Below is an article originally written by PowerToFly Partner General Assembly, and published on September 25, 2017. Go to General Assembly's page on PowerToFly to see their open positions and learn more.
As gender and racial representation improve in other tech disciplines, the study of data science hasn't caught up.
In the past few years, much attention has been drawn to the dearth of women and people of color in tech-related fields. A recent article in Forbes noted, "Women hold only about 26% of data jobs in the United States. There are a few reasons for the gender gap: a lack of STEM education for women early on in life, lack of mentorship for women in data science, and human resources rules and regulations not catching up to gender balance policies, to name a few." Federal civil rights data further demonstrate that "black and Latino high school students are being shortchanged in their access to high-level math and science courses that could prepare them for college" and for careers in fields like data science.
As an education company offering tech-oriented courses at 20 campuses across the world, General Assembly is in a unique position to analyze the current crop of students looking to change the dynamics of the workplace.
Looking at GA data for our part-time programs (which typically reach students who already have jobs and are looking to expand their skill set as they pursue a promotion or a career shift), here's what we found: While great strides have been made in fields like web development and user experience (UX) design, data science — a relatively newer concentration — still has a ways to go in terms of gender and racial equality.
Gender Equality in Data Science
For our analysis, we went through five months' worth (September 2016 through January 2017) of anonymized enrollment data for part-time General Assembly students (those enrolled in 10- to 12-week evening courses). It is important to note that our full-time Immersive course data yielded similar results, but we chose to focus on part-time data because the sample size was bigger.
First, let's take a look specifically at the gender breakdown of students in these courses.
On average, our part-time courses skew more female (56.5%) than male (42.3%).
Some courses, like Product Management and Data Analytics, seem to come close to gender parity. Front-End Web Development falls in right around the average across all courses, and in Digital Marketing and User Experience Design, both more consumer-facing fields, two-thirds or more students are women.
But the Data Science course shows the largest composition of male students — and the lowest of female students, at just 35.3%.
Race and Ethnicity in Data Science
Turning to the same anonymized data set, let's now look at race and ethnicity. Is GA's Data Science course equally lacking in minority participation?
At first glance, it appears that Data Science courses fare pretty well in diversity: The percentage of enrolled students who are white (46.1%) is less than average (46.9%).
But looking specifically at Hispanic/Latino and African-American students, the course has — by far — the lowest total percentage of students.
To put this data in context, the population of the United States is 62% white, 17% Hispanic or Latino, 12% African-American, and 6% Asian/Pacific Islander.
Just 11.8% of part-time Data Science enrollees are Hispanic/Latino or African-American. That's 5.7% below the overall average, and nearly half of the figure in the Front-End Web Development courses.
Education in Data Science
This data set also gives us insight into the highest level of education attained from part-time enrollees across GA courses.
On average, Data Science students come in with the highest degree attainment.
Across all courses, 85.4% of part-time GA students have a bachelor's degree or higher; in Data Science, that figure is 93.8%. This seems to largely be driven by the fact that there are far more master's and Ph.D. graduates in Data Science (37.7%) than the overall average (24.%). A surprisingly high 3.7% of students hold a Ph.D. — more than triple the average of 1.2%.
Data Science seems to draw from a smaller, more specialized pool, which could, in part, perpetuate diversity issues.
Data Science Is Still New
Female and minority students have made positive strides in coding and tech education at GA.
When coding and web development started getting popular two decades ago, the fields were almost entirely dominated by men — most of whom were white. Looking at our data here, though, it's clear things have changed for the better: Front-End Web Development courses are now 57% female and boast the highest percentage of students of color of any course.
At General Assembly, we're proud of the growing diversity of our global community, and we actively seek to create an environment where women, people of color, LGBTQ+ individuals, and other underrepresented communities feel empowered to pursue tech and digital training that they may have previously felt was unwelcoming or inaccessible.
Since data science is still a relatively new field, it is possible things may just take some time to equalize. But we should not be complacent. To help accelerate the process, GA has implemented a number of social impact programs (focusing mainly on our full-time Immersive courses), and engages local and federal governments and well as corporate leaders to move the needle on access and diversity. These programs, which have served hundreds of students over the past two years, have created economic mobility for underserved and overlooked talent.
Some specific examples of that work include a partnership with New York City Mayor Bill de Blasio's Tech Talent Pipeline program, through which GA helped dozens of low-income New Yorkers gain data analytics skills through our part-time programs. We recently launched a similar program through a U.S. Department of Labor grant. The private sector is also starting to step up — BNY Mellon recently invested in General Assembly's Opportunity Fund to train women and people of color to become data scientists.
General Assembly also works with large organizations to increase diversity within their teams. For less than the cost of traditional recruiting agencies, we find high-potential candidates from underrepresented groups, train them in web development, data analytics, or data science, and strategically place them for maximum impact. To ensure that new talent thrives, we offer robust onboarding training that gives both talent and managers the skills and strategies they need for long-term success.
We know these are important early steps, and that we have much work to do to cultivate a more diverse and inclusive data sector.
As a result of the COVID-19 pandemic, millions of workers have turned to remote work. Before the pandemic in 2019, 22% of employers offered at least some remote work. Now in 2022, that percentage nearly doubled to 40%. The shift to remote work has become beneficial for me and many of my friends who are recent college grads starting their careers. It’s allowed us to dictate our own time and save money from commuting, spend more time with loved ones at home, and have the flexibility to travel and build connections from anywhere. Remote working has also changed how people network for jobs. We have more options now.
Since remote networking is so new, it can be challenging to understand how to do it effectively. Read on to learn my top tips for networking for a remote job.
1. Connect with your high school or college.
The schools you went to want to see you succeed! Connect with old professors, classmates, or alumni on social platforms like PowerToFly or LinkedIn. You can find connections through sports teams, clubs, or topics of interest that will help you build stronger relationships. Don’t be afraid to ask them for advice, mentorship, or even introductions.
2. Join a class!
Have you ever had a hobby that you never had the chance to pursue? Coding? Running? Painting? It’s never too late to learn something new. Plus, spending time doing what you love will introduce you to other people who love the same thing. Not only will this help expand your social circle, it can also help your career! Once you feel comfortable, talk to your classmates about your work, and ask them about theirs. The perk of classes like these is that you will build relationships with people from all different career backgrounds which will help you determine your career path, especially if you are looking for a mid-career pivot.
3. Register for the Early Career Summit.
My friends and I are very excited to join PowerToFly’s Early Career Summit this fall to meet the inspiring founders and CEOs of incredibly impactful companies. This is a great opportunity to get useful tips and learn about different perspectives, professions, and topics that you may be interested in.
4. Attend a virtual job fair and connect with leaders who inspire you.
Job fairs are great for meeting people who can be helpful because everyone attending is there to network! Job fairs at PowerToFly are a great place to meet hiring managers and recruiters from our sponsoring companies. If you come prepared with a resume it is an opportunity to make a great first impression with a company. After the virtual job fair, remember to connect with the people who stuck out to you and introduce yourself on PowerToFly or LinkedIn. Make sure to tell the recruiter who you are, and highlight what stood out to you about their talk.
5. Offer to help.
People really value your help (when it‘s needed). If you know someone in your network looking to hire a web designer and you know a great place to find one, don’t be afraid to make the connection! If you see a job opening that would be great for someone in your network, let them know! Helping people in this way will help build your trust and credibility.
Remote networking has its differences from in-person networking, but it has never been easier to have access to social platforms that can help create connections. It will take some creativity and hard work, but once you have the appropriate mindset the options are endless.
We all have our favorite websites– the ones we frequent, bookmark, and recommend to others. You might even enjoy some website features so much that you’ve found yourself wondering why they aren’t more popular. Or maybe you’ve experienced times where you were frustrated with a website and wished you could add features or even design your own!
If you’ve ever found yourself intrigued at the prospect of designing and developing your own websites, then a career as a web developer might be just for you!
As a web developer you would be responsible for coding, designing, optimizing, and maintaining websites. Today, there are over 1.7 billion websites in the world and, in turn, the demand for web developers is on the rise. In order to figure out what kind of web development work best suits you let’s start with an introduction to the three main roles in web development that you can choose from.
The Three Types of Web Development Jobs
Front-End Web Development: The Creative Side
In addition to programming skills, front-end developers need to be detail oriented, creative, willing to keep up with the latest trends in web development, cyber security conscious, and geared toward user-friendly designs. The median salary for a front-end developer can reach well into the $90,000 to $100,000 range.
Back-End Web Development: The Logical Counterpart
While a house can be beautifully decorated, it’s incomplete without a solid foundation and efficient infrastructure. Similarly, a well-designed website depends on logical and functional code to power the features of that website. Back-end web development is code-heavy and focused on the specifics of how a website works. If you enjoy the analytical challenge of creating the behind-the-scenes code that powers a website, then back-end development is for you.
Full-Stack Web Development: A Little Bit of Everything
A full-stack developer is essentially the Jack (or Jill)-of-all-trades in web development. Full-stack developers need to be knowledgeable about both front-end and back-end roles. This does not necessarily imply that you would need to be an expert in both roles, but you should fully understand the different applications and synergies they each imply. In order to work in this position, you will need to know the programming languages used by front-end and back-end developers. In addition to these languages, full-stack developers also specialize in databases, storage, HTTP, REST, and web architecture.
Full-stack developers are often required to act as liaisons between front-end and back-end developers. Full-stack developers need to be both problem solvers and great communicators. The end goal for a full-stack developer is to ensure that the user’s experience is seamless, both on the front-end and on the back-end. In return, you can expect to earn a median salary of $100,000 – $115,000 a year for this role.
Taking the Next Step
Web development is both in-demand and lucrative! All three roles described above contribute to specific aspects of web development and the scope of each one can be customized to the industries and positions you feel best suit you. Regardless of which role you choose, all of them need a foundation in programming.
To gain the programming skills needed in each role, you can enroll in courses or learn independently. Coding bootcamps are a great way to boost your skillset quickly and efficiently.
Click here for some of our highly rated programming bootcamp options! Make sure to check out the discounts available to PowerToFly members.
💎 Are CallRail's engineering teams the right fit for you? Watch the video to the end to find out!
📼 Engineering teams at CallRail encourage collaboration, communication, and empathy. Ayana Reddick, Senior Software Engineer at CallRail, shares what they are looking for in candidates and tells you why you’ll thrive there.
📼Engineering teams want candidates who have a growth mindset, love to learn, and are really good at communication. They also value team members who are excited about solving problems and working collaboratively. If you think you have what it takes, don't hesitate to apply.
📼At CallRail, engineering teams use Ruby on Rails for their backend, Angular on their frontend, and PostgreSQL for persistent data. They also use Jira for creating and tracking tickets, GitHub for their version control, and AWS for many cloud tools. Get familiar with these resources if you want to join them!
Engineering Teams And Diversity - Company’s Culture
CallRail seeks to hire from underrepresented groups. They pride themselves in selecting from a pool of very diverse candidates. They value the work that people do over their resumes. They encourage people to take their authentic selves to work. And they strive to create a supportive and welcoming environment. For this, they have Employee Resource Groups, that give voice to, provide safe spaces for, and educate the company at large. Some of their ERGs include the Rainbow Coalition, Black and Brown, Women Circle, and more.
🧑💼 Are you interested in joining CallRail? They have open positions! To learn more, click here.
Get to Know Ayana Reddick
If you are interested in a career at CallRail, you can connect with Ayana on LinkedIn. Don’t forget to mention this video!
More About CallRail
CallRail is here to bring complete visibility to the marketers who rely on quality inbound leads to measure success. Their customers live in a results-driven world, and giving them a clear view of their digital marketing efforts is the priority for CallRail. They see the opportunities in surfacing and connecting data from calls, forms, and beyond—helping their customers get to better outcomes.
“In my early twenties, I wasn’t the best at saving money. So, when I got the job at Nike and found out a financial coach was offered to me — for free! — I thought, ‘It’s time to be an adult. I should use this service to help me learn how to buy stock, tell me what I’m doing right with my money and where I can improve.’”
That’s Ashlee Bobb, Nike Media and Influencer Relations Manager, on the free, unlimited access to financial coaching offered to every U.S. Nike employee through EY Navigate™. EY coaches are trained on Nike’s benefits and programs, so Ashlee was able to work with her coach on a budget and savings plan utilizing Nike’s 401k match and Employee Stock Purchase Plan – all in one 45-minute session. She left the meeting feeling confident about what her next paycheck would look like and how her money would work for her.
“The EY coaches are really willing to come on the journey with you,” Bobb says, adding that hers was willing to work with the fact that, hey, she’s not going to give up take out, but still wants to save for the future. “The cool thing is I can see how this financial guidance could help me down the road when I decide to get married, buy a house, have a kid. Every Nike employee should take advantage.”Sound like the kind of company you want to be a part of? Check out our open roles on jobs.nike.com