Thanks for the comment and the confirmation. Agreed the differences by gender need more attention. By race too.

Data science is exclusive - we need to do a better job of bringing more folks from more backgrounds into the field!

Going to remote work? I'm not sure shifting to remote work (alone) will add much to - or take away much from these inequalities. The systems of neglect, privilege, and oppression won't go away only due to remote work.

However, the thought remains: going to remote work could be like a chess move that (combined with other chess moves) could work to make the field more inclusive. Do you have ideas on how we can do that? I'm all ears.

Two ideas come to mind on your question. 1) Employers can audit their hires. Look at how folks they hire found out about the job and look at those differences by race and gender. Then examine if their practices may be exacerbating the gaps.

2) Recruiters and headhunters seem to be looking at male hires in a different way than they look at female hires. None of this is any one person's fault - there are systems at work here... but it begs the question... what "chess moves" can recruiters and headhunters do to prevent their work from creating or exacerbating the gaps?

You're turn. Tough questions. Will need more thought. Your thoughts?