Thank you. So women in identity and challenges for women in identity in security. This is for going to the next slide.
I assume, what are the challenges and how can we address them? This is the main point of my presentation, but first of all, I would like to introduce the women in identity organization. It's we had to get together the hour before upstairs. And it was interesting that several of the attendance had said, oh, I'm since 2007 in 2010 or something like that in identity, I've never heard about this organization might be due to the fact that it is a relatively young organization founded in 2018 by a handful of women. I was not one of the founders.
Unfortunately, one of the founders, Barbara Mandel couldn't join today. Usually she is always here at the KuppingerCole conference and it was really at the COA conference at 2018, where we had some sort of, there was a get together similar, like the one we had above.
And this was where these Pamela Dal from Microsoft and Barbara Mandel, they had talked about what the idea was to have a group of women which are, or who are working together and drive the digital industry also, and be supportive of each other.
Nowadays, you see that here we have more than 2000 members in the, from any gender. So we have also men and diverse. Everyone is welcome in our local team. And I have, we have a flyer here. So if you want to become a member, there is a QR code, which you can scan and then you can become a member. We have also women in identity ambassadors in the geos and countries. And for example, I am the women in identity ambassador for da and Europe. That means we have a German speaking meetings every other month.
So everybody is welcome there, German speaking virtual at the moment, but we try to restart that as also face to face sessions. As I said, we have local groups. I know I have seen Easter Easter is there for the Dutch group for exam. Yeah.
Yeah. And I show you, COA is also in the Netherlands, but she is also in the German speaking group because she speaks German and virtual coffee breaks in the European team. And as I said, it's a global one. So we have also in the us, in Asia, we have everywhere. We have these groups and everyone is welcome with the group.
You have access to job boards of our sponsors. We have also sponsors and all women in identity content.
So, but let's get back to our challenges. My experience, I am a mathematician by education. I had a major in mathematics and a minor in physics, and I'm working in the security since 1986, so long, long time when it became commercial, I always say, and a focus on identities since the end of the nineties as it wasn't called identity management. Then. And interestingly, one of my first project in what I now would call identity and access management was a role based access control model on a mainframe.
Since then I had several roles in security and identity, and I'm still passionate about this topic. And I think at the moment, it's so an exciting time in identity and access management, there is so much change in technology, everything around it, and also in identity management. And you will hear about these things from my co speakers, Sylvia Andrina, they will talk about the things they are doing. We are doing, of course in IBM.
I don't do this work, but nonetheless, this is something which is also near to my heart with I'm since 2015, with IBM as I was introduced, I have the role for in IBM security services, which means also to look into what does the future bring, what our clients demanding, where will it develop to IM service? Not only from a product perspective let's, but let's call it a solution perspective back to challenges for women in identity and security.
As I said, I'm a mathematician by education. And what I saw in the eighties when I was at university, it was in my environment, which was mainly mathematics, physics, computer science. It was not a 50 50 ratio, definitely not, but it was somehow occasion, I would say in school, it were less women in physics and mathematics than it were at university from a percentage perspective. So it was occasion and this was the mid eighties.
And the unfortunate thing is it has a steady decline since then. And I have looked into a lot of statistics and these are the numbers.
These are the numbers of decrease in computer signs in some of the stem stem parts. It is even worse since we 19 84, 30 7%. So my own experience is confirmed. It was somehow occasion and it is a steady decline in 2016, around 20%. And this is globally. So every country is a little bit different and so on. But nevertheless, these are the numbers. And there are a lot of, a lot of studies on this topic.
So this has surprised me when I was preparing that one, because all what I see in our environment, what we are discussing in our women in identity group, in our D meetings, in our local meetings, these are anecdotes our personal experience. This is not a statistical point, but the statistics as exactly that one. So what are then the reasons of what could be the reasons behind that? There are a lot of studies to that. And I just look into my notes that I don't forget anything of the reasons, not everything is on the slides what's behind those numbers.
And the most important part it looks like in these studies is the workplace culture, or I, you see that the unculture, this is the most important part. So this what is called Brora culture, pros and culture where women are, I wouldn't say excluded about, but not seen as peers.
And this is some of the things, gender discrimination, of course, explicit and implicit gender discrimination. Implicit is, is very difficult to church.
And yeah, I want to talk a little bit about that. So you see, for example, that women have the opinion that they are yeah. Discriminated due to her gender due in about on 50% average. So every second woman believes or has experienced something Richard would call discrimination to for regarding the gender. And this gets up to nearly 80% in male dominated workplaces. And what does it mean? What does it mean? Let me talk about it a little bit, other way around on GI. You can get your code and give it for free to the community.
If the gender of the programmer is not known, then nearly 80% of the code written by women is accepted. And this is more than the code written by man, a lot more, 5% more. If the gender is known, then the man's code is accepted at a much higher rate than the women's one. And this is what I mean, not saying, okay, a woman thinks she has been discriminated. This is a totally different thing. But with the code in GitHub, this are numbers. These are facts. And I can't explain it differently than that. It is gender discrimination. But anyway, another thing are the biased workplace.
And this is really, really a tricky point. That bias workplaces means that it is hard for people who are not impacted by that can really think what it means to be impacted. So they think they do not discriminate someone else.
And I believe that I really believe that. And I do not say that they faked or so they believe, but they have not this feeling that it could be something hard to they feel, or they think it is relatively hard to recognize even the problem. This is what the bias workplace is called for. And also another exam the other way around.
And usually, and this is also something which had been shown in studies, men who have daughters, they learn it. They know what it means from their daughters, that they learn it more directly than just a colleague or something like that. And men with daughters are much more sensitive to these things, okay? Pay gap. It's not only the less income. They are also statistics. You can say that. I don't want to talk about all these numbers, but this is really clear. We talk about what's behind these declines few growth opportunities that, and then this is something which is happening all the time.
That, yeah, I would say that there are few growth of opportunities for women. Someone you have told me that everybody you were telling that you are working in, in software complex environments were thinking, oh, are you able to do that? Great anyway, growth opportunities and a large point is lack of representation. We don't see women. And this is true through all, through all levels. This is going through all levels. We don't see women. And the lack of role models is really, really one of the issues.
And the last one which is called the syndrome is that women statistically believe in she, they have to fulfill the requirements in 100% and men believe it. They can do it if they fulfill 60% around it.
So, but what is with the Corona, the pandemic, everybody is in home office. You don't have a workplace. You don't have the colleagues. Is this making it better?
No. On the contrary it made it worse. It made it worse. More women were laid off than men, much, many more and more women took the family work. There is an interesting statistic. It's the first for Germany only, but I think it goes, and I know that it goes, there are other studies where it goes through the us through the entire world.
In, in Germany, you can get money. If you take care for your kids due to illness, something like that. And in Germany, three third of the persons getting this money were women because they have taken care of their children, not only 25% women, what are the goals for gender equality? And I don't say that it does mean to have the equal number of all genders. It means having the same opportunity to choose career paths and not seeing her. Are you able to do that?
Being paid regardless of the race, the gender, the sexual orientation, and having the same growth prospect.
This is what gender equality means for women in identity for us. And there are not only goals. There would be also gains out of that. And these are also numbers, which say, if you have gender equality in or get to gender equality, you can earn more money. So in fact, this would change the income, the GDP, the companies. So it's not only goals and someone, the men or whoever will lose, no, we will gain from it and what to do. And I have only put something together. The companies can do something, have explicit diversity goals, really explicit ones, and trying to prevent this unconscious bias.
I had been talking about the unconscious bias. This is the most dangerous one. What you don't know, you can't protect, you know that from identity, but it's also here the case and also live it.
Not only have nice goals and rules live it, show it, demonstrate everyone. Then education.
Of course, a lot of the things are done there, but it's a going stop there. A lot of the girls at the end of their school time, 75% are interested in stem features or stem education. And you see the numbers, how many are doing it? It's not 75% then supporting women. And for everyone here be a role model, whether you are a woman or a man, be a role model for that and support women support other women. And this is what we are in women and identity are doing. This is really what we are doing.
As I said, we have more than 2000 members. Not all women. We have provided a code of contact created that this was an initiative. This we have several initiatives for smaller, medium business companies. How they could put that into practice. We have mentors, coaches. We have these groups, we have the give you the opportunity to exchange with peers on various levels. So this is really what we are doing. And with that set, I have I'm finished. I think the slide deck will get to the audience anyway.
So in the last slide, you will find lot of references where I got all these informations and the numbers so that you see this is backed by some of the studies. And with that said, I think the, what I can tell you again, is join women in identity and work with us. Thank you.
