Workplace Bias and Women of Color in Computing

Contributing guest blog post by Rachel Maas

At the Center for WorkLife Law, we had the opportunity as part of WoCCC to study bias experiences among women of color in computing. We surveyed over 200 women and conducted twelve qualitative interviews. Our findings were similar to what we’ve found in related fields like STEM: women of color in computing experience all five patterns of workplace bias. We’re excited to share a sneak peek of our research and a bias interrupter that employers can implement to interrupt bias against women of color.

Research Shows that Women of Color in Computing Face Exacting Standards at Work

One finding of particular note: women of color in computing face exacting standards at work. In both our survey and qualitative interviews, women of color shared that there is pressure to perform flawlessly.

“It doesn’t matter how well I perform; I feel like I have to go above and beyond.” — African American Woman

Women of color we surveyed expressed that they couldn’t make “a single mistake” at much higher levels than white women. Our interviews provided deeper insights into the constant scrutiny that women of color in computing experience.

From having their tones criticized in work meetings, to having their every typo pointed out, to being accused of slacking off while working remotely, it’s no wonder the women in our study felt they were held to incredibly high standards—because they were.

One woman we interviewed was repeatedly brushed off in team meetings. When she pointed out that she was making many of the same points as a male colleague, her coworkers shifted to her tone: “Well, it’s the way you said it.”

Another woman had a solid reputation in the office and good rapport with her supervisor. But when she telecommuted while on vacation, a colleague raised concerns about her commitment to work. When her supervisor approached her about it, she pushed back. Her supervisor immediately seemed to regret questioning her, but damage had already been done: “I’m like, ‘But the problem is, you didn’t think about it then, either. And now, what are you gonna do? Go back? It’s too late to defend me.’”

Yet another person we interviewed had a coworker critique her e-mail messages for months, waiting to catch a typo or British English spelling of a word to use as evidence that she wasn’t fit for her job. The coworker eventually conceded months later that they might’ve been too harsh.

Incidents like these can have a lasting impact. When you’re wondering how your every move at work will be received, it can make it really hard to comfortably do your job. The woman whose coworker proofread each e-mail said it took years for her to loosen up and speak less formally at work.

A Bias Interrupter: Provide Administrative Support for Diversity Equity & Inclusion Work

Women of color often participate in diversity, equity, and inclusion work on top of their full-time jobs. We found the same to be true in computing: overall, women of color spend considerably more time than their white women colleagues on DEI (diversity, equity & inclusion) work.

While participation in DEI work is often encouraged and celebrated, that enthusiasm doesn’t always translate to promotions or exciting work opportunities. This means that while women of color are already contending with racial and gender bias in the office, many are also doing additional work for DEI initiatives that too often goes unrewarded. In her forthcoming book Bias Interrupted: Small Steps, Big Change, WorkLife Law Director Joan C. Williams outlines how employers can better support DEI initiatives and the employees who work on them. One way workplaces can interrupt bias against women of color: give people working on DEI initiatives the administrative support they need to do it. That way, all they have to do is make the initial calls or e-mails and admin can coordinate the rest.

Rachel Maas is the Policy & Research Fellow at the Center for WorkLife Law.