West women in stem
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The presentation of the inspiring lecture that Ilene Fischer made in Bologna at Alma Graduate School with Girl Geek Dinners Bologna Team

The presentation of the inspiring lecture that Ilene Fischer made in Bologna at Alma Graduate School with Girl Geek Dinners Bologna Team

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West women in stem West women in stem Presentation Transcript

  • WEST: ADVANCING WOMEN INSTEM CAREERS Ilene Fischer 29 March 2012 1
  • WEST:Foundation andBackgroundInformation 2
  • Founded 2000 Mid-History Today• Founders: • Strong life- • Including women physicists sciences focus from life sciences, and astrophysicists • One-third post engineering,• Committed to docs technology and develop women in • Programs industry service Science, primarily held in providers. Engineering as Cambridge • Expanded across leaders in their the career careers spectrum• Branches in Boston • Programs offered and Madison, WI in throughout the• Programs in the state of greater Boston Massachusetts area 3
  • WEST’s vision is to promote, advance, anddevelop women in Science, Engineering, and Technology as leaders, advocates, C-level executives, and thought leaders; that make a profound difference in the communities they serve. 4
  • About WEST WEST is a community, a forum, for early, mid-career, executive and entrepreneurial women in STEM careers. WEST members are committed to developing themselves as leaders through education, mentorship, networking, and information sharing. WEST encourages women to cultivate entrepreneurial thinking and creative risk- taking. 5
  • Through participationmembers: Distinguish their passion and unique contribution to their work. Build their talent. Become inspirational leaders and role models for their teams, organizations, and businesses. 6
  • “Profession without passion is just a job.”Anne Mulcahy, Former CEO of Xerox, Inc. 7
  • Photo courtesy of Veni Markovski We serve our membership and a 380 Members broader audience. Weekly communication through our5000+ Person Database newsletter Main science, technology and 35 Programs a Year engineering hubs in Massachusetts 8
  • Gender Women 97% Men 3% Career Stage Post-Doc orGraduate Students 10% Early Career 15% Mid - Career 60%Executive Women 10% 9
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  • WEST’s Model ForSuccessful Women In STEM 11
  • WEST’s career development strategy is based on research that Catalyst released in October of 2011 on The Myth of the Ideal Worker: Does Doing All the Right Things Really Get Women Ahead?Photo provided by Catalyst 12
  • If men and women follow the same career advancement strategy, do they get the same results? No. Women advance less rapidly than their male counterparts and have slower pay growth. 13
  • Findings From The Study Four areas for women to focus on to ensure success in their careers:  Performance  Visibility  Leadership Experience  Sponsorship 14
  • Catalyst Research is reinforced by thefindings of the Harvard Business School: The Athena Factor: Why women leave their STEM careers, along with Studies on Success for Women by the Anita Borg Institute. 15
  • Performance Performance is the ticket in the door. Women must produce extraordinary results- out perform men- to succeed in their careers
  • Visibility On work assignments With senior executives For achievement In industry
  • Performance Visibility
  • Leadership Experience Women need to be developed as leaders They need to have leadership experiences that enhance their visibility.
  • LeadershipVisibility Experience
  • Sponsorship  Women need sponsors, not just mentors.  Sponsors are in key executive positions and advocate for the people they sponsor.  Sponsors ensure the success of the people they sponsor, they elevate them in their careers. 21Photo courtesy of Veni Markovski
  • Mentors vs. Sponsors• Can sit at any level in • Senior managers with hierarchy influence• Provide emotional support • Give protégés exposure to and feedback other executives• Serves as a role model • Ensure their people are• Helps mentees learn to considered for promising navigate corporate politics opportunities and assignments• Strives to increase mentees • Protect protégés from sense of self- worth negative contact with senior• Focus on mentees executives professional & personal • Fight for their people to get development promoted
  • Sponsorship Visibility
  • Checking the Pulse of Women in Bioscience  Success for women is Data revealed that predicated on having advocates gender inequities (sponsors) to help them in their career. were present from the  Their accomplishments need to moment women be visible.  Producing extraordinary results sought degrees in is critical to success. sciences and  Opportunities to lead in their organization and be recognized continued throughout for their leadership is a critical their career. component for success.Catalyst research 24
  • Barriers To Advancement And Retention • Isolation  Culture does not reward • Lack of access to employee development influential social  Hidden bias and networks and mentors stereotyping that • Unwelcoming cultures became embedded in • Work-family conflict organizational processes.Anita Borg Institute Study 25
  • Women in STEM • 41% of highly qualified • 55% of women scientist, early career scientist, compared with 45% of engineers, and male scientist said they technologist in the US entered their career to are women. make a difference and to • Two-thirds of women help humankind. scientist choose their • 90% of women in fields to contribute to the science,75% engineering well-being of society. and 74% technology love their work yet 52% leave their careers.HBS Research
  • Characteristics Of Success In Technology  Analytical  Innovator  Questioning  Risk-taking  Collaborative  Working long hours  Entrepreneurial  Assertive 27
  • Women in STEM have had to overcomesignificant cultural hurdles to be able torealize their commitment to making adifference. We must find ways to createenvironments for Women in STEM to succeed. 28
  • In addition the four areas of focus: Performance Visibility Leadership Experience SponsorshipWEST offers specific leadership programsaddressing: Innovation leadership Networking skills Entrepreneurial Thinking and Risk-taking Negotiation – Learning How to Ask 29
  • Program Career Level Performance Visibility Leadership SponsorshipGet on Board: Mid-Level,LeadershipOpportunities Executive, Entrepreneurs ✖ ✖ ✖ ✖A Tale of TwoIndustries:Alliance Mid-Level, Executive ✖ ✖ ✖PartnershipProgramManagement101 and 102 Early, Mid-Level ✖ ✖To MBA or Not toMBA Early, Mid-Level ✖ ✖ ✖CareerPossibilities:Speed Mentoring Early, Mid-Level ✖ ✖ ✖ ✖ExecutiveWomen’s Dinner Executive, Entrepreneur ✖ ✖ ✖Leadership Early, Mid-Level,Awards andGiving Back Executive, Entrepreneurs ✖ ✖ ✖ ✖Awards 30
  • WEST’s Program Offering Workshops  Mentoring  Skill building  Peer mentoring circles Panel Discussions  Volunteer program  Different topics, different  Advisory board, executive perspectives peer mentoring Signature Events:  Executive Women’s  Leadership Awards Dinner:  Giving Back Awards  Director Level and above  Great speakers and panels  Networking 31
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  • Women on Boards 33
  • Women on Boards• In Europe: – In 2010, women made up 51.2% of the population, compared with 48.8% men – 58.2% of women were employed• In Italy – 2011- 3.7% women on boards – Women in the work force 40.3%• In the US: – 2001- 12.1% women on boards – 2012- 16.1% women on boards – US women in the workplace 46.7 % 34
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  • Definitions• Return on Sales (ROS): The pre-tax net profit divided by revenue.• Return on Invested Capital (ROIC): The ratio of after-tax net operating profit to invested capital.• Return on Equity (ROE): The ratio of after- tax net profit to stockholders’ equity. 36
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  • How can WEST support you Italy? 39
  • BibliographyCatalyst Research:The Myth of the Ideal Worker: Does Doing AllThe Right Things Really Get Women Ahead?Author: Nancy M. Carter and Christine SilvaPublished: October 2011Checking the Pulse of Women in Bioscience:What Organizations Need to KnowAuthor: Anika K. WarrenPublished: August 2011 40
  • BibliographyAnita Borg Institute ResearchSenior Technical Women: A Profile of SuccessAuthors: Caroline Simard, Phd Shannon K. Gilmartin, PhdPublished: 2010Harvard Business School ResearchThe Athena Factor : Reversing the Brain Drainin Science, Engineering, and TechnologyAuthors: Sylvia Ann Hewlett, Carolyn Buck Luce, Lisa J.Servon,Laura Sherbin, Peggy Shiller, Eytan Sosnovich, andKaren SumbergPublished: June 2008 41
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