Blockchain companies – gender gap even greater than in other tech companies

What about the female gender in the blockchain industry? The LongHash platform has addressed this question – and found something sobering about the gender gap.

However, the cryptosoft research methods still have room for improvement

In Germany, the proportion of women in management positions accounts for almost one third of all managers – according to the statistics. This is, of course, an average cryptosoft value and makes no statements about the situation in the individual sectors. The cryptosoft platform has now investigated the gender distribution in the blockchain sector. LongHash has set itself the goal of accelerating the development of the blockchain and promoting an understanding of the blockchain technology.

“The results were… discouraging.” The study considered 100 blockchain start-ups that were classified as “upcoming” on the ICO tracking page ICO Rating. In total, LongHash counted 1,062 team members, including 326 as founders or managers and 473 listed consultants. Three focal points were examined: the gender gap within the team, the number of women at management level and the number of women on advisory boards. LongHash summarises the sobering results as follows:

“The results were … discouraging. Only 14.5 percent of the members of the Blockchain start-up teams were women. In leadership roles, the numbers got worse. Only 7 percent of the blockchain start-up managers we considered were women, and only 8 percent of the consultants.”

In addition, 78 of the 100 start-ups surveyed did not have a single female manager. In 75 of them, female consultants were missing and 37 had not even female employees in the team.

Three possible sources of crypto trader error

LongHash points out, however, that the figures do not have to be 100 percent correct due to the crypto trader research method like this: The figures for team members, managers and consultants come from the websites of the blockchain companies and could be outdated and selective. Therefore, there can be no guarantee of the accuracy of the information. Another source of error may be that the gender of the team members was not correctly assigned by LongHash when viewing the team members on the respective website. Cross-sex names such as Kim, Robin or Luca in combination with an image that does not clearly identify males or females may lead to such errors. The position information may also be outdated or inaccurate, so that some female managers may not (yet) have been identified as such.

However, it seems unlikely that the results would have spoken the opposite language without these sources of error. Technical industries are still dominated by men. However, LongHash notes that large technology companies in Silicon Valley employ at least 25 percent women. A 2017 survey conducted by the Carta software platform target=”_blank” rel=”nofollow noopener” found that about 29 percent of employees in small tech start-ups are female. Even if this is still far from an equal distribution, it is still twice as many women as in blockchain start-ups.

Although the results of the LongHash study cannot be trusted one hundred percent, they give the impression that the gender gap in the blockchain sector is even wider than it is in other technology companies. It would now be interesting to know why. However, this missing investigation should then focus less on own research than on concrete facts (e.g. from a survey) in order to give the results more trustworthiness.