 Welcome everyone. My name is Bianca Tinkendreich. I am a PhD candidate at Northern Arizona University and I'm also a research scientist at Global. I'm here today very happy to present you a study about women's participation in open-source software which is good to be this time because we had amazing presentations today about imposter syndrome me and about code of conduct and other things that I'm going to cover here and It's like I'm doing now a wrap-up of many things that it's being covered by the last the previous presentations so What is this study about? We aggregated the literature. This is a secondary study it's a mapping study of the literature that we go there and Search for what we want to discover and then we aggregate the knowledge for you. So instead of reading 2000 close to 2400 papers I aggregated the knowledge for you and and we also Mapped and did a meta analysis about women's participation in open source This is a paper that was recently accepted by the transactions on software engineer methodology here. You can Have a link directly to the paper. It is being published already So What is how are women participating in open source? We investigated the papers and through inductive analysis we could understand how many women are there We we talk a lot about rates rates Percentages of women, but how is this being measured? So how many women are there? Who are the women participating? Why they are in so motivations to join and to stay in open source How do they participate? What kind what types of contributions are women doing? What is hurting what are the challenges faced by women in open source? And what is the literature proposing to increase women participation mitigates those challenges and increase women participation? So Let's talk about rates The women participation have been Measured by different ways we can make the literature is being is measuring women through Mining Repositories and through service. What is the difference between that when mining software repositories? We can understand we get the codes We get the data and then we can infer if the author if the committer is a man or a woman or through different types of inference so we can use Automated tools and also manual process to infer the gender so besides the Mining that can be done in software repositories mailing lists Also in events. So events participation. Who are the women? Who are the the people registered in events? this is also being reported by papers and Another way of Understand the rates of women is self-reporting so in surveys We have usually a question about what gender do you identify so it's a self-reporting way of understanding the rates of women and When we analyze it these These rates we could see that women are better represented earlier in the job in the joining process how that the rates of women are being very high higher in the participation in mentorship programs for example then in the core in Central open source roles, so there are papers reporting women as core developers and those rates are much Lower than the rates of women who are participating in mentorships Events and why is it happen? We are gonna be back on that Who are the women contributing to open source? So we analyzed it also in the papers some Demographics some details about women to understand who are the women Being reported in the study we could see that they are at least under graduates They devote less than five hours a week to open source. There are papers reporting that More than a half are Devoting less than five hours a week. What does it represent? It's maybe that for most of the women open source is not being a full-time job So there are papers showing that 20% have no children and 47% not married and 77% Contribute for less than five years are recent contributors These numbers are increasing over time and they concentrate their work in a few projects instead of going everywhere They usually concentrate according to the papers. They concentrate in less projects and What motivates women so this is the why why are you in what is the force that pushes you? Pulls you into open source what motivates you to contribute So we analyzed it also because this question and we could understand by looking at Categories of motivations in open source We could see that the papers are reporting that altruism pay reciprocity Kinship and learning our motivators are strong factor motivators by one for women While fun for example that is being reported as a strong motivators Motivator for an open source contributor as a whole is not being so so Relevant for women so fun is not being a relevant Motivation for women according to the papers that was were part of this study And why are women not motivated by fun? We can get to this later What types of contributions do women make women can make any contribution they want But we may we look at that the literature to see what are the papers reporting about the contributions So if we separate into two main categories of coders and non coders We could see that women for close to half 45% are only non coders. What is a non coders is Is a is a person who has a role that is not connected to developing code It can be a community manager can be a project manager can be many other roles This is a subject for another study But we can see that 34 31% it's a lower number are only coders and 24% is a good both so we can see this Intersection of women who are executing both called the known code contribute accumulating roles We can also see the low rates of core developers here 2% to 10 and They are outers of 5% of pull requests. I'm going to get to you in the end. Okay What challenges do women face? So the papers are also reporting challenges barriers difficulties We are aggregated these only as a challenges What challenges are being faced so lack of peer parity not having feeling alienated frustrated Invisible like less comfortable without other women around the non-inclusive communication are being really Explored here in this in this conference So expelative often use it in mailing lists in Documentations in code reviews that are insulting to woman and disaster is is that it's because it was Reported by papers as a reason to live The toxic future is very Exploded here too. So incidents of symbolic violence harassment sexism that can be both benevolent and negative Against women bringing the hostility can can make them Hinder their gender while doing contributions the imposter syndrome it was also covered by by another Presentation here today is when be even being competent being able and very competent women face a lack of Lack of self-efficacy they feel they are not so efficient and being more restrained can avoid display their genders So what is gender identified contributions this can be Happening because of the imposter syndrome it so women can can have their contributions less Accepted when they show their gender. So according to the literature there are studies showing that When not disclosing the gender the the poor request can be more Accepted then then the other genders but when showing that they are a women their poor request can be less accepted The work life-balancing issues is like having family constraints and not having like paid leave and vacations for example community reception issues is It was mentioned by papers like it's hard to find a mentor when you're a woman For example, because it can be understood as an invitation to go out an invitation like if I approach a man To to find our mentor he can understand that I am like Trying a dating opportunity for example. It was reported by the papers and Stereotyping stereotyping is is a very hard Challenge that can can lead women to understand they can be only non coders for example and coders are only men So this is also a challenge very reported in the literature And what strategies are the papers reporting to increase women? What are the papers reporting? How can we increase women according to the literature? So we can provide awareness and statistics of women Contributors that can help to reduce the lack of peer parity the challenge of lack of peer parity Knowing that there are other women around We can awake promote Specific groups and even so awake technological vocations in girls since the school To and it this is happening here a little bit But not only for girls, but that was a previous prevent presentation from her head had very interesting on that So awake the technological vocations and girls and organize group Specifics for women because it was reported by papers that women feel safer when they are all in women only groups So they can disclose more easily their identity disclose also personal information When they feel safe and they feel safer in women only groups So these stereotypes roles as I was saying not say that a coder is a man and on coder is a woman They leave the stereotypes out of the door Promote using the inclusive language is something that we are seeing a lot And it's not only the guys that needs to be avoided. It's like really be inclusive To understand what harms women what say what do they feel is not comfortable for them Showcase the way the success of women so give visibility of achievements when women have Something that happens showcase them and help to the give visibility and also recognize their achievements Encourage but also be welcoming to women prepare mentors to guide women So the mentors who are going to guide women need to understand what are the difficulties that women under that women face To help them to overcome those challenges Create and also enforce a code of conduct. It was also talked today earlier here a very nice presentation about how to Overcome the incidence of code of conduct and promote women to leadership roles, but also Prepare women to be there because it's not only putting women on a stage But prepare give training give mentorship to women to how to be there how to be there and and do the job They need to do So let's connect the dots now. I'm going back to what I said before What's happening the leaky pipeline was that I was showing the in the beginning we could see that Women are joining The mentorship programs They are trying to get in because the percentages are higher there around 14 and 15 percent are women But we can see that this pipeline goes down to close to four or five percent When when we talk about core developers, so this is a leaky pipeline women are trying to get in Over and over the years, but they are not staying. So what is happening to this leaky pipeline? One thing is the motivation against the project future. I don't know if you remember the motivation slide one of the strongest motivations by Felt by women is kinship for example kinship is is like I want to participate. I want to be together I want to collaborate. I want to be long But if I have this motivation for example, this is so intrinsic motivation and I face a Toxic future in the project. This is going to be against my motivation. So I don't want to stay on that so this is can be like Forces going against and we need to understand all the forces and align them to be towers So women can stay What about also the leaky pipeline about help helping women to believe in open source is a career only four percent In one study only four percent of women join Open source because they believe in opens that open source can help them to achieve other opportunities So this is a career motivation different than pay pay is like I Am contributing because I'm being paid now in Korea is let I understand it can help me in the career So if imagine if only four percent join because they believe in a career But then when analyzing the reasons to stay This this number goes up almost six times six times And why why are women staying because a career because maybe After overcoming some of the joining challenges they now believe in open source in a career So we need to show what is the strategy related to that we need to show women that open source Yes, can be a career to women and show the many roles they can they can Play in open source So they can play many roles and open source. Yes, can be a career for you So we can attract more women so we can help with the liquid leaky pipeline attract and stay Another one about the leaky pipeline is the imposter's syndrome I started to talk about this in the challenge, but the imposter's syndrome is a challenge There is increase it because of maybe others. So, okay We underrepresented groups are not only in open source not only stopped engineer But usually have more imposter's syndrome But when they face a toxic future this imposter's system can be amplified So this can be even worse and this can be happening to women when they are there and then they are leaving So this is important for us to understand to visualize and to deal with To train our people and to look in our communities Take away. So we can combine strategies if we go to the To the strategies list we can see that like for example Publishing success stories of women in media can promote The awareness of presence of peers and then we can we can mitigate The lack of peer parity, but it can also attract more women and Recognize at the same time the women who are there. So we are combining the strategies this media Exposurey can include the women's posts and pictures and then we are also helping to this stereotype this stereotype the contributor showing that contributors are also women Women only forums and and can be also promoting groups and when when there are Women only forums and they are safer to speak up We can have an analysis of the messages that are circulating that and then See what are the problems and the challenges they are facing and discussing to proactive help and Also offer opportunities to for them to showcase some success to showcase and then this is all all Everything integrated so we can integrate the strategies to have better results Thank you to my co-authors one of the cultures is here Marco Gerasa I'm gonna use the rest of the time to tell you about okay, Bianca and then What are the next steps? So this is part of my PhD project is about supporting women increasing women in open source and As I was talking to you about the forces So we need to understand what are the forces that pull women in open source What are the forces that push women against open source and? And what else its motivations their challenges and the next force that I'm going to Explore I'm already doing this is the sense of belonging Why this force because remember that one of the motivation was Very strong for women is kinship and kinship is it includes the sense of belonging in there since of belonging is a very intrinsic and need a woman who a human need That is on top of my slope Pyramid Next to recognition and is the the need to belong to something the need to belong to a group the need to belong to something So I'm exploring the sense of belonging. I have I am running I ran around and already I study with the Linux kernel and We are planning to extend These these this study with other communities So we are already ready to we know how to measure the sense of belonging is not only do you belong? So we know how to measure this We want to understand and we are exploring what comes before who feels the belong who what happens before what it comes Before the sense of belonging what are the consequences of feeling and not feeling the sense of belonging So can push you in and out of not feeling or feeling and strategies to foster so I Have here my my Twitter if you are interested, I'm in the last Part of my PhD project. I'm planning to graduate this this year yet, but thank you and But I have space for More one more study. So also have other people to continue after that So if you want to evaluate this in your community, we would be more than happy to help Okay Thank you Question. It's a very good question. I'm going to repeat. So we have this in the microphone So she asked what is how can correct me if I'm wrong? How can we balance the? strategy of showcasing women's stories with the Intentional the or the need they have sometimes to hate to hide their gender, right? We need to showcase what who wants to be showcased. It's not something we we can force, you know It's not so what happens in the When hindered the gender the the person who Who hides the gender is is like the person who is behind the scenes usually? So you have a github profile and you don't show your picture for example Because you don't want to be identified as a women as a woman and this woman is facing this challenge And there are papers already in part of this study showing that this should this can be This can can be two sides of a carrot this can be Sometimes not beneficial to the woman. So it's it's hard We cannot obligate women to be showcased, but some women want to be there Some women don't care about showing the gender and those women who care about we should we should talk to them and Make them feel safe, you know But we cannot obligate it's not like I'm going to show every women face in the screen It's not that but some something some women want some we won't like to That is all seen that one number two is the the other issue is You need to be a prominent public figure To be a member of the community and that's a big question So you need to be speaking on panels. You need to be talking on Twitter You need to be posting the writing articles in what How poor is that being? present and to be helping encouraging and have What you were said needed to be able to have Sense of belonging and so that's a big open question. You need to be open in public You have to be a Jackie Robinson to have a statement to be out there to Encourage me and encourage others That's so I don't know the answer to that. Yeah, so it's like that you can see the challenges they are all they overlap and the strategies can be synergy because Women hide the gender because of gender bias contributions and Why are they doing that because they are facing those bias? So those bias need to stop No, okay. Okay. Okay. Yeah There are no studies about the sense of belonging there are and I'm gonna answer your question two parts because I thought you were going to stop in the middle. So The question was Repeating here. Are there any strategies showing results in practice? And I thought the question was going to stop there. So I'm going to answer this Most of the studies are presenting Suggesting strategies that were not properly tested yet in practice. So this is being covered in the papers like strengths to Validate but They so most are not tested in practice and there was no study Evaluating especially The sense of belonging so this is why I separate Okay, thank you for asking that so the question was I'm focused here in the presentation about open source challenges But are there challenges that are unique to your to open source and do not happen in Corporate settings, right? So I have another study on that so it was the challenges and strategies to increase women's software development in industry and I'm going back to the challenges slide so if we imposter syndrome is stereotyping Non-inclusive communication work life balance talks culture lack of peer parity Happened also in the software industry the only two challenges that were not mentioned by women who I Surveyed in the software industry because I think they are more specific to the open source ecosystem are the gender identified contributions because in a in a company may even if Even when you work remote most of the people know your gender you are not you are not only a Like a github profile for example So the gender identified contributions were not is not a challenge that was mentioned by women there And also their community reception issues also not a challenge You usually usually at the companies nowadays have like on boarding programs and this is not happening But they mentioned other other challenge. So for example the maternity wall, which is Something that happened when you are a mother You are a parent It's more for mothers in this case, but you are a parent and then you receive less work because you are a parent so this was mentioned by the women in software industry and Happened differently in open so can happen different in open source because there there was a study from Emma somafi that show it that Women try to not show pictures of themselves with children to avoid this maternity wall And then have even less chances of getting Acceptance in open source. So it's like the same challenges happening in different ways, you know, but most of them are not Particular from open source. I have five five men. I have no man. Alright, so we got a virtual question from Renee It says have you looked into the effects of corporate education training in my experience? Well-intentioned corporate HR training telling men to accept women backfires They resent being told what to do how to act and double down on declaring someone a diversity hire and Continue their bad behavior. I think someone should look into this Yes, thank you for a question. The literature is not reporting exactly this strategy, but it's part of the strategy here of promote groups that it was showing that Promoting scholarships and and promoting the education since the beginning but scholarship for girls It's not the same as training men So it was not being mentioned literature But I know another paper that another study that deals with that because Girls are stereotyped since since they are very young because They have different cognitive styles Men and women to approach problems. And so there is a study from the psychology showing that sometimes a little girl and a little boy can be Presented to the same problem To to solve and they have different ways of solving and sometimes the man The boy is like splitting the problems in small ones and Solving each part and seems for the teacher for the small Kid teacher that he is having more progress because sometimes the girl wants to understand as a whole Have a whole understanding like information Processing style to then start Solving it and then the solution will Will appear later on But they have different styles and then sometimes this study show it that sometimes the teacher goes and say oh you this is not Problem for you. This is a problem for him. So it's this Question is important because we need to train the team not only the man But the team with we need to train the teachers to understand people Independent of the gender men women whatever can have different ways to solve problems And this is not like who I'm going to declare this classify a person because it's not having the same Way of solving, you know any other questions Lawrence So it's it's happening so we need to train We need to understand what's happening. This is why I'm doing this study I'm understanding what is happening making awareness of this. We need to train Both we need to train all gender. So we need to understand what is happening to train everyone to deal with everyone Equally and nobody asked me about why am I studying women? nobody asking No, I like not because of this I have five minutes so I can tell so, okay Diversity is about being different. So there are many uncountable Different aspects of diversity gender is only one There are many unrepresented genders women is only one population So I'm not achieving one population of one aspect of diversity. I need to focus on something But if we look at this study as I know as an opportunity of research, we can understand this like People make decisions and I am studying how women decide to join stay or leave We could use the similar approach to other populations You know, so I am a woman I identify my my gender as a woman, but this study could be apply it and Be used it by other to study other populations. I think I don't have more time, but thank you