A history lesson: what’s holding fintech back?
Just 18 years old when she got the opportunity to show off her skills in mathematics, this enchantress of numbers was solving complex equations in a time when no calculators, computers, or spreadsheets existed.
When companies represent the rich diversity of the broader population, they perform better
By publishing the first algorithm intended for Charles Babbage’s Analytical Engine, a mechanical general-purpose computer, she created a career path for others to follow. She is the original computer programmer: Ada Lovelace.
This Women’s History Month, I want to honour Ada. She’s the reason I and many others are in the technology industry and have the careers that we do. We owe it to her—she led the way.
History in the making
As a woman in tech for over 20 years, I’m used to seeing women largely outnumbered in the C-suite and boardroom. As a Latina, I’ve often found even fewer minorities around these tables. It’s an important question to dig into. Why is there a lack of representation of women and minorities in tech?
Learning more about the history and roots of where and when women and minorities got their professional starts has been inspiring for me throughout my career. Ada Lovelace kicked the door wide open for all to follow in her path—and women and minorities were among the first behind her. Yet our current state of diversity, equity, and inclusion bares little resemblance to the early pioneers in the field, leaving much work to be done but also great promise in its fulfillment.
In the early days of coding, women flocked to programming because it offered rich opportunities and reward for merit. At the time, most men viewed programming as a more trivial task than building hardware, so they didn’t pursue it. And women took the initial lead as the software developers of their day.
For example, did you know it was 273 women behind Bletchley Park’s Colossus machines during World War II who helped decrypt German Axis messages? These women performed a vital role in operating the computers used for code breaking. And by now you’ve probably heard about the book/movie “Hidden Figures” and the Black women who played a significant role in advancing NASA projects. Dubbed “human computers” for their ability to perform highly complex mathematical calculations by hand, they broke down barriers for others to follow.
Personal computer privilege
The 1980s, however, brought about significant change in the technology landscape. The programming world was flipped on its head—from a career track mostly traversed by women to an industry heavily dominated by young, white men. Personal computers entered the home for the first time in the late 70s and early 80s, which completely changed the pool of students enrolling into computer science degrees.
The introduction of PCs into the home largely excluded minorities because mainly affluent, white households could afford them. During this same time, the Hollywood trope of “computer nerd” was born, thanks to movies like “Revenge of the Nerds” and “Weird Science”. The stereotype on the silver screen applied to mainly white, awkward boys—not females, minorities, or candidly even “cool kids”. Add to that the fact that boys were more likely to have been given a computer as a gift by their parents, have it put in their rooms, and get more quality time with their dads—you can see how engagement with computer technology from girls and minorities waned as a result.
The more hands-on experience gave these white male college applicants a much wider edge. The few women and minorities who did pursue a career in technology were singled out and further pressured about not being “real programmers” or “hardcore” enough by having not spent enough time in front of computer screens or wanting to pursue anything other than programming 24/7.
The origins of a field determined by one’s proficiency in math and penchant for detail were sidelined in favour of those with hands-on computer experience. And young white males earned distinction as having these newly required skills. This leg-up on the competition pushed the college recruiting bar, and ultimately led to a significant reversal of women and minorities being able to pursue paths in computer science.
Learning our history and looking forward
Learning the story of Ada Lovelace and the subsequent career women led me to a watershed moment as a woman working in tech. Ada, the Bletchley Park Wrens, NASA’s hidden figures, and so many others taught us everything we need to know today: that the world of technology is so much richer when everyone participates. Technology, programming, coding—these skills are truly based on a person’s talents and appetite to continue learning, and they’re also areas that are constantly changing and evolving.
The struggle for women and minorities in tech remains today. On one hand, the COVID-19 pandemic added insult to injury for women in tech, who are two times more likely to have lost their jobs or been furloughed than men, according to a recent article by CIO.
On the other, the remote workplace that is now ubiquitous for knowledge workers has eradicated the geographic barriers that have historically contributed to boxing out minorities from participating in the tech industry. The Harvard Business Review reports more than 90% of technology-intensive innovation sector growth between 2005 and 2017 occurred in just five metro areas in the United States. As one who calls the Dallas/Fort Worth metroplex home, I can relate to passing on many tech opportunities given relocation simply wasn’t an option for me. Perhaps post-COVID, we can look forward to a world where work is a thing you do, not a place you go—and we can further remove one of the historical constraints that has precluded more representation in the tech workforce.
Our present reflects our history, and we can change the future when we learn from our past. As a minority female, I would not be where I am today without the help and mentorship of many white males believing in me and giving me the opportunity to succeed. I want to thank them and the countless allies who understand that one’s attitude and aptitude determine one’s altitude in a workplace where diversity is celebrated. Just as our workforce is better when all are represented, this battle cannot be won without all contributing to the cause.
By reminding ourselves of where it all started and what has contributed to where we are today, we can better work to remove the systemic biases that have been imposed—and make sure that tech is an exciting career for anyone with the skill and drive to make it so. When boardrooms and C-suites represent the rich diversity of the broader population, companies perform better, and humans realise their potential.
“When I can see her, I can be her.” When we can see ourselves in others, we can strive to be in those positions and do even more. Let’s be those trailblazers for the next generation of computer nerds. Something tells me Ada would approve.
About the author:
Allison Cerra is chief marketing officer at digital banking solutions provider Alkami.
Prior to joining Alkami, she worked in senior roles at Hewlett-Packard, McAfee, and Intel.
