Master Dissertation Isabelle Bøhn
Executive summary
This dissertation aims to understand why there are so few women in the tech industry
in Oslo, Norway. Is it because of male domination? Is it because women do not like
technology? Or is it because of a chilly environment in which women may not thrive?
This is a highly topical area, and has recently been raised as a concern in Norwegian
and international media and news events. The topic has been widely researched in
several geographic locations, but not specifically in Oslo. Norway is an interesting
country to study in these terms as it is perceived as a gender liberal society, for
example because of the gender quota law imposed in 2003. An extensive amount of
research has been carried out on women in male dominated environments, such as
the tech industry. Women are still underrepresented in areas such as science,
technology and mathematics, and it is of interest to know why women do not enter
these professions in such a gender liberal country as Norway.
This research adopted a qualitative approach, collecting data through individual
interviews, in which fifteen individuals in the tech industry in Oslo were questioned in
June 2015. The interviewees are kept anonymous, and the data collected is treated
with high respect. The interviews were recorded and fully transcribed, before the data
was coded and analysed to investigate which themes emerged from it.
This dissertation examines the barriers, or perceived barriers, which women
encounter in the industry and how they overcome them. One of the key findings
confirms that women have more complicated career paths than men in a male
dominated environment. One of the more prominent themes which emerges is the
fact that the tech industry has traditionally been male dominated. The industry has
been built by men, and the largest tech companies in the world today have been
founded and led by men. This male-dominated, work-obsessed culture does not
appeal to women, and thus they leave the industry or chose not to enter the industry.
Other prominent themes emerging are that women are less confident than men, the
Master Dissertation Isabelle Bøhn
tendency of men hiring men similar to themselves, and the stereotypes of women not
liking technology and of the ‘tech worker’. Some women do enter the industry which
is the case for the women interviewed in this dissertation. They all really enjoy
working in the sector, but they do see that it is male dominated and understand why
this can discourage other women from entering.
There are different strategies on how to overcome these barriers. It is important for
women to engage with men as they still dominate the industry. Women can promote
equality and women in tech, but it is important to have support from men to engage
more people. Being a member of a network can provide a feeling of solidarity for
women, and a sense of belonging. Mentorship was also emphasised in this research
as important for both genders; you need someone that drives you, believes in you,
and can help you reach your goals. Women in tech should be encouraged to give
speeches and presentations, and to be role models. “You cannot be what you cannot
see”; young girls need to see women in tech and be able to look up to them as their
role models. Good leaders, who value diversity, were also found to be crucial for
women in tech.
Four recommendations for companies in Oslo and the industry in general have
emerged from this research, regarding how companies can facilitate careers for
women, and attract more women into the industry:
1. Good leaders and managers who desire diversity for the company are an
important step towards diversity and attracting more women to tech.
2. Women should be included in writing job specifications and advertisements so
words and pictures that also appeal to women are used.
3. Two to three people should be present at all interviews, one of them being a
woman, to create equal hiring processes for all candidates.
4. Women need support from men in promoting diversity and the company
should also appoint male ambassadors for the cause.
Master Dissertation Isabelle Bøhn
These recommendations can provide guidelines for tech companies which want to
attract and retain more women. Due to the increasing growth of the technology
sector, there is an increasing need for qualified people. The industry needs people to
fill future vacancies, and thus needs more women as well as men. This is therefore
not just an issue for women, but an issue for business in general.