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Speaker 1: Right now, though. A new report into women working in

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Speaker 1: the tech sector has set off a few alarm bells.

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Speaker 1: The advocacy group Tech Beyond Gender surveyed two hundred female

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Speaker 1: workers tech workers. It found more than half have considered

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Speaker 1: leaving their current positions and over a third of thought

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Speaker 1: about quitting the sector altogether. Mina Satesh Kumar from Tech

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Speaker 1: Beyond Gender is with me to explain this finding. Mina,

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Speaker 1: good evening to you. Thanks for being with me.

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Speaker 2: Good evening, Thanks for the time.

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Speaker 1: So you've done these interviews, there's some quite some quite

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Speaker 1: radical claims being made here. Tell me how you've come

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Speaker 1: to the conclusion. You know, half of the people you've

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Speaker 1: interviewed have considered quitting do you know whin?

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Speaker 2: Yeah? Cool? So let me it's a small correction here.

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Speaker 2: This report we surveyed women and gender divers professionals working

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Speaker 2: in New Zealand tech sector. I think it is gener

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Speaker 2: frustration and a feeling of hopelessness for these people working

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Speaker 2: in tech sector where more than forty persons have experienced

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Speaker 2: gender based microaggressions in their workplaces and more than seventy

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Speaker 2: seventy percentage have reported no training or to create awareness

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Speaker 2: regarding microaggressions have been provided in their workplaces. And besides that,

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Speaker 2: more than seventy percentage of them are dissatisfied with paid

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Speaker 2: transparency and more than half of them feel that they're

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Speaker 2: not being paid fair with disparities particularly affecting technical and

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Speaker 2: migrant professionals.

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Speaker 1: What do you consider a microaggression? Forty percent say that

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Speaker 1: they've had gender based microaggressions committed against them. What is that?

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Speaker 2: So? Microaggressions are subtle, often unintentional comments or behaviors or

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Speaker 2: actions that communicate bias or stereotype towards a person or

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Speaker 2: a group. So this is particularly targeted towards marginalized or

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Speaker 2: minority background.

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Speaker 1: So I'm sorry, sorry, just you say that it's unintentional

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Speaker 1: aggressions and yet it's targeted. How can it be both?

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Speaker 2: Well, because this is because of the stereotypes that are

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Speaker 2: so ingrained in our society. There are certain systemic issues

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Speaker 2: that we have really not addressed. So it's easy to

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Speaker 2: just assume in a meeting that a woman would probably

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Speaker 2: be there to take notes or be a people manager,

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Speaker 2: and not see a woman as a front end developer

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Speaker 2: or a solution architect or a technical lead. So that's

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Speaker 2: what I meant, because it is very unintentional because we

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Speaker 2: are so ingrained in those stereotypes.

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Speaker 1: Right, But but what can you give us an example

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Speaker 1: of what a microaggression is?

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Speaker 2: So being interrupted in meetings, or having ideas appropriated, or

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Speaker 2: facing some dismissive comments, or like just having some remarks

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Speaker 2: such as, oh, you're surprisingly technical, or even saying, uh,

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Speaker 2: well you're too aggressive if being assertive ableman's right, yeah.

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Speaker 1: But these things will happen to men too. I mean,

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Speaker 1: you know, if so if somebody, if a manager interrupts

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Speaker 1: a man, is that a microaggression? No?

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Speaker 2: Possibly, I'm not saying that men do not have any

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Speaker 2: issues as such. Probably they do face issues.

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Speaker 1: But then isn't it Isn't that The point though, that

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Speaker 1: that if you know there's a there are good managers

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Speaker 1: and there are bad managers. It doesn't necessarily mean just

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Speaker 1: because somebody interrupts you that they're saying access or that

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Speaker 1: they're doing it because you're you're a woman.

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Speaker 2: But certain systemic barriers make all of these behaviors very

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Speaker 2: pronounced for women and gender divers professionals. So, because of

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Speaker 2: the stereotypes that are so ingrained in us, we just

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Speaker 2: assume certain things and just talk about it without really

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Speaker 2: thinking about it. So, for instance, if I'm in a

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Speaker 2: meeting and if I'm actually providing a technical input this

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Speaker 2: way along with few other men in my team, that

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Speaker 2: message that I would can be will hold value if

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Speaker 2: it comes if it is backed by another man.

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Speaker 1: Okaynna, thank you very much for explaining this to us.

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Speaker 1: I really appreciate it. MENA Satish Kumar from the Tech

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Speaker 1: Beyond Gender, which is an advocacy group for women in tech.

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Speaker 1: I mean, what do you say. I just I think

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Speaker 1: the whole, the whole I've read, I've read the release

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Speaker 1: from this group. I just think it sounds like absolute

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Speaker 1: b Yes, half have considered quitting. Go and ask any

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Speaker 1: worker anywhere, and half of them will tell you they

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Speaker 1: have considered quitting their job. It doesn't matter what gender

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Speaker 1: they are, who their bosses. Half don't believe they're being

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Speaker 1: paid very well. Go and ask any worker, doesn't matter

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Speaker 1: what gender they are, and they'll tell you that they're

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Speaker 1: not being paid very well. Go and ask how many

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Speaker 1: have had microaggressions and then define it as loosely as that,

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Speaker 1: and half will have said that they've had microaggressions.

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Speaker 2: For more from Heather Duplessy Allen Drive. Listen live to

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Speaker 2: news talks.

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