Well, one thing you could do is attend conferences and decide that you personally are the one responsible for upholding the code of conduct.
I think it's interesting that in the Adria Richards fiasco, almost everybody focused on the reaction of one person who heard the off-color jokes. But there were probably 5 other people who heard them as well. Adria reacted because she had been sensitized to that sort of thing. But any one of those other guys could have said, "Dude, that's not cool. You're at a conference." And that would have been the end of it, because Adria wouldn't have felt like the burden of enforcement fell on her.
Another thing you could do: carefully examine your recruiting pipeline. 30 male engineers in one company is statistically odd. Last I was recruiting, I was very careful to put the word out in ways that were likely to increase the number of female applicants. We also made sure we had decent benefits and sane working hours. Eventually we also moved our office to a better neighborhood, partly because some women expressed safety concerns there.
Or you could start volunteering at events designed to get more women into tech. Or just supporting them with cash. I give regularly to the Ada Initiative and Black Girls Code.
You're right, it's a bit off. Remember that good programmer I mentioned? She actually did get interviewed (for the same job I'm in), but she didn't get selected.
I think it's interesting that in the Adria Richards fiasco, almost everybody focused on the reaction of one person who heard the off-color jokes. But there were probably 5 other people who heard them as well. Adria reacted because she had been sensitized to that sort of thing. But any one of those other guys could have said, "Dude, that's not cool. You're at a conference." And that would have been the end of it, because Adria wouldn't have felt like the burden of enforcement fell on her.
Another thing you could do: carefully examine your recruiting pipeline. 30 male engineers in one company is statistically odd. Last I was recruiting, I was very careful to put the word out in ways that were likely to increase the number of female applicants. We also made sure we had decent benefits and sane working hours. Eventually we also moved our office to a better neighborhood, partly because some women expressed safety concerns there.
Or you could do something like Etsy did: http://allthingsd.com/20120612/inside-etsys-gambit-to-hire-m...
Or you could start volunteering at events designed to get more women into tech. Or just supporting them with cash. I give regularly to the Ada Initiative and Black Girls Code.