Prof Dev Grants Presentation


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Society of Women Engineers Grant Report - Leadership and Gender Dynamics

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  • Prof Dev Grants Presentation

    1. 1. Program Development Grants Presentation DR 197 - “Leadership and Gender Dynamics in the Workplace” Presented by Diana Laboy-Rush, President, Columbia River Section Project Managed by Janet Wasner & Marya Ferris Past (FY03) VPs of Professional Development Columbia River Section
    2. 2. Agenda <ul><li>Introduction </li></ul><ul><li>Purpose of Seminar </li></ul><ul><li>Preparation / Publicity </li></ul><ul><li>Seminar Overview </li></ul><ul><ul><li>Examples of Research Presented </li></ul></ul><ul><ul><li>Implications & Tools for moving forward </li></ul></ul><ul><ul><li>Case Studies </li></ul></ul><ul><li>Feedback </li></ul><ul><li>Conclusion </li></ul>
    3. 3. Leadership and Gender Dynamics in the Workplace Presentation to Society for Women Engineers Columbia River Section Deborah Merrill-Sands, Ph.D. Associate Dean Faculty Affiliate, Center for Gender in Organizations Simmons School of Management, Boston, MA April 14, 2004
    4. 4. Introduction <ul><li>This grant funded a 2-hour evening seminar focusing on women in leadership and the paradox of success. </li></ul><ul><li>The seminar brought the latest data regarding leadership and gender dynamics in the workplace, including: </li></ul><ul><ul><li>what is currently known about gender dynamics in the workplace, </li></ul></ul><ul><ul><li>why should we care, </li></ul></ul><ul><ul><li>how gender dynamics affect women’s opportunities to advance and succeed in leadership roles, and </li></ul></ul><ul><ul><li>what strategies women can use for addressing gender dynamics. </li></ul></ul><ul><li>The seminar was conducted by Dr. Deborah Merrill-Sands, Associate Dean of the Center for Gender in Organizations at the Simmons School of Management. </li></ul>
    5. 5. Purpose of Seminar <ul><li>Resource for women to learn about issues that are usually not accessible in the workplace. </li></ul><ul><li>Provide a safe environment for issues of diversity to be discussed. </li></ul><ul><li>Provide tools/approaches for women to be effective in a diverse work environment. </li></ul><ul><li>Inform and advise so that professionals can develop strategies to be successful both individually and for their companies. </li></ul>
    6. 6. Publicity and Partnerships <ul><li>The Business Journal of Portland </li></ul><ul><li>Computer Bits </li></ul><ul><li>The Oregonian </li></ul><ul><li>AAUW (American Association of University Women) </li></ul><ul><li>ACEC Oregon (American Council of Engineering Companies in Oregon) </li></ul><ul><li>APEM (Associate of Professional Energy Managers) </li></ul><ul><li>ASCE (American Society of Civil Engineers) </li></ul><ul><li>ASME (American Society of Mechanical Engineers) </li></ul><ul><li>IEEE (Institute of Electronics and Electrical Engineers) </li></ul><ul><li>NAWIC (National Association of Women in Construction) </li></ul><ul><li>Oregonian Business News </li></ul><ul><li>OWLS (Oregon Women Lawyers Society) </li></ul><ul><li>SMPS (Society for Marketing Professional Services) </li></ul><ul><li>STCWVC (Society for Technical Communication, Willamette Valley Chapter) </li></ul><ul><li>SWE-Willamette River Section </li></ul><ul><li>WITI (Women In Technology) </li></ul><ul><li>WOW (Women on Water) </li></ul><ul><li>The Women’s Center for Applied Leadership </li></ul><ul><li>Oregon Institute of Technology </li></ul><ul><li>Portland Community College </li></ul><ul><li>Portland State University </li></ul><ul><li>University of Portland </li></ul>
    7. 7. Seminar Overview <ul><li>Examples of Research Presented </li></ul><ul><li>Implications and Tools moving forward </li></ul><ul><li>Case Study and Exercise </li></ul><ul><ul><li>Susan’s Struggle </li></ul></ul><ul><ul><li>Jane’s Dilemma </li></ul></ul>
    8. 8. Feedback - 1 <ul><li>What new information did you learn about women in leadership? </li></ul><ul><ul><li>24% -> micro-inequalities or gender schemas. </li></ul></ul><ul><ul><ul><li>One wrote, I gained understanding about &quot;some of the dynamics of gender that I was unable to identify or address without understanding why or from where it stems&quot;. </li></ul></ul></ul><ul><ul><li>20% -> Strategies to interrupt gender dynamics, find and negotiate an appropriate currency. </li></ul></ul>
    9. 9. Feedback - 2 <ul><li>What new tools did you learn for dealing with diversity issues in the workplace ? </li></ul><ul><ul><li>30% -> Negotiate / tie in terms of firm currency </li></ul></ul><ul><ul><li>16% -> Ways to deal with gender issues </li></ul></ul><ul><ul><ul><li>(Two said the case study was very helpful to give concrete examples) </li></ul></ul></ul><ul><ul><li>10%-> To recognize rather than ignore gender dynamics. </li></ul></ul><ul><ul><li>6% -> To make contributions visible, don't wait for someone else to do that for you </li></ul></ul>
    10. 10. Feedback - 3 <ul><li>Was this seminar useful to you? </li></ul><ul><ul><li>98% -> Yes </li></ul></ul><ul><ul><ul><li>“ Yes, the info was incredibly relevant and helpful. I feel very strongly about finding ways to increase the visibility of these concepts at my workplace.&quot; </li></ul></ul></ul><ul><ul><ul><li>&quot;Yes, it made me rethink my position within my company and consider why I was chosen to perform my particular function.&quot; </li></ul></ul></ul><ul><ul><ul><li>&quot;Yes, the case study was the most useful in terms of developing strategies and exploring dilemmas.&quot; </li></ul></ul></ul><ul><ul><ul><li>&quot;I was able to formulate a plan to develop my own profession in business&quot; </li></ul></ul></ul><ul><ul><ul><li>&quot;Very. Links back to what counts in business&quot; </li></ul></ul></ul><ul><ul><ul><li>&quot;It was very useful in inspiring me to want to pursue higher management and not just the lower levels.&quot; </li></ul></ul></ul>
    11. 11. Feedback - 4 <ul><li>“ I found Dr. Merrill-Sands to be an excellent speaker, and her research on Gender Dynamics was an approach to women's career paths that I had not yet heard.  What I liked most about it was that it was a pragmatic approach to advancing women's careers that did not focus on sexism, harassment or diversity issues.  It really dug into the question of how do we give women the tools to advance their careers and to avoid some of the stereotypical roles that women fall into.   The answers applied to women in ALL careers, traditional or otherwise.  It wasn't a re-hash of some of the issues we have seen over the last 10 years.  I was really impressed by the speaker, the subject matter, and the overall program that you and Marya put together.  BRAVO!” </li></ul>
    12. 12. Conclusion <ul><li>Overall, Huge Success </li></ul><ul><li>Lessons Learned </li></ul><ul><ul><li>Time / Day </li></ul></ul><ul><ul><ul><li>Evening v. Weekend </li></ul></ul></ul><ul><ul><ul><li>Tax Time / Spring Break </li></ul></ul></ul><ul><ul><li>Cost </li></ul></ul><ul><ul><ul><li>Higher than average cost </li></ul></ul></ul><ul><ul><li>Questions? </li></ul></ul>