Visibility of Women in the Software Development Life Cycle

  1. Marlene Valeria Negrier Seguel 1
  2. Jorge Hochstetter-Diez 1
  3. Felipe Vásquez 1
  4. Rodrigo Cadena 2
  1. 1 Universidad de la Frontera, Chile
  2. 2 Universidad Americana de Europa, México
Revista:
Journal of Computer Science and Technology

ISSN: 1666-6038

Ano de publicación: 2023

Volume: 23

Número: 2

Tipo: Artigo

DOI: 10.24215/16666038.23.E15 DIALNET GOOGLE SCHOLAR lock_openAcceso aberto editor

Outras publicacións en: Journal of Computer Science and Technology

Resumo

The visibility of women in the labor context of software production is very weak, due to their low participation and socio-cultural difficulties to grow in the labor context. This article aims to show women's role and contribution in the whole life cycle of software development and thus promote gender equity and equality in this area. Methodologically, we have taken the systematic mapping technique to search in the technical literature as a basis. This allows us to obtain a comprehensive view of the work related to gender gaps women face in their work performance in software manufacturing. To complement this study, a form including closed questions was designed to obtain information about the role women play in software production and their expectations in terms of their professional contribution in this field. The main findings allow us to infer that there are biases when defining leaders and roles in software development. It is hoped that the findings of this study will provide inspiring information for women who wish to lead teams in the field of software development by showing the reduction of gender gaps and the possibility of successfully exercising leadership in this field.

Referencias bibliográficas

  • M. Ortu, G. Destefanis, S. Counsell, S. Swift, R. Tonelli, and M. Marchesi, “How diverse is your team? Investigating gender and nationality diversity in GitHub teams,” J. Softw. Eng. Res. Dev., vol. 5, no. 1, pp. 1–18, 2017. DOI: https://doi.org/10.1186/s40411-017-0044-y
  • S. B. Berenson, K. M. Slaten, L. A. Williams, and C.-W. Ho, “Voices of women in a software engineering course: reflections on collaboration,” ACM J. Educ. Resour. Comput., vol. 4, p. 3, 2004. DOI: https://doi.org/10.1145/1060071.1060074
  • C. Ashcraft, B. McLain, and E. Eger, “Women in Tech: The Facts,” 2016. https://wpassets.ncwit.org/wpcontent/uploads/2021/05/13193304/ncwit_women-in-it_2016-full-report_final-web06012016.pdf (accessed Aug. 17, 2022).
  • H. Montse, “Mujer y tecnología: la brecha que no cesa (sino que crece),” Foro Económico Mundial, Jan. 23, 2019. .
  • A. Vainer, “5 consejos para promover la diversidad - Think with Google,” https://www.thinkwithgoogle.com/intl/eses/futuro-del-marketing/gestion-y-culturacorporativa/diversidad-e-inclusion/consejospromocion-diversidad/, Feb. 2021. .
  • K. Blincoe, O. Springer, and M. R. Wrobel, “Perceptions of Gender Diversity’s Impact on Mood in Software Development Teams,” IEEE Softw., vol. 36, no. 5, pp. 51–56, 2019, doi: 10.1109/MS.2019.2917428. DOI: https://doi.org/10.1109/MS.2019.2917428
  • Google, “Informe Anual de Diversidad de Google 2022,” 2022.
  • Minmujeryeg.gob.cl, “Necesitamos cada vez más mujeres interesadas en ser profesionales e investigadoras en ciencia, tecnología e innovación. – MinMujeryEG,” https://minmujeryeg.gob.cl/?p=43206, Feb. 11, 2020.
  • C. Corbett and C. Hill, Solving the Equation-The Variables for Women’s Success in Engineering and Computing. 2015.
  • L. Nishii, “The Benefits of Climate for Inclusion for Gender-Diverse Groups,” Acad. Manag. J., vol. 56, pp. 1754–1774, Sep. 2012, doi: 10.5465/amj.2009.0823. DOI: https://doi.org/10.5465/amj.2009.0823
  • P. Tourani, B. Adams, and A. Serebrenik, “Code of conduct in open source projects,” in 2017 IEEE 24th International Conference on Software Analysis, Evolution and Reengineering (SANER), 2017, pp. 24–33, doi: 10.1109/SANER.2017.7884606. DOI: https://doi.org/10.1109/SANER.2017.7884606
  • C. R. Østergaard, B. Timmermans, and K. Kristinsson, “Does a different view create something new? the effect of employee diversity on innovation,” Res. Policy, vol. 40, no. 3, pp. 500–509, 2011, doi: 10.1016/j.respol.2010.11.004. DOI: https://doi.org/10.1016/j.respol.2010.11.004
  • Unesco, “IGUALDAD DE GÉNERO,” 2014, [Online]. Available: http://www.un.org/millenniumgoals/gender.shtml .
  • Google, “Women Who Choose Computer Science— What Really Matters,” 2014.
  • United Nations, “Goal 5: Achieve gender equality and empower all women and girls.” https://www.un.org/sustainabledevelopment/gender-equality/.
  • K. Petersen, R. Feldt, S. Mujtaba, and M. Mattsson, “Systematic Mapping Studies in Software Engineering.” [Online]. Available: www.splc.net.
  • ONU Mujeres, Hechos y cifras: Empoderamiento económico. pp. 5–9.
  • A. H. Eagly, M. C. Johannesen-Schmidt, and M. L. Van Engen, “Transformational, transactional, and laissez-faire leadership styles: a metaanalysis comparing women and men.,” Psychol. Bull., vol. 129, no. 4, p. 569, 2003. DOI: https://doi.org/10.1037/0033-2909.129.4.569
  • M. E. Heilman, “Description and prescription: How gender stereotypes prevent women’s ascent up the organizational ladder,” J. Soc. Issues, vol. 57, no. 4, pp. 657–674, 2001. DOI: https://doi.org/10.1111/0022-4537.00234
  • M. Alvesson and Y. D. Billing, Understanding gender and organizations. Sage, 2009. DOI: https://doi.org/10.4135/9781446280133
  • J. Wynen, S. de Beeck, and S. Ruebens, “The nexus between gender and perceived career opportunities: Evidence from the US Federal Government,” Public Pers. Manage., vol. 44, no. 3, pp. 375–400, 2015. DOI: https://doi.org/10.1177/0091026015588194
Fonte de datos: Dialnet