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ODTUG Leadership Talk- WIT and Sponsorship


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January 2019 ODTUG Leadership Talk- WIT, Representation and Sponsorship

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ODTUG Leadership Talk- WIT and Sponsorship

  1. 1. Representation and Sponsorship The Hurdle of Self-Sustaining Women in Technology Initiatives Kellyn Pot’Vin-Gorman, Data Platform Architect, Microsoft
  2. 2. Kellyn Pot’Vin-Gorman Technical Solution Professional at Microsoft, Data Platform in Power BI and AI • Former Technical Intelligence Manager, Delphix • Multi-platform DBA, (Oracle, MSSQL, MySQL, Sybase, PostgreSQL, Informix…) and DevOps Engineer • Oracle ACE Director, (Alumni) • Oak Table Network Member • Idera ACE Alumni 2018 • STEM education with Raspberry Pi and Python, including DevOxx4Kids, Oracle Education Foundation and TechGirls • Former President, Rocky Mtn Oracle User Group • Current President, Denver SQL Server User Group • Linux and DevOps author, instructor and presenter. • Blogger, ( Twitter: @DBAKevlar
  3. 3. Different perspectives, experiences, and insights improve decision-making and lead to superior performance. Lynn Doughtie
  4. 4. As a nation, we must be strategic in order to take advantage of the talent we already have. It’s hard enough for the U.S. to compete on a global stage, so we certainly can’t leave half of our talent untapped. Helen Drinan, President of Simmons College
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  6. 6. The Importance of Mentors • Mentors provide guidepost. • Their own stories offer hope and inspiration. • Offer support when challenges seem overwhelming. • Someone you can confide in. • Have your interests in mind when advising. • Aren’t always formal arrangements.
  7. 7. Women in business are talented leaders who can share their skills as trainers, mentors and advocates. Melanne Verveer
  8. 8. How Are Sponsors Different? • Offers insight on opportunities that may be overlooked, (promotions, projects and raises.) • Introductions to network and opportunities outside of current role. • Steps on how to build a career and not just based on advice. • A sponsor has a deeper vested interest in your success. And for the love of God, don’t confuse mentoring or sponsoring with “Coaching”. ☺
  9. 9. Mentoring Is More Personal Help me understand my (professional) self; 1 Help me identify a preferred operating style; 2 Help me understand where I might need to change; 3 Give me a place to express my fatigue and frustration; and 4 Give me a place to express my self-doubt without negative career ramifications. 5
  10. 10. Sponsoring is Action-Oriented A sponsor has authority in their role. 1 Help me plan my next role; 2 Promote me within the organization for that role; 3 Support me as I take charge in my new role; 4 Endorse my authority publicly; 5
  11. 11. Coaching SHOULD be an Independent and External Relationship Help me identify why I’m stuck in the pipeline; 1 Help me identify and align my needs and goals; 2 Help me to create a career roadmap; 3 Help me to understand and articulate my value proposition; and 4 Teach me how to define and reach my goals. 5
  12. 12. Asking for Mentors and Sponsors
  13. 13. Sponsorship Brings Women… • Opportunities they might not be aware of without. • Recognition that could be given to someone else. • A voice when theirs is heard as a “whisper”. • Extra support for their ideas, initiatives and recommendations. • Credit when bias arises or they’re less known. • A helping hand when needed. • Advice and guidance similar to a mentor.
  14. 14. Sponsorship is about putting your name and reputation on the line for someone else. It could be as simple as recommending someone for a new role, yet it's one of the most powerful cultural tools any organization has. Lynne Doughtie
  15. 15. The Importance of Both • Its not a case of choosing, you should have both. • On average, men have 3-4 times more sponsors than women in the professional space. • Having both results in: • 43% better chance of promotions. • 36% increase in salary increases The Think Tank Center for Talent Innovation, 2013
  16. 16. Sponsors Choose People Like Themselves • Overall 71% of sponsors choose to sponsor individuals like themselves. • Center for Talent Innovation found that this was true of both gender and race. • In a male-dominated industry, most sponsors are going to be male. See the challenge? themselves/
  17. 17. How to Solve this? • Recommend that sponsors or employers with sponsorship programs match senior leaders with high potential employees from underrepresented backgrounds • Have clear goals and accountability to understand why people are underrepresented in the first place. • Male leaders should take the time to understand why recommendations to “lean in” doesn’t work for women and white leaders should learn about the challenges that people of color are facing in the workplace.
  18. 18. Why Women Step Back From Sponsors • They think its “cheating”. • Heavy scrutiny and loss of credit often drives women to attempt to do it all on their own, even when they need the support and assistance of sponsors. • Choose Their Own • Sponsors and mentors often choose people that remind them of themselves. Due to the heavy percentage that are male, this can also leave women without. • Awkward • Due to lacking female mentors and sponsors, it can also leave men and women fearful of reaching out and appearing susceptible to rumors or gossip.
  19. 19. How Men Can be Allies Support Support women when you know a problem exists. Get comfortable begin uncomfortable. Diffuse When inappropriate behavior occurs, help to diffuse it as peacefully as possible, (distractions, opportunity for the woman to remove herself from the situation, etc.) Be Aware Be aware of bias that seeps into conversations and openly discuss. Listen Listen to women and people of color. Respect Respect professional and personal space.
  20. 20. The Questions to Avoid When a Mentor or A Sponsor of Women • Why aren’t women promoted at the same rate as men? • Why aren’t more women on corporate boards? • Why aren’t more women heading up companies? • Why aren’t women paid as much as men for doing the same job? • Why are so few women in the C-suite? • Why aren’t more women in STEM jobs, where the real money is? These questions often lead to more scrutiny of women instead of how you can help the woman you’re mentoring overcome or succeed.
  21. 21. Understanding Guy Replies • Understand those that mean well vs. those that may not. • Focus on education over persecution • Choose a male ally to intervene* • Document if it escalates *
  22. 22. “Lift as We Rise” • Self-evaluate for bias- we all have them, women just as much as men. • Yes, women can be biased against other women. • Help support other women, even ones with older biases about “limited number of seats at the table” for women. • Take the time to compliment other women on professional or business accomplishments. We’re often less likely to do this due to how we “verbally network.”
  23. 23. Why More Should Consider Being A Sponsor • When opportunity knocks and you can’t answer the door, you know someone who can. • Since you don’t say “No” but instead say, “I don’t have the bandwidth, but I know who does!” you will be more likely to be approached in the future. • It’s a very two-way beneficial relationship. By sponsoring, it’s a more rewarding connection that just networking or mentoring.
  24. 24. Promise me you'll always remember: You're braver than you believe, and stronger than you seem, and smarter than you think. A.A. Milne
  25. 25. The Cost of Sponsorship • Ask the individual to consider taking up opportunities without too much thought put into it, (especially for women) • Details will work themselves out in the end. • Only consider top level priorities and how the opportunity corresponds with reaching overall goals. • Request the person being sponsored remember to become a sponsor themselves and learn to “life others as they rise.” • Give credit to sponsors and mentors, especially if they are women, people of color or other diversity.
  26. 26. How This is Self- Sustaining Women in Technology requires representation. • Representation is less in leadership and technology. • Increased mentoring and sponsorship, as shown in these slides, will result in more representation at higher levels. • If we “lift as we rise”, it will help sustain and grow women in technology. • By having more representation, there is less bias due to women in technology being the norm instead of the outlier.
  27. 27. In You’re Interested in Learning More: • Forget a Mentor, Find a Sponsor, Sylvia Ann Hewlett: • Women in Tech, Take Your Career to the Next Level, Tarah Wheeler: Inspiring-Stories/dp/1632171406/ • Let Them Finish, Stories from the Trenches, Various Authors: Finish/dp/1999431006 • Women in Tech and Gender Bias, Kellyn Pot’Vin-Gorman is available for pre-order and will be out June, 2019: Technology/dp/1484244141/ • The Diversity Advantage, Ruchika Tulshyan:
  28. 28. Discussion