This interactive workshop will be hosted by women who have decided to move back to a technical career path mid-career. It will discuss the number of women leaving IT, offer two 15 minute exercises on career and skills planning, and discuss the role of family, mentors and sponsors in successfully re-entering the technical career path.

1. “You’re Doing What?”“You’re Doing What?”“You’re Doing What?”“You’re Doing What?”
Returning To A Technical Path MidReturning To A Technical Path MidReturning To A Technical Path MidReturning To A Technical Path Mid----CareerCareerCareerCareer
Cynthia Gaddis, Kelly Malone, Xinlin Wang
SWE 2015

2. AgendaAgendaAgendaAgenda
Speaker Introduction
Factors Contributing to Women Leaving STEM careers
Fostering Growth of Technical Mid-Career Women
Career Planning Exercise
Skills Planning Exercise
Responsibilities of Mentees, Mentors, and Sponsors
Work / Life Integration
Conclusion
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3. Storage
Virtualization
Advisory
Specialist
Technical
specialist
supporting
Storage SW sales
IBM Sales & Dist.
IT Architect
Combine
industry
knowledge &
IBM
technologies to
solve problems
for Medical
imaging clients
Chicago, IL
Stay at Home
Mom
2 kids (2007 & 2009)
Solution
Architect
2001-2005 2005-2009 2009-2014 2014-2015
One email
started the 2nd
wave of my
career
Apply IBM Cloud
Computing
Reference
Architecture to
design solutions for
clients to leverage
Cloud technologies
Northwestern
Computer Sci.,
2000
Chicago, IL
IBM Sales & Dist.
Chicago, IL
CHQ, Pathways Pgm
Chicago, IL
Room mom for both kids
School message board
administrator
Fundraising team
Cynthia GaddisCynthia GaddisCynthia GaddisCynthia Gaddis
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4. nnovaon
Technical
Strategy
Enablement
Corporate
Technology
Evaluation
IBM Corporate
Technology
Team
Staff Member
Technology
Development
Process
Development and
Integration of
next generation
materials
IBM East Fishkill
IBM Mainframe
System
Development
Senior Engineer
Package test and
characterization
Bid & propose,
field support
Cloud Security
Competitive Analysis
Cloud SSO
Architecture
Cloud Security
Architecture for
Utilities
Senior Security
Engineer
IBM CHQ, Security
Systems Division
2007-20092001-2006 2009-2014 2014-2015
Senior
Engineering
Manager Design and build
security for cloud
Columbus State U.1995 Auburn U. ‘2000
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Kelly MaloneKelly MaloneKelly MaloneKelly Malone

5. Fundamental
Research
Screen new
technology
options
IBM Yorktown
Research Scientist
Technology
Development
Develop the high
performance
technology for
IBM systems
IBM East Fishkill
IBM Mainframe
system
development
IBM Poughkeepsie
Senior engineering
manager
Technical Project
Manger
Design the future
systems,
Implementation,
Design verification
product qualification
and field support.
CHQ Tech. Strategy
Speed POC
IBM Analytics
Intelligent Video
Analytics, Internet of
Things
Solution Architect
IBM CHQ, Research
2001-2006 2006-2011 2011-2014 2014-2015
Senior Engineering
Manager
Technical project
manager
Use and integrate
IBM best
technologies to
delivery the cloud
and business
analytics solutions to
our clients.
Tsinghua, EE 1998
Amherst ECE 2000
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Xinlin WangXinlin WangXinlin WangXinlin Wang

6. Technical Women in IT IndustryTechnical Women in IT IndustryTechnical Women in IT IndustryTechnical Women in IT Industry
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7. SOURCE: Harvard Business Review, May 2008
“The Athena Factor: Reversing the Brain Drain in Science, engineering and Technology
SOURCE: National Science Foundation, “Women, Minorities, and Persons with Disabilities
Top Factors Contributing to Women Leaving STEM CareersTop Factors Contributing to Women Leaving STEM CareersTop Factors Contributing to Women Leaving STEM CareersTop Factors Contributing to Women Leaving STEM Careers
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• In Engineering/High Tech. women
have higher attrition rates
• The attrition rate among women
spikes between 35 and 40

8. Lack of ConfidenceLack of ConfidenceLack of ConfidenceLack of Confidence –––– Contributes to Women Leaving STEMContributes to Women Leaving STEMContributes to Women Leaving STEMContributes to Women Leaving STEM
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9. Value of Technical Women at MidValue of Technical Women at MidValue of Technical Women at MidValue of Technical Women at Mid----CareerCareerCareerCareer
• Experience and maturity
• Recognition of being an expert
• Proven track record
• Professional identity
• Communication skills
• Management skills
• Diversity breeds diversity
• Gender diversity in the high-tech
workforce fuels problem solving
and innovation
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10. Current State of Fostering IT and STEM Skills for GirlsCurrent State of Fostering IT and STEM Skills for GirlsCurrent State of Fostering IT and STEM Skills for GirlsCurrent State of Fostering IT and STEM Skills for Girls
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SWE WOW! That's Engineering

11. Initiatives to Support Technical Women at MidInitiatives to Support Technical Women at MidInitiatives to Support Technical Women at MidInitiatives to Support Technical Women at Mid----careercareercareercareer
•Companies starting to apply lessons learned from STEM outreach
- Corporate technical development programs for mid-career women
•SWE + iRelaunch (announced Sept 11, 2015)
- STEM Re-entry Task Force
- Form solid pipeline of female returning to STEM professions
- Internship programs to ease transition to full time employment
- Founding members: Booz Allen Hamilton, Caterpillar Inc., Cummins Inc.,
General Motors Company, IBM, Intel Corporation and Johnson Controls.
•Corporate programs to identify & address unconscious gender bias
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SWE iRelaunch Annoucement

12. Prepare Yourself to Return to a Technical PathPrepare Yourself to Return to a Technical PathPrepare Yourself to Return to a Technical PathPrepare Yourself to Return to a Technical Path
• Search for programs within your company
- Technical leadership programs
- Internal certification programs
- Find a mentor (technical and executive level)
- Volunteer for special projects / serve on committees
• Societies for women in IT and STEM
- Networking opportunities
• Certification Programs
- College/university programs
- Industry associations
• Develop your social presence
• Hack-a-thons
- Solve problems creatively in any industry
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13. Career Planning ExerciseCareer Planning ExerciseCareer Planning ExerciseCareer Planning Exercise
• This exercise will take a total of 15 minutes
• Work in teams of 2 people (10 minutes)
• Handouts will be provided to help guide team discussion
- Description of current role and experience
- Industry trends
- What areas motivate or inspire you
• We’ll take 2-3 volunteers to share their results (5 minutes)
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14. Example: Career Planning Exercise
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15. Skills Planning ExerciseSkills Planning ExerciseSkills Planning ExerciseSkills Planning Exercise
• This exercise will take a total of 15 minutes
• Work in teams of 2 people (10 minutes)
• Handouts will be provided to help guide team discussion
- Assessment of current key skills
- Identify 2-3 areas of focus to build skills in new area
- Identify resources and methods to build skills identified above
• We’ll take 2-3 volunteers to share their results (5 minutes)
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16. Example: Education/Skills Planning ExerciseExample: Education/Skills Planning ExerciseExample: Education/Skills Planning ExerciseExample: Education/Skills Planning Exercise
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17. Responsibilities of Mentees, Mentors, and SponsorsResponsibilities of Mentees, Mentors, and SponsorsResponsibilities of Mentees, Mentors, and SponsorsResponsibilities of Mentees, Mentors, and Sponsors
• Mentee (protégé)should be proactive in advancing their careers
- Own and drive relationships with mentors and sponsors
- Know their strengths, and articulate their wins
- Understand that their career is a journey. Know where they want to go in
their career, and how to get there (or ask for advice)
- Focus on the success of their company
• Mentors (coach) offer guidance to mentees through formal or
informal relationships
- Career path guidance
- Technical guidance to help reinforce or deepen
- skills
- Sounding board to develop ideas
• Sponsors offer formal executive-level support of a mentee’s career
goals
- Through sponsored programs within a company
- Advocate for mentee for key positions
- Discusses mentee’s capabilities with peer executives
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18. Work Life BalanceWork Life BalanceWork Life BalanceWork Life Balance –––– Tips and HintsTips and HintsTips and HintsTips and Hints
• Take care of yourself
- Schedule workouts/time for yourself into your day
- If you don’t, the rest will not happen
• Balance your family’s needs
- Ask for flexibility in your work schedule
- Work from home if possible
- Go in early one morning so you can leave early
- Block out school/kids sport events in your calendar
• Parent teacher conference, school performances
• Sports games, recitals
- Travel in the evening if possible to see kids before your trip
• Ask for help
- Rethink clean, divide and conquer or hire help, share responsibilities with spouse
- Childcare considerations: daycare, after school babysitter, after school programs
• Fight the guilt
- You can’t do everything
- Something has to give
• Celebrate your success
- Schedule date nights with spouse or social outings with friends
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19. Conclusions and Best PracticesConclusions and Best PracticesConclusions and Best PracticesConclusions and Best Practices
• There are many reasons to change career paths
mid-career, and having the support of one’s family
and company through structured programs,
mentoring, and sponsorship is critical.
• Socialize your career goals and plans with your
mentors, and sponsors. Formally document your
plans in your annual business goals.
• Planning for job roles and education takes time.
Decide what excites you, identify where you excel,
and define methods to close any skill gaps that
need to be addressed.
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20. Day in the LifeDay in the LifeDay in the LifeDay in the Life –––– Lisa Seacat Deluca (Video)Lisa Seacat Deluca (Video)Lisa Seacat Deluca (Video)Lisa Seacat Deluca (Video)
• Software engineer, master inventor
• Wife, mother of 2 sets of twins
• Children’s book author
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21. Acknowledgement
We have taken efforts returning to technical path. However it
would not have been possible without the kind support and help of
many individuals. We would like to extend our sincere thanks to all
of them, especially to
Susan Puglia, Jennifer Howland and Lisa Gable.Susan Puglia, Jennifer Howland and Lisa Gable.Susan Puglia, Jennifer Howland and Lisa Gable.Susan Puglia, Jennifer Howland and Lisa Gable.

22. Q&A
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23. Resources and Contact InformationResources and Contact InformationResources and Contact InformationResources and Contact Information
• Resources:
•SWE: http://societyofwomenengineers.swe.org/learning
•National Career Development Association: http://www.ncda.org/aws/NCDA/pt/sp/resources
•The Confidence Code: The Science and Art of Self-Assurance---What Women Should Know , Katy Kay, Claire Shipman
•U.S. Dept. of Education Office of Career, Technical, and Adult Education:
http://www2.ed.gov/about/offices/list/ovae/pi/cte/index.html?exp=7
•Top IT Skills for 2015 (Business Review Europe) http://www.businessrevieweurope.eu/technology/380/Top-10-IT-Skills-in-Demand-
for-2015
•Hottest Tech Skills for 2015 (InfoWorld) http://www.infoworld.com/article/2866424/it-jobs/hottest-tech-skills-security-forensics-
java.html
•U.S. Dept. of Labor, Bureau of Labor Statistics: Overview of Wages in STEM http://www.bls.gov/opub/btn/volume-3/an-overview-
of-employment.htm
•IEEE Careers: http://www.ieee.org/education_careers/index.html
• Contact:
•Cynthia Gaddis: chgaddis@us.ibm.com (IL)
•Kelly Malone: kellymal@us.ibm.com (NY)
•Xinlin Wang: xinlinw@us.ibm.com (CA)
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