Institutionalized sexism, compounded by racism, has become an undeniable, visible, widespread, and multifaceted problem in the tech industry:
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The topic of sexism in the tech industry has been covered by major media outlets:
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(https://www.washingtonpost.com/outlook/2019/02/19/women-built-tech-industry-then-they-were-pushed-out/)
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(https://www.fastcompany.com/40477163/the-industry-is-fundamentally-broken-women-on-sexism-in-silicon-valley) (https://www.theguardian.com/world/2018/mar/17/sexual-harassment-silicon-valley-emily-chang-brotopia-interview)
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(https://www.newyorker.com/magazine/2017/11/20/the-tech-industrys-gender-discrimination-problem)
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At Google, tens of thousands of workers walked off the job to protest the mishandling of sexual harassment.
(https://www.nytimes.com/2018/11/01/technology/google-walkout-sexual-harassment.html)
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The media has reported on male employees at Microsoft and Google, openly questioning the innate capacity of women to be tech workers.
(https://www.nbcnews.com/business/business-news/google-employee-s-anti-diversity-manifesto-women-s-neuroticism-goes-n790401)
(https://arstechnica.com/tech-policy/2019/04/now-its-microsofts-turn-for-an-anti-diversity-internal-revolt)
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The presence of multiple high-profile lawsuits at peer companies regarding gender discrimination or gender and race discrimination are an indication of the severity of this problem. Cases include Pao v Byers, Massouris v Microsoft, Huang v. Twitter, Hong v Facebook, Blackwell and Boyd v Salesforce, Vandermeyden v. Tesla and the Oracle case which was brought by the federal government.
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Prominent social theorists assert that race and gender combine to create unique forms of discrimination.
(https://en.m.wikipedia.org/wiki/Kimberl%C3%A9_Williams_Crenshaw)
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Whereas: Numerous experts have noted that institutionalized sexism, compounded by racism, hurts corporate performance:
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A study of employees who left companies for reasons related to equity revealed significant costs
(https://www.smash.org/wp-content/uploads/2015/05/corporate-leavers-survey.pdf)
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A McKinsey study revealed a correlation between more diverse leadership and superior financial performance
(https://www.mckinsey.com/business-functions/organization/our-insights/why-diversity-matters)
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Experts have shown that women are leaving the tech industry because of lack of career advancement opportunities
(https://hbr.org/2019/10/why-techs-approach-to-fixing-its-gender-inequality-isnt-working)
(https://www.fastcompany.com/90274067/this-is-why-women-leave-jobs-in-tech)
(https://medium.com/tech-diversity-files/the-real-reason-women-quit-tech-and-how-to-address-it-6dfb606929fd)
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Other analysts have shown that race combines with gender to create even greater barriers to advancement for women of color
(https://medium.com/awaken-blog/intersectionality-101-why-were-focusing-on-women-doesn-t-work-for-diversity-inclusion-8f591d196789)
(https://www.vox.com/2017/10/3/16401054/gender-race-executive-professional-roles-promotion-hiring-people-color-women)
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Whereas: Gender balance among Amazon’s upper ranks is a challenge
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Amazon’s overall workforce is 57.3% men and 42.7% women
(https://www.aboutamazon.com/working-at-amazon/diversity-and-inclusion/our-workforce-data)
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Amazon’s managers are 72.5% men and 27.5% women
(https://www.aboutamazon.com/working-at-amazon/diversity-and-inclusion/our-workforce-data)
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Amazon’s top 26 executives  –  the S-Team, and Jeff Bezos  –  are 84.6% men and 15.4% women
(https://www.cnn.com/2020/08/25/tech/amazon-first-black-executive-senior-leadership-team-bezos/index.html)
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Whereas: Researchers have noted that analyzing who a company promotes is an effective way of revealing bias against women and underrepresented minorities.
(https://hbr.org/2019/10/why-techs-approach-to-fixing-its-gender-inequality-isnt-working)
(https://www.fastcompany.com/90274067/this-is-why-women-leave-jobs-in-tech)
(https://medium.com/tech-diversity-files/the-real-reason-women-quit-tech-and-how-to-address-it-6dfb606929fd)