this story in a video at the Computer History Museum about how the beanbag chairs were great except for if you were pregnant, It was impossible to sit down and get up. So the people that designed this collaborative, exciting neutral egalitarian environment did not at all think about how the women would actually be dealing with using it. It was very emblematic, I wanted to write about that.

You dedicated the book to the users, can you explain why?

There’s a woman in the book, Stacy Horn, who founded BBS [an early system for messaging and chatting online] in the late ‘80s, and in its heyday was a very popular social platform on the early net. But she still runs it.

And there’s maybe like a few hundred people that still use it, but this kind of dedication towards long-term care and really owning the responsibility of the platform you create, I think it’s something that is so powerful and I value that. I really want to see it reviewed and just the network as a whole and in the culture of tech as a whole.

I mean, it’s very difficult to do that, I know, because the entire industry is built on obsolescence and constant reinvention, but with [the women in the book], there’s a certain level of mindfulness for the long-term and for care.

Many of the women in your book had rich lives outside their work in technology, and you’re the same way. You are also in a rock band, Yacht.

We have to remember that people with well-rounded lives often have a great deal to contribute because they’re thinking about the larger systems of which they are a part.

One of the people in the book, Radia Perlman, she’s put this in my head, that we have this fantasy about engineers being people that took apart radios when they were a kid, and are obsessive about details and only think about the code. That’s cool and great and those people are necessary to build things, but we also need people that can think about the impact of that and can also think about the whole thing at a higher level, how it’s all going to work, where it’s going to fit in the marketplace, where it’s going to fit in the world in which it will become a part.

In May of 2016, you and your partner made headlines for orchestrating a fake sex tape leak to promote your music video. What was your thinking around that?

It was a failed experiment. We’ve been a band for a really long time and done these experimental projects that play with online culture. We were trying to speak to the disillusionment of clickbait and celebrity culture and the conviction with which people spread stories on the internet — the way that the algorithms and systems in place inflate and exacerbate those stories, but it was a very misguided approach.

We executed it poorly and used poor language. It was a disaster from the beginning and we regretted everything about it. It was something that brought us into a two-year period of creative hibernation, and part of the reason I threw myself into this project is because I had the time, and I had the desire to go deeper into issues of online life and understand a lot more about it and the best way to elevate the voices of women.

How do you regain trust with your audience?

As much as these things often seem entangled in my work, there’s a difference between art and journalism. I have always taken my writing seriously, and I hope that shows. This book isn’t about me, or Yacht, and it’s not fiction. It’s about highlighting the contributions of women who really deserve to be seen.

Why do you think we don’t hear more stories about women in tech?

I think various industries only recently awoke to the fact that womens’ stories are interesting to more than just 50 percent of the population, but in fact they’re interesting to 100 percent of the population.

It’s not that there haven’t been great books about women in tech — there have been. I have many heroes, Ellen Ullman, for example has been writing about this stuff for a long time. Sadie Plant wrote an amazing book in the ‘90s. We could always use a lot more, and there’s space for it.

I feel like already a big part of my reader base is very earnest men who want to learn, which touches me more almost, frankly, than the women excited about the book. I want everybody to know about these stories because they’re interesting. When you’re only interested in a small part of the story, you’re not getting the whole story.

I’m not super interested in countering great man history with great woman history, and I love pointing out heroes like Grace Hopper, Ada Lovelace, but I am more interested in them as full people than I am as stickers that you put on your binder.

I want you to know that Ada Lovelace had a drug problem, that Ada Lovelace was a compulsive gambler and she felt really weird about motherhood. There’s a lot of things in those stories that are more relatable, and it’s more interesting to me to learn how people manage to do exceptional things within the context of their lives.


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