Category Archives: Women & Tech

Unlocking change with ethical and inclusive design

A white male hand holding an open rusty padlock. Photo by Patricia Gestoso©.

A white male hand holding an open rusty padlock. Photo by Patricia Gestoso©.

(9 min read)

I’m not Black on Monday, a woman on Tuesday, and left-handed on Wednesday.

Annie Jean-Baptiste, Head of Product Inclusion at Google

My journey into ethical and inclusive design was prompted by embarrassment, fear, and impatience.

Embarrassment: When in December 2018, six months after launching my website on diversity and inclusion in tech, an expert in disability asked me if it was accessible and pointed me to the post 10 ways to make your blog accessible for people with a visual impairment on the site Life of A Blind Girl . Reading the article was transformative. It made clear to me that, irrespective of my intention — promoting diversity and inclusion — my impact was the opposite: Continue reading

5 Strategies to make Unconscious Bias Training Effective

A man throws a bag with the sign "unconscious bias training" in a trashcan with the label "Nice to Have".

Unconscious bias training being thrown in the trashcan of the “nice to have”.
Figure adapted by Patricia Gestoso from this original image by OpenIcons from Pixabay.

“I’ve studied cognitive biases my whole life and I’m no better at avoiding them”

Daniel Kahneman, 2002 Nobel Prize in Economics Sciences

Four years ago, my interest in human behavior — crucial for my work as head of customer service — led me to Daniel Kahneman’s book “Thinking, fast and slow”. The book details how biases and rules of thumb play a crucial role in our decisions in the back of our minds. Serendipitously, around the same time, I started some initiatives to further diversity and inclusion at my workplace and I stumbled on a wealth of studies naming unconscious biases as one of the major barriers women encounter to thrive at work.

The more I learned, the more I realized — in hindsight — how unconscious biases had plagued past decisions. I read books and articles, talked to experts, and watched Continue reading

UK Gender Pay Gap Awareness: How to broaden the conversation at the workplace


Chairing an employee awareness session about the UK Gender Pay Gap in Tech at the Dassault Systèmes office in Coventry.

Recently, I was invited to chair a “Breakfast & Learn” session at our Dassault Systèmes office in Coventry (UK). The topic: UK Gender Pay Gap. This article is a reflection on that great learning and interactive experience.

What is “Breakfast & Learn”? One-hour monthly awareness sessions organized by our Great Place to Work (GPTW) ambassadors around a specific theme. Ideally, the presenters should keep the topic light and open, avoid the profusion of slides, encourage the audience participation, and limit the use of jargon. A healthy breakfast is provided along.

Why me? I founded the EuroNorth Dassault Systèmes Lean In circles in 2016 to advance diversity and inclusion initiatives at a regional level, I’m a member of the EuroNorth Diversity and Inclusion Council, and I’ve had the pleasure to host virtual employee meetings with our UK HR team to discuss the findings of our gender pay gap reports for 2016/2017 and for 2017/2018.

Why this topic? I learned that the recent publication of the Dassault Systèmes Gender Pay Gap report had been a hot topic for discussion in this office. There were different views regarding the scope, key indicators, and impact of the UK gender pay gap as well as the usefulness of reporting the data.


Gauging the audience: 10 days before the event, I launched a pre-meeting survey among all the employees invited. The questions aimed to provide insights into their knowledge, interest, and feelings about the UK gender pay gap. The results highlighted how much emotional background surrounds this topic. It’s not only about money. Words such as transparency, (un)fairness, equality, and bias strongly resonated with the respondents.

Getting a mentor to fill the gaps: I had the privilege to discuss the UK gender pay gap with the subject matter expert Michelle Gyimah (Gender Pay Consultant – Equality Pays). Michelle generously shared valuable insights on what makes a great UK gender pay gap report – and what doesn’t. (NOTE: If you don’t follow Michelle on LinkedIn, start now! Her short videos on this topic are always insightful).


Given the heterogeneity of the audience perspectives and expectations – and the request to keep it light and open – I favored a participative experience over a lecture for the 25 women and men that joined the meeting on-site and on-line.

Exchanging experiences: First, I shared my journey into becoming a diversity and inclusion advocate in tech (more at Then, I invited the attendees to a spectrum line exercise to gauge their level of agreement with the sentence “I’m comfortable discussing the UK gender pay gap”.

Replacing myths with truths: I challenged 5 myths surrounding the UK gender pay gap in tech

  1. Equal pay is the same that the UK gender pay gap: This one-minute video produced by Business in the Community explains the difference.
  2. The UK gender pay gap will fix itself: The comparison between the UK gender pay gap reports for the last two years shows (a) no significant improvement for UK’s largest companies and public sector bodies, and (b) the gender pay gap still remains a major issue in UK Tech as this article and this post highlight.
  3. The UK gender pay gap in tech companies is women’s fault because (a) they don’t pursue STEM careers, and (b) they leave their jobs for full-time motherhood.

4.- Fixing the UK Gender Pay Gap is a nice to have

5.- Reducing the UK Gender Pay Gap at a company is only the purview of HR and executives: Company leadership may only see part of the picture. 164 HR executives surveyed by ICEDR ranked struggling with work-life balance or planning to have children as the main reasons women around age 30 leave organizations. As discussed above, both women and male millennials pointed to better pay and career progression as the top reasons to leave a job.

Co-creating the solution: I invited the attendees to a blue-sky thinking exercise where they imagined that they had a magic wand and could write our UK Gender Pay Gap report for 2019/2020. How would our gender pay gap metrics would look like? How would we have made it happen?

Call to action: We closed the session encouraging – and daring – the attendees to (a) join our diversity and inclusion employee resource group, the EuroNorth Dassault Systèmes Lean In circles, (b) engage in conversation with other colleagues on this topic, and (c) become an ally by championing women at the workplace.

Next steps

Brenda Trenowden CBE, Global Chair of the 30% Club, advises companies in this inspiring 13-min video that “there is no single silver bullet for fixing gender diversity […], you got to understand where your particular challenges lie”.

Our team did a great job of sharing their vision about tackling our UK gender pay gap. I look forward to sharing those insights with the other members of the EuroNorth Diversity and Inclusion Council to continue crafting our “silver bullets” to our present gender diversity challenges.

Thanks to Paige Gelder and Michelle Goodson for organizing the session, Bernie Tanner for the picture in this article, and all the attendees for stimulating discussions, before, during, and after the meeting.

NOTE: You can access the pre-meeting survey questions, the blue-sky thinking exercise, and further references here.

Originally published on LinkedIn on July 31, 2019.

Two Alpinists in Mount Tech. Take #1: Meritocracy

A woman and a man climb a mountain with the inscription “Mount Tech”. They have reached the same altitude, which is marked by a dotted line pointing to a vertical ruler labeled as “meritometer”. The woman has attached four weights of four different colors. The man has climbed the mountain using four pitons colored in the exact four colors of the woman’s weights. A legend indicates the colors represent bias, society expectations, stereotypes, and salary. At the top, a man thinks “That’s what true meritocracy looks like”.

From the Merriam-Webster Dictionary

Piton  \ ˈpē-ˌtän \ a spike, wedge, or peg that is driven into a rock or ice surface as a support (as for a mountain climber).

Weight \ ˈwāt \ : a heavy object to hold or press something down or to counterbalance.

Meritocracy \ mer-ə-ˈtä-krə-sē \ : A system in which the talented are chosen and moved ahead on the basis of their achievement.

How to Be Successful Without Hurting Men’s Feelings


Last weekend I finished Sarah Cooper‘s third book “How to Be Successful Without Hurting Men’s Feelings“, out on October 30th. Given that I thoroughly enjoyed the previous one, “100 Tricks to Appear Smart in Meetings“, and my interest in female leadership, purchasing her new book was a no-brainer. Sarah is a writer, comedian, Continue reading

Women, Tech & Systems Maps: My alternative to the magic bullet

Woman of Asian ethnicity with a worldmap in the background. The countries in the worldmap are creeated using 0 and 1.

Women, Tech & Power (Figure adapted by Patricia Gestoso from Pixabay images).

As a woman joining the university in the late ’80s to pursue an engineering degree, I took for granted that gender parity in the workplace was around the corner. The few female professors in our science and engineering faculties reassured us that we were on a good track. They shared how as students they were only 2-3 women per chemical engineering cohort, whilst we could be counted by tens! The message was clear: “”Don’t complain and work hard. Women’s presence is scaling exponentially”.

It’s 2018 and the World Economic Forum reports that the workplace gender gap will not be closed for 217 years. This disappointing realization has sprung a flurry of expert Continue reading