One year ago, Susan Fowler published a blog post about her experiences at Uber that would change the tech industry forever. Her account of sexual harassment, discrimination, and retaliation sparked a reckoning that continues today. As #MeToo reshapes Hollywood and Washington, it’s also transforming Silicon Valley.
The Uber Effect
When Susan Fowler, a site reliability engineer at Uber, published “Reflecting on one very, very strange year at Uber” in February 2017, she didn’t know she was lighting a fuse. Her detailed account of harassment, HR failures, and systemic discrimination went viral.
The aftermath was swift:
- Uber hired a law firm to investigate
- 20 employees were terminated
- CEO Travis Kalanick resigned by June
- Board members departed
- Company culture became a national conversation
Fowler’s courage gave permission to countless other women to share their stories. The tech industry’s open secret—that harassment was pervasive and tolerated—was finally being exposed.
The Broader #MeToo Moment
In October 2017, the #MeToo movement exploded following reporting on Harvey Weinstein. While entertainment dominated headlines, tech women recognized their own experiences in the stories being told.
The statistics are damning: nearly 50% of women founders and women working in tech have experienced harassment. This number has barely budged despite years of diversity initiatives and chief diversity officer hires.
Policy Changes Begin
Under pressure, companies are changing policies:
Uber
Uber announced it will no longer require mandatory arbitration for individual claims of sexual assault or harassment. Victims can now choose whether to mediate, arbitrate, or litigate their claims.
Other Companies Following
Microsoft, Facebook, and others are reconsidering forced arbitration clauses that previously kept harassment claims out of public view.
What This Means for Women in Tech
The #MeToo moment creates both opportunity and obligation:
More Accountability
Companies know that harassment allegations can become public. The reputational and financial stakes have increased dramatically.
Cultural Examination
Organizations are examining their cultures—not just policies, but the everyday behaviors that create hostile environments.
Power Shift
Women’s voices carry more weight. Stories that would have been dismissed are now being heard.
The Work Ahead
Policy changes matter, but culture changes slowly. The fact that 50% of women in tech report harassment means we’re far from solved. Companies must:
- Move beyond policy to practice
- Create genuine accountability for bad actors
- Build cultures where harassment doesn’t occur, not just processes for when it does
- Listen to women—not just when stories go viral
Choosing Employers Wisely
For women evaluating opportunities, 2018 provides new criteria:
- Does the company have forced arbitration for harassment claims?
- What happened when previous incidents occurred?
- Are there women in leadership who can speak to culture?
- What do current and former employees say?
WomenHack’s Commitment
WomenHack has always vetted participating employers. In this moment, that vetting takes on new importance. We partner with companies that demonstrate genuine commitment to safe, inclusive workplaces—not just those seeking to improve their image.
The reckoning has begun. Where it leads depends on whether companies—and the women choosing where to work—demand lasting change.