“You’re Doing What?” “You’re Doing What?” “You’re Doing What?” “You’re Doing What?” Returning To A Technical Path Mid Returning To A Technical Path Mid Returning To A Technical Path Mid Returning To A Technical Path Mid- - -Career Career Career Career Cynthia Gaddis, Kelly Malone, Xinlin Wang SWE 2015
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You're Doing What? - Returning To A Technical Path Mid-Career
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“You’re Doing What?” “You’re Doing What?” “You’re Doing What?” “You’re Doing What?” Returning To A Technical Path MidReturning To A Technical Path MidReturning To A Technical Path MidReturning To A Technical Path Mid----CareerCareerCareerCareer
Cynthia Gaddis, Kelly Malone, Xinlin Wang
SWE 2015
AgendaAgendaAgendaAgenda
�Speaker Introduction
�Factors Contributing to Women Leaving STEM careers
�Fostering Growth of Technical Mid-Career Women
�Career Planning Exercise
�Skills Planning Exercise
�Responsibilities of Mentees, Mentors, and Sponsors
Technical Women in IT IndustryTechnical Women in IT IndustryTechnical Women in IT IndustryTechnical Women in IT Industry
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SOURCE: Harvard Business Review, May 2008
“The Athena Factor: Reversing the Brain Drain in Science, engineering and Technology
SOURCE: National Science Foundation, “Women, Minorities, and Persons with Disabilities
Top Factors Contributing to Women Leaving STEM CareersTop Factors Contributing to Women Leaving STEM CareersTop Factors Contributing to Women Leaving STEM CareersTop Factors Contributing to Women Leaving STEM Careers
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• In Engineering/High Tech. women have higher attrition rates
• The attrition rate among women spikes between 35 and 40
Lack of Confidence Lack of Confidence Lack of Confidence Lack of Confidence –––– Contributes to Women Leaving STEM Contributes to Women Leaving STEM Contributes to Women Leaving STEM Contributes to Women Leaving STEM
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Value of Technical Women at MidValue of Technical Women at MidValue of Technical Women at MidValue of Technical Women at Mid----CareerCareerCareerCareer
• Experience and maturity • Recognition of being an expert• Proven track record• Professional identity
• Communication skills
• Management skills
• Diversity breeds diversity• Gender diversity in the high-tech
workforce fuels problem solving and innovation
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Current State of Fostering IT and STEM Skills for GirlsCurrent State of Fostering IT and STEM Skills for GirlsCurrent State of Fostering IT and STEM Skills for GirlsCurrent State of Fostering IT and STEM Skills for Girls
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SWE WOW! That's Engineering
Initiatives to Support Technical Women at MidInitiatives to Support Technical Women at MidInitiatives to Support Technical Women at MidInitiatives to Support Technical Women at Mid----careercareercareercareer
•Companies starting to apply lessons learned from STEM outreach
- Corporate technical development programs for mid-career women
•SWE + iRelaunch (announced Sept 11, 2015)
- STEM Re-entry Task Force
- Form solid pipeline of female returning to STEM professions
- Internship programs to ease transition to full time employment
- Founding members: Booz Allen Hamilton, Caterpillar Inc., Cummins Inc.,
General Motors Company, IBM, Intel Corporation and Johnson Controls.
•Corporate programs to identify & address unconscious gender bias
11SWE iRelaunch Annoucement
Prepare Yourself to Return to a Technical PathPrepare Yourself to Return to a Technical PathPrepare Yourself to Return to a Technical PathPrepare Yourself to Return to a Technical Path
• Search for programs within your company- Technical leadership programs
- Internal certification programs
- Find a mentor (technical and executive level)
- Volunteer for special projects / serve on committees
• Societies for women in IT and STEM- Networking opportunities
Responsibilities of Mentees, Mentors, and SponsorsResponsibilities of Mentees, Mentors, and SponsorsResponsibilities of Mentees, Mentors, and SponsorsResponsibilities of Mentees, Mentors, and Sponsors
• Mentee (protégé)should be proactive in advancing their careers- Own and drive relationships with mentors and sponsors
- Know their strengths, and articulate their wins
- Understand that their career is a journey. Know where they want to go in their career, and how to get there (or ask for advice)
- Focus on the success of their company
• Mentors (coach) offer guidance to mentees through formal or informal relationships
- Career path guidance
- Technical guidance to help reinforce or deepen
- skills
- Sounding board to develop ideas
• Sponsors offer formal executive-level support of a mentee’s career goals
- Through sponsored programs within a company
- Advocate for mentee for key positions
- Discusses mentee’s capabilities with peer executives17
Work Life Balance Work Life Balance Work Life Balance Work Life Balance –––– Tips and HintsTips and HintsTips and HintsTips and Hints
• Take care of yourself- Schedule workouts/time for yourself into your day- If you don’t, the rest will not happen
• Balance your family’s needs- Ask for flexibility in your work schedule- Work from home if possible- Go in early one morning so you can leave early- Block out school/kids sport events in your calendar
• Parent teacher conference, school performances• Sports games, recitals
- Travel in the evening if possible to see kids before your trip
• Ask for help- Rethink clean, divide and conquer or hire help, share responsibilities with spouse- Childcare considerations: daycare, after school babysitter, after school programs
• Fight the guilt- You can’t do everything- Something has to give
• Celebrate your success- Schedule date nights with spouse or social outings with friends
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Conclusions and Best PracticesConclusions and Best PracticesConclusions and Best PracticesConclusions and Best Practices
• There are many reasons to change career paths mid-career, and having the support of one’s family and company through structured programs, mentoring, and sponsorship is critical.
• Socialize your career goals and plans with your mentors, and sponsors. Formally document your plans in your annual business goals.
• Planning for job roles and education takes time. Decide what excites you, identify where you excel, and define methods to close any skill gaps that need to be addressed.
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Day in the Life Day in the Life Day in the Life Day in the Life –––– Lisa Seacat Deluca (Video)Lisa Seacat Deluca (Video)Lisa Seacat Deluca (Video)Lisa Seacat Deluca (Video)
• Software engineer, master inventor
• Wife, mother of 2 sets of twins
• Children’s book author
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Acknowledgement
We have taken efforts returning to technical path. However it would not have been possible without the kind support and help of many individuals. We would like to extend our sincere thanks to all
of them, especially to Susan Puglia, Jennifer Howland and Lisa Gable. Susan Puglia, Jennifer Howland and Lisa Gable. Susan Puglia, Jennifer Howland and Lisa Gable. Susan Puglia, Jennifer Howland and Lisa Gable.
Q&A
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Resources and Contact InformationResources and Contact InformationResources and Contact InformationResources and Contact Information