All of this stuff is from Kay Connelly's keynote at Indiana celebration of Women in Computing. Here's a PDF of the slides.

• CS Bachelor's degrees granted to women in 2009: 14%. That's the lowest ever

• Number of CS departments reporting female enrollment: <10%

• Did you know that girls tend to internalize the amount of math anxiety their female teachers display? It didn't affect the boys at all, but girls who were perfectly fine at the beginning of the year but who had female teachers afraid of math displayed a tendency to also be afraid of math by the end of the year. Oh, and female education majors tend to have the highest instances of math anxiety of any undergraduate major.

• Female performance is perceived differently than male performance. It was observed that very few women held seats in orchestras UNTIL they started doing blind auditions. The number of women making it to the second round of auditions increased dramatically once those evaluating them couldn't see the performer, and the number of women making it from the second round into an actual orchestra increased even MORE dramatically. I don't remember the numbers, but it was a HUGE deal.

• Edit: According to Dr. Connelly, the numbers for the above are: In the '70s, women held only 5% of orchestra seats. In 2003, they held 25%. Blind auditions increased a women's chance of going to the next round in the audition by 50%, and increased their chance of winning a seat by 250%.

• Bias in Evaluations - In workplace evaluations, men tend to get longer evaluations using such words as "superb" and "outstanding," unqualified declarations of merit, while women tend to get shorter letters with words like "pleasant" and "diligent" - no wonder women tend to get passed over for promotions! We try hard, sure, but apparently our supervisors don't think of us as being very GOOD. This is an example of an unconscious bias.

• An experiment was done where they assembled teams and then had actors, both male and female, lead the teams in EXACTLY the same way. Men who behaved the way prescribed by the experiment were described as having high ability, skills, and intelligence. Women who behaved in the way prescribed by the experiment were described by their "subordinates" as being more emotional, bossy, and domineering.

• By the time workers with similar skills and experience have been in the IT field 15+ years, the pay gap can be upwards of 12% between males and females, and it goes up from there.

• Women are socialized not to ask for raises, and as we all know, the squeaky wheel gets the grease. When you have a department that's 95% male and most of them are asking for raises but the 5% who are female are not, you're going to give the raises to the people who ask. That's not how it should be, but it's how it is. This accounts for quite a bit of the former statistic, but not all of it. Over a 30-year work lifetime, negotiating for a 4% raise annually instead of 2% means a difference of $57,000 a year and over $600,000 earned in a lifetime.

• Why numbers count: In the IT workforce, only 25% of applicants are women to begin with. Once you get through screening and hiring, that number diminishes significantly. And when you consider that 2 out of 3 women will leave the IT workforce only a few years out of college, that's kind of a depressing trend.

• Edit: I misremembered the bit about 25%; disregard that part. What is really relevant there is that studies have found that when women make up 25% or less of the applicant pool, they tend to get judged much more harshly by those evaluating their applications/resumes. This is actually applicable across fields, not strictly in the IT world.