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Women Well-represented in Science Professions, Less So in Computing
Women in Computing-related Occupations, 2000 and 2009
Most Computing Occupations Losing Women Reduce bias in recruiting www.ncwit.org/biasselection
Despite Job Security and Good Salaries, Mid-career Women Leave Computing Learn how to attract and retain mid-career female...
Many Women Leave Computing, But Most Keep Working <ul><ul><li>Women leave computing at twice the rate of male peers.  </li...
Few Women in Leadership Roles: Industry 94% of Americans feel comfortable with a woman heading a large technical company, ...
<ul><ul><li>Workplace mentoring programs can help the careers and morale of mentors and mentees </li></ul></ul><ul><ul><li...
Few Women in Leadership Roles: Academia The female percentage of computing faculty has increased at all ranks since 1995. ...
<ul><ul><li>Good mentoring programs can help female faculty advance in the ranks. www.ncwit.org/gatechmentoring </li></ul>...
Why Women Leave the Workplace Help your organization overcome barriers, so you can both hire and retain female employees w...
<ul><ul><li>Uncover institutional barriers to diversity www.ncwit.org/ib </li></ul></ul><ul><ul><li>Hone your skills at sp...
<ul><ul><li>Gain high-level support for diversity efforts within your organization  www.ncwit.org/institutionalaccountabil...
Accountability Can Make a Big Difference <ul><ul><li>Company ABC had 30,000 employees in 100 offices worldwide developing ...
How Did They Do It? <ul><ul><li>Central diversity committee with company-wide oversight </li></ul></ul><ul><ul><li>Diversi...
Evidence-based Recruitment and Retention Strategies Really Can Help <ul><ul><li>Reducing unconscious bias </li></ul></ul><...
 
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NCWIT Scorecard 2010 Women in Technology Workforce

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NCWIT Scorecard 2010 Women in Technology Workforce

  1. 2. Women Well-represented in Science Professions, Less So in Computing
  2. 3. Women in Computing-related Occupations, 2000 and 2009
  3. 4. Most Computing Occupations Losing Women Reduce bias in recruiting www.ncwit.org/biasselection
  4. 5. Despite Job Security and Good Salaries, Mid-career Women Leave Computing Learn how to attract and retain mid-career female employees: <ul><ul><li>www.ncwit.org/onramps </li></ul></ul><ul><ul><li>http://anitaborg.org/files/diverse-technical-pipeline.pdf </li></ul></ul>
  5. 6. Many Women Leave Computing, But Most Keep Working <ul><ul><li>Women leave computing at twice the rate of male peers. </li></ul></ul><ul><ul><li>56% of women in tech companies leave at mid-level point (10-20 years) in their careers, so they do not reach upper ends of earning and leadership potential. </li></ul></ul><ul><ul><li>49% stay in IT (public sector or self-employed) </li></ul></ul><ul><ul><li>31% move to non-technical field </li></ul></ul><ul><ul><li>20% leave work force </li></ul></ul>Most of these women remain in the workforce, but in a different capacity: Private sector:
  6. 7. Few Women in Leadership Roles: Industry 94% of Americans feel comfortable with a woman heading a large technical company, but there are few female leaders in the business world, and fewer in IT. <ul><ul><li>Among CEOs of Fortune 500 companies, 3% were female. </li></ul></ul><ul><ul><li>In Fortune 500 “technical” companies, women held 10% of corporate officer positions and 11% of board of director positions. </li></ul></ul><ul><ul><li>Among Dice Tech Salary Survey respondents, women held 9% of “IT management” positions. </li></ul></ul>In 2008…
  7. 8. <ul><ul><li>Workplace mentoring programs can help the careers and morale of mentors and mentees </li></ul></ul><ul><ul><li>Get tips for incorporating diverse leadership into your strategic planning efforts www.ncwit.org/industryworkbook </li></ul></ul><ul><ul><li>www.ncwit.org/imentor </li></ul></ul><ul><ul><li>www.ncwit.org/seed </li></ul></ul>
  8. 9. Few Women in Leadership Roles: Academia The female percentage of computing faculty has increased at all ranks since 1995. Still, the higher the faculty rank, the fewer the women.
  9. 10. <ul><ul><li>Good mentoring programs can help female faculty advance in the ranks. www.ncwit.org/gatechmentoring </li></ul></ul><ul><ul><li>The NCWIT Mentoring Faculty Women Program-in-a-Box spells out all the steps for setting up a program. www.ncwit.org/facultymentor </li></ul></ul>
  10. 11. Why Women Leave the Workplace Help your organization overcome barriers, so you can both hire and retain female employees www.ncwit.org/supervising Women often leave technology because of perceived barriers in the workplace.
  11. 12. <ul><ul><li>Uncover institutional barriers to diversity www.ncwit.org/ib </li></ul></ul><ul><ul><li>Hone your skills at spotting bias in performance evaluations www.ncwit.org/supervising </li></ul></ul><ul><ul><li>Personalize the issues by viewing a video of real women who have left their corporate positions because of bias www.ncwit.org/supervising </li></ul></ul>
  12. 13. <ul><ul><li>Gain high-level support for diversity efforts within your organization www.ncwit.org/institutionalaccountability </li></ul></ul><ul><ul><li>Read about solutions major companies are trying http://app.post.hbsp.harvard.edu/athena/athena2/index.html </li></ul></ul>
  13. 14. Accountability Can Make a Big Difference <ul><ul><li>Company ABC had 30,000 employees in 100 offices worldwide developing information-storage solutions. </li></ul></ul><ul><ul><li>Within five years of establishing formal accountability for diversity, the company saw its diversity numbers improve. </li></ul></ul><ul><ul><li>African-American managers were promoted to executive positions and African-American interns returned as employees. </li></ul></ul>Establishing unit-specific accountability can increase diversity . Are your diversity initiatives improving the status quo?
  14. 15. How Did They Do It? <ul><ul><li>Central diversity committee with company-wide oversight </li></ul></ul><ul><ul><li>Diversity councils from each major business unit in company </li></ul></ul><ul><ul><li>Executive VP on each council to assign & review council work </li></ul></ul><ul><ul><li>Public support from the CEO & attendance at council meetings </li></ul></ul><ul><ul><li>Local focus and control </li></ul></ul><ul><ul><li>Diversity councils evaluated each other’s programs </li></ul></ul>By establishing unit-specific accountability through:
  15. 16. Evidence-based Recruitment and Retention Strategies Really Can Help <ul><ul><li>Reducing unconscious bias </li></ul></ul><ul><ul><li>Uncovering institutional barriers </li></ul></ul><ul><ul><li>Improving supervisory relationships </li></ul></ul>You can increase the number of women who persist in the computing workforce by …

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