# gender-equality Published articles for gender-equality. This is one page of public article previews, not the complete archive. Follow Next page to continue. Summaries are not the original full articles. ## Another Year Of Being in Gender Minority in Tech DevFeed: [Another Year Of Being in Gender Minority in Tech]() Original publisher: [Read original article]() Author: Eevis Panula Published: 2025-06-11T04:16:15.999000Z Content type: opinion Language: en Sources: [Eevis Blog]() Topics: [Development](), [Slack]() Tags: [content](), [gender-equality](), [slack](), [tech](), [women-in-tech]() ### AI overview The author reflects on another year as a gender minority in tech, describing exclusionary and misogynistic comments in tech communities and discussing allyship. The article emphasizes that dismissing reported problems can further exclude people from the field. ### Source excerpt It's time for Dev's annual We Coded campaign again, and it's the fifth time I'm participating. You can find my previous contributions from the links above. This year, I want to share experiences from another year as someone in gender minority in tech. I'll share some not-so-pleasant experiences and, after that, some moments of allyship. Note that the stories I'm telling are from encounters with (assumed) men - and I'm referring to them generally as men here. I chose this approach because this celebration is about gender minorities in tech, and men belong to the majority. So, I'm not trying to paint a picture of men being something awful; it's more about the minority-majority aspect here. Also, a content warning: I'm sharing some comments containing misogyny. Sometimes it Just Sucks I've seen many men choose the path of not being a nice person. I'll share some stories from the past year alone. There was this conversation in one Finnish tech-related Slack community where someone shared a piece of news about women not feeling welcome in tech. Multiple men were telling how this all is 90% in the heads of women, and how the way to solve the issues would be to stop using words like "tech bro" when describing, well, tech bros, and that it's not a problem because they haven't witnessed it. When people who had witnessed and experienced the problems spoke up, they were either just ignored or told that they were "white knights," depending on the assumed gender. Oh, and that conversation had my all-time favorite argument: "What about the x, y, and z fields? They don't have a proper gender balance." And that was said in a tech-centered Slack community, where the talk was about how women in tech feel excluded. I don't know if you noticed, but the topic was about tech, not the other fields. I've also been told that women should respect men, and I don't belong even in a kitchen, but a cave, to learn about respect all the things men have done for me. This person made the threat in M ## Introducing native E2E testing: Learnings from the Senior Engineering Program for Women DevFeed: [Introducing native E2E testing: Learnings from the Senior Engineering Program for Women]() Original publisher: [Read original article]() Author: Joana Melo Published: 2023-09-08T12:35:44Z Content type: article Language: en Sources: [Klarna Engineering]() Topics: [Testing](), [App](), [Development]() Tags: [appium](), [automated](), [diversity](), [e2e-testing](), [engineering](), [gender](), [gender-equality](), [klarna](), [learnings](), [professional-development](), [regression](), [testing](), [typescript]() ### AI overview The author describes introducing native end-to-end testing in mini versions of the Klarna app to enable automated feature regression tests in development pipelines. The article also reflects on the Senior Engineering Program for Women, including its focus on professional growth, coaching, collaboration, technology, influence, and diversity. ### Source excerpt I made company-wide impact by successfully delivering the introduction of native end-to-end (E2E) testing in mini versions of the Klarna app. The goal was to have automated feature regression tests in our pipelines. I developed this as part of a program for senior engineering women, and today, I want to share the insights and learnings I gained from this experience. Creating fair and equal opportunities for women How do we offer women equal and fair opportunities in an industry dominated by men? Well, there are many ways to work on this topic. One that piqued my curiosity was Klarna's Senior Engineering Program for Women (SEPW). As you might wonder as well, my initial thoughts on it as with any other initiatives like this came with a lot of reservations: Is this fair? Is this the best way for me to ensure that I'm being fairly evaluated? Will it look like I am being brought to a speedlane towards an easy promotion if I happen to get one because I'm a woman? Are we going to get treated like tokens? Is this all just a marketing strategy to promote? Am I being part of and legitimizing something that has no real content and value for my career or other women? What will everyone think? When we are faced to join initiatives related to gender gap improvements, we might fall into the trap of having all the perfect and right answers before we take risks, or we can accept that there will never be the perfectly carved, impactful and life-changing solution at our doorstep. We can only experiment and learn from the results to make better decisions as we help evolving into a hopefully more gender-fair world. As a woman in engineering, I understand the issues, but I don't claim to have all the answers. And that's ok. The program The SEPW is a way for Klarna to acknowledge and accelerate the professional development of promising engineers and promote diversity within engineering. The 6 month program is designed with the individual's growth as the main focus, and based on four theme