Lack of diversity in tech is no secret, and while gender and race diversity is starting to come under public scrutiny, ageism has been given less attention. But when you’re an “older” woman of color, you have all three strikes against you. Marie Roker-Jones found this out the hard way.
Matching veterans with tech internships
Two years ago, Roker-Jones co-founded a startup called OweYaa that matched veterans transitioning out of the military with internships in tech companies. It was a vehicle for the tech companies to have a no-strings-attached way to receive project help while also giving back to veterans. (OweYaa’s name is a play on “We owe ya.”) Plus, for the tech companies, it was a low-risk way to audition a prospective employee.
The business was bootstrapped at first, but they eventually sought outside funding. This was especially challenging for two women of color, who were “old” by tech standards—Roker-Jones in her 40s and her co-founder, Barika Edwards, in her 30s. Roker-Jones says, “We were the only women of color in a lot of pitching competitions.”
Their experience is not unusual. JaneVC recently surveyed 500 early stage founders and report that for every $1.00 raised by men at the early stage, women raise an average of $0.38. Black women raise just $0.02. Concerning ageism, JaneVC’s research shows that funding for women spikes in the late 30s and peaks shortly thereafter at 41-45.
Addressing bias against veterans
OweYaa also faced hurdles in finding tech companies open to working with the veterans. Roker-Jones uncovered a lot of fears about PTSD. “So a lot of the job became about education,” she says. “A lot of it was building awareness, educating startups and tech companies about mental health and the overall the caliber of veterans and military spouses, overcoming stereotypes and misconceptions.” Also, in both working with the military and with tech companies, they found themselves in the obvious minority.
With OweYaa ultimately unable to lock in sustainable funding, Roker-Jones and her co-founder sidelined the startup. The experience has caused her to become a vocal advocate for increasing diversity in startups and venture capital.
Tips for entrepreneurs to find inclusivity
What advice does Roker-Jones give fellow entrepreneurs, especially those concerned about ageism and diversity? Try various avenues. Make connections. She suggests keeping an eye on AngelList, including contract roles, because it helps to see what’s available. Also, look at company values, which are often posted online. “If a company’s values line up with yours and are inclusive, they may be more open.” Finally, check employee photos. “The pictures tell me a lot about the company. So if I see everyone tends to be the same, then I know that maybe that company is not so open to hiring someone of color or who identifies as a woman.”
There were many positives to Roker-Jones’ life as a co-founder. She was often impressed with the veterans. “You get to hear the stories of the military community, some of them not even realizing or appreciating the experience and the skills they had.” She also enjoyed learning about different companies’ values. One in particular stands out: UrbanStems, a flower delivery company. “Their company value was kindness. You don’t find very many companies where kindness is a company value.”
The need to speak up
Roker-Jones believes individuals need to fight against ageism and lack of diversity in tech by being more vocal. Remind companies that they should reflect their users, including their age demographic. “We need [to build] a forum where we can start to be more vocal and really address it as important. If we don’t speak up more as one, it’s not going to be a priority for anyone.”
Hear, hear.