3. Work-life balance challenges Peer Understanding Children Spouses Organization Managing perceptions Aging parents Self inflected guilt Hard to say NO Honest prioritizing Minimizing guilt
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7. Managing Work and Kids Organization Need to create more defined boundaries Definition of emergencies Negotiating who will deal with it. WHAT AM I GOING TO FAIL AT THIS WEEK?
9. Onsite: Daycare Banking Exercise facility Dry cleaning Cafeteria (With GOOD food) Home meal take out
10. Reduced/Flex time work schedule With high level public buy in acceptance Ability to telecommute Performance based on true performance Open regular communication regarding productivity
11. Active peer recognition and review Clear boundaries of communication Cross training / backups Clear definition of responsibilities Implementing new technology and tools
14. Women Helping Women Breaking the “Queen Bee” syndrome Understanding of the bigger goal Help spread the message of change Develop your own internal relationships Encouraging without judging
15. Women Helping Women Supporting behaviors in the workplace Meaningful communication Mentoring Learning to let go
16. Women Helping Women Formal /informal women’s organizations Sharing experiences through formal and informal women’s organizations Encourage social outings
19. Topic: Female Retention Presented by: Patricia J. Lodato in the Engineering and Computer Fields
20. What encourages females to stay in the field/job? Inviting workplace with sense of team involvement and flexibility Challenging work with opportunities for advancement Creativity Problem-solving Variety Job becomes part of identity Recognition and respect Happiness or role models (15+ years on job) Company investment in growth Money and benefits (“equity”)
21. What discourages females to stay in the field/job? Lack of flexibility (“rigidity”) Home/life balance Lack of mentors Lack of opportunities (not in “Old Boys’ Club”) Work assignment disparity Relocation (you or spouse) Society pressures Family/friends Colleagues Lack of support network Colleagues/managers Community (e.g., care for sick child solution) Working in a man’s environment “Queen Bee Syndrome” Choice of family over work
22. What factors enable female engineers & computer scientists to climb the corporate/academic ladder? Strong academic background Shifting norms Drive in school transfers to work SUPPORT! From family Mentors Candid and encouraging feedback from managers Ability to balance: Aggressive/assertive or the “White Witch” Advancement opportunity and desire
23. What factors disable female engineers & computer scientists to climb the corporate/academic ladder? Unable to self-promote Women thought to be comfortable in role longer than men are. . . . Or, women too impatient Women’s requests viewed as unusual Maternity leave: shut out of promotion Fear of change/fear of overload Lack of non-discipline training “A tear or two is okay.” Be yourself
24. What factors disable female engineers & computer scientists to climb the corporate/academic ladder? Overload Social preference: Family over career Ego factor: Do I really need this promotion to be who I am? Stereotypes Men make fun of women’s networking Family-owned business: upward mobility normally centered on family members
25. What opportunities reduce employee engagement in engineering and computer fields? Longer tenure . . . Job no longer a challenge Constantly fighting fires . . . Unable to get to higher priority work Asked to participate in non job (or interest) activities Criticism by male peers for “networking” or participating in women’s conferences Past experiences: Goal not reached =disincentive for future participation The economy “Bell Curve ranking”
26. What opportunities improve employee engagement in engineering and computer fields? Supportive networks Compensation for education and certifications Permission to attend events like today’s on work time Opportunities to use skills/be innovative Cross-functional learning Trade shows Awareness of how your function fits into big picture Community outreach: “Feel good about my company” Company seeking input and responding
28. Current & PotentialOutreach JA (as a means and as a model) Project Lead the way Mentor Science Fairs Develop a Summer Camp and/or Club Competitions Sponsored by Local Businesses/Orgs
29. Current & PotentialOutreach GO STEM (USI) Options (UofE) Robotics (IVY Tech) SWE Sponsored Bridge Building, Robotics… Engineering Our Future, Future City, JETS, Expanding Your Horizons
30. Current & PotentialOutreach:Key Take-Aways Don’t Reinvent the Wheel Share Collaborate Build Outreach that complements, instead of competes with, existing efforts
31. Current & PotentialOutreach:Key Take-Aways Have Metrics Benchmark against groups who do similar work Promote TWICE’s efforts and initiatives
32. Using the TWICE Grant Funding Camps In schools Outside schools Scholarships to existing camps Cascading Mentoring Career Days/Career Fairs
33. Using the TWICE Grant Support Getting Resources to the Students USI Mobile Tech, U of E, Vincennes Univ, SWE Traveling One-Day Events Create JA-type Sci/Tech Program (or collaborate with JA)
34. Using the TWICE Grant Promotion Create awareness via: Marketing Social Media Canned Promos for TV/Radio Build and Use TWICE’s Network Benchmarking & Metrics
