Increasing your visibility is important for advancing your career. This list includes ten things that highly successful women say they do in order to increase their visibility throughout the company, industry, and technical community.

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This resource includes ten important recommendations supervisors can readily adopt to improve retention for all employees. They are particularly useful for retaining women and employees from underrepresented groups.

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This report includes data about IT jobs and computer science education, disaggregated by state and congressional district.

Or, use the interactive map to look at education and jobs in your area.

More than 40 years of data on authors of ACM conference papers describe women’s contribution to this important aspect of computing professional life. The data show that women’s authorship increased substantially over time, and that relative to their representation in the likely pool of ACM conference paper authors, women Ph.D.s were especially productive. Initial tests indicate that the increase in women’s share of papers was due in large part to the increase in number of women in the community of potential authors.

Entrepreneurial Series Report #2 summarizes research literature on women's entrepreneurship in the information technology field with a focus on positive illusions, motivations, management style, stereotypes, stress, and psychological traits.

Part of Counselors for Computing, this card connect students' interests with opportunities in IT and computing that can be achieved through military service and beyond. Information about IT military assignments is linked to future jobs and salaries. This Counselors for Computing (C4C) resource was produced by the NCWIT K-12 Alliance with support from the Merck Company Foundation and Palo Alto Networks.

Entrepreneurial Series Report #3 summarizes research literature on women's entrepreneurship in the information technology field with a focus on access to financial capital.

High-tech startups typically use one of five types of employment models, reflecting their founders’ ideas about hiring and managing employees. These models can have long-lasting effects on firms and predict the trajectory of women’s representation among core technical staff. This research paper looks at the five models, identifies which are most congenial to hiring women, and points out correlations between competitive business models and meritocratic hiring.