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Women in Leadership Succeeding Against the Odds
The document discusses the challenges and achievements of women in leadership roles, particularly within the U.S. government and defense sectors. It highlights statistics on women's representation in various positions and the impact of gender-specific challenges in the workplace. The author shares research findings, emphasizing the importance of support systems and authenticity for women to succeed in leadership roles.
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Women in Leadership Succeeding Against the Odds
- 1. Women in Leadership SucceedingAgainst the Odds Patrina M. Clark President, Pivotal Practices Consulting LLC | Career SES (retired) February 15, 2018
- 2. My Journey –High-Level Overview Internal Revenue Service 1986 – 2004 Veterans Affairs 1989 – 1990 Naval District Washington, Navy 2004 – 2006 Federal Election Commission 2006 – 2008 U.S. Government Accountability Office 2008 – 2011
- 3. • Women inthe Workplace • World War II • Civil Rights Act of 1964 • Women in Federal Senior Positions • Gender-Specific Challenges • Preliminary Findings from My Research • Beyond Surviving to Thriving • Closing Idea 3
- 4. 4 Women in the Workplace- WWII Source: American Women in World War II, History Channel, www.history.com Women in U.S. Aircraft Industry 1% 65% 1943 Pre-War
- 5. 5 Women in the Workplace– CRA 1964 Source: American Experiences versus American Expectations, U.S. Equal Employment Opportunity Commission, July 2015
- 6. 6 Women in the Workplace– 2017
- 7. 7 STEM Occupations Where NumberPercent Air Force 3,200 20.7% Army 7,708 27.0% OSD 2,699 43.1% Navy 7,579 23.2% Women in STEM 0 5000 10000 15000 20000 25000 30000 35000 Air Force Agriculture Army OSD Justice HHS DHS Navy Treasury VA STEM Positions by Gender for Certain Cabinet-Level Departments Women Men Women make up 33.6% of all Cabinet-level personnel in STEM occupations. Source: OPM FedScope as of September 30, 2017
- 8. 8 Senior Executive Service 0 100 200 300 400 500 600 700 AirForce Agriculture Army OSD Justice HHS DHS Navy Treasury VA SES Positions by Gender for Certain Cabinet-Level Departments Women Men Source: OPM FedScope as of September 30, 2017 Where Number Percent Air Force 42 23.7% Army 56 22.1% OSD 131 30.5% Navy 84 25.8% Women make up 33% of all Cabinet-level SES members. Women in the SES
- 9. 9 Women in DoD– 14s/15s 299 914 1418 13851300 2956 2452 4928 0 1000 2000 3000 4000 5000 6000 Air Force Army OSD Navy Grades 14/15 by Gender for Certain Cabinet-Level Departments Women Men Column1 Source: OPM FedScope as of September 30, 2017 Women make up 25.7% of all grades 14 and 15 in OSD and the DoD Components.
- 10. 10 Women in DoD– 13s 1355 3783 2852 35133639 9180 4164 9581 0 2000 4000 6000 8000 10000 12000 Air Force Army OSD Navy Grade 13 by Gender for Certain Cabinet-Level Departments Women Men Column1 Source: OPM FedScope as of September 30, 2017 Women make up 30.2% of all grades 13 in OSD and the DoD Components.
- 11. Double Standards Abound “Mymanager told me I needed to speak up in meetings, but then he told me I’d better tone it down.” “If a man had said what I said, he wouldn’t have been criticized for it.” “I asked for a raise, and they said I was being too aggressive.” Other confused women say to me, “But I don’t want to act like a man,” and I say back, “And you shouldn’t. That would be counter-productive.” 11Source: Managing Partner, Jennifer K. Crittenden
- 12. Study of FemaleLaw Enforcement Leaders • 16 diverse women in city, county, state and federal law enforcement • 4 themes - 13 preliminary findings 12
- 13. Theme 1: DifferentStandards Influence How Women Show Up in the Workplace • Personal and Professional Boundaries • Presumed Competence/ Incompetence • Diversity Initiatives (Promotions) • Role of Caregiver 13Source: Self-Efficacy of Female Law Enforcement Leaders, Patrina Clark, 2018
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- 18. Theme 2: Feminine InfluencesYield Balanced Outcomes • Leader Characteristics • Embracing the Feminine • Context Matters 18Source: Self-Efficacy of Female Law Enforcement Leaders, Patrina Clark, 2018
- 19. 19Source: Self-Efficacy ofFemale Law Enforcement Leaders, Patrina Clark, 2018
- 20. Theme 3: WomenWant the Support of Other Women 20Source: Self-Efficacy of Female Law Enforcement Leaders, Patrina Clark, 2018
- 21. Theme 4: ItTakes a Village • Family • Mentors • Sponsors and Supervisors • Peers • Subordinates 21Source: Self-Efficacy of Female Law Enforcement Leaders, Patrina Clark, 2018
- 22. • Be Competent •Own Your Attitude • Speak Up – Take a Seat at the Table – Bring Others • Say What You Mean and Mean What You Say • Find a Mentor/Sponsor • Create and Maintain a Support System • Be Authentic – Self-Aware - Balanced 22 Ideas for Thriving
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Editor's Notes
- #5 Between 1940 and 1945, the female percentage of the U.S. workforce increased from 27 percent to nearly 37 percent, and by 1945 nearly one out of every four married women worked outside the home. In addition to factory work and other home front jobs, some 350,000 women joined the Armed Services, serving at home and abroad. In May 1942, Congress instituted the Women’s Auxiliary Army Corps, later upgraded to the Women’s Army Corps, which had full military status. Its members, known as WACs, worked in more than 200 non-combatant jobs stateside and in every theater of the war. By 1945, there were more than 100,000 WACs and 6,000 female officers. In the Navy, members of Women Accepted for Volunteer Emergency Service (WAVES) held the same status as naval reservists and provided support stateside. The Coast Guard and Marine Corps soon followed suit, though in smaller numbers. One of the lesser-known roles women played in the war effort was provided by the Women’s Airforce Service Pilots, or WASPs. These women, each of whom had already obtained their pilot’s license prior to service, became the first women to fly American military aircraft. They ferried planes from factories to bases, transporting cargo and participating in simulation strafing and target missions, accumulating more than 60 million miles in flight distances and freeing thousands of male U.S. pilots for active duty in World War II. More than 1,000 WASPs served, and 38 of them lost their lives during the war. Considered civil service employees and without official military status, these fallen WASPs were granted no military honors or benefits, and it wasn’t until 1977 that the WASPs received full military status. On March 10, 2010, at a ceremony in the Capitol, the WASPS received the Congressional Gold Medal, one of the highest civilian honors. More than 200 former pilots attended the event, many wearing their World War II-era uniforms. While women worked in a variety of positions previously closed to them, the aviation industry saw the greatest increase in female workers. More than 310,000 women worked in the U.S. aircraft industry in 1943, representing 65 percent of the industry’s total workforce (compared to just 1 percent in the pre-war years). The munitions industry also heavily recruited women workers, as represented by the U.S. government’s “Rosie the Riveter” propaganda campaign. Based in small part on a real-life munitions worker, but primarily a fictitious character, the strong, bandanna-clad Rosie became one of the most successful recruitment tools in American history, and the most iconic image of working women during World War II.
- #6 Almost 54 years ago President Lyndon Johnson signed the Civil Rights Act on July 2, 1964. The legislation was arguably the most important of the 20th century. For the first time in the country’s history, employment discrimination on the basis of race, color, religion, sex, and national origin was outlawed. Though the bill’s main thrust was race discrimination, a ban on sex discrimination at work was added at the last minute, with some believing it was intended as a joke. The Civil Rights Acts created the Equal Employment Opportunity Commission, or EEOC, which opened its doors in 1965. Beginning in 1966, all employers with 100 or more employees (lower thresholds apply to federal contractors) have been required by law to file an Employer Information Report EEO-1 with EEOC. In fiscal year 2013, the most recent year for which data is available, approximately 70,000 employers filed reports indicating the composition of their workforce by sex, race/ethnicity, and major job categories. As part of the (EEOC) year-long 50th anniversary celebration, the agency released a report entitled American experiences versus American Expectations that illustrates the significant changes to the demographics of the American workforce since EEOC opened its doors in 1965. The report reveals several noteworthy trends concerning the experiences of women in the workforce for the period 1966 – 2013: Women saw increased participation rates in Executives,/Senior and First/Mid-level officials, as depicted in the chart on the left. Women also saw increased participation in Professional occupations over this same time period as reflected in the chart on the right. Despite overall increases in participation rates for women in Officials and Managers and Professionals occupations, barriers to entry may still exist. In 2013, women represented 53.2 percent of Professionals, while they made up only 38.6 percent of Officials and Managers. Data also suggests that women continue to experience occupational segregation in nontraditional jobs. In 2013, women composed 7.3 percent of all Craft Workers, while the participation rate for women in the Office and Clerical Worker category was considerably higher at 75.6 percent.
- #7 In a March 2017 blogpost celebrating Women’s History Month, the Department of Labor shared these noteworthy statistics about just how integral women are to today’s workforce: Women are Integral to Today’s Workforce There are 74.6 million women in the civilian labor force. Almost 47 percent of U.S. workers are women. More than 39 percent of women work in occupations where women make up at least three-quarters of the workforce. Women own close to 10 million businesses, accounting for $1.4 trillion in receipts. Female veterans tend to continue their service in the labor force: About 3 out of 10 serve their country as government workers. Trends in Women’s Employment Have Evolved over Time Women’s participation in the U.S. labor force has climbed since WWII: from 32.7 percent in 1948 to 56.8 percent in 2016. The proportion of women with college degrees in the labor force has almost quadrupled since 1970. More than 40 percent of women in the labor force had college degrees in 2016, compared with 11 percent in 1970. The range of occupations women workers hold has also expanded, with women making notable gains in professional and managerial occupations. In 2016, more than one in three lawyers was a woman compared to fewer than 1 in 10 in 1974. Despite these gains, women are still underrepresented in STEM occupations, with women’s share of computer workers actually declining since 1990. The unemployment rate for women is currently 4.8 percent, down from a peak of 9.0 percent in November 2010. (Source) Since 1920, the Women’s Bureau has been working to address the challenges and barriers unique to women in the labor force, and data plays an important role in helping us understand those challenges. Women continue to be “overwhelmingly employed in certain occupations that have been traditionally oriented toward women”. They make up 96.3% of dental assistants, for example, and 96% of secretaries. 91.2% of registered nurses are female (from Dr. Bernice).
- #23 Challenge Traditional Gender Roles Speak Up in Meetings Use Direct Communication Accept Credit for Your Work Examine Unconscious Bias Network Look for Explanations, Not Excuses Adapted from 7 Ways Women Can Thrive in a Male-Dominated Workplace, Amy Morin, retrieved online at www.forbes.com