You're Doing What? - Returning To A Technical Path Mid-Career
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The document discusses the challenges and opportunities for women in STEM careers, particularly focusing on mid-career technical women and the factors contributing to their attrition. It outlines the importance of mentorship, corporate programs, and skill development initiatives to support women's return to technical paths and emphasizes work-life balance strategies. The conclusion highlights the necessity of structured support, socializing career goals, and planning for skill development to foster successful career transitions.
You're Doing What? - Returning To A Technical Path Mid-Career
- 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 2
- 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 3
- 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 4 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 5 Xinlin WangXinlin WangXinlin WangXinlin Wang
- 6. Technical Women in IT IndustryTechnical Women in IT IndustryTechnical Women in IT IndustryTechnical Women in IT Industry 6
- 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 7 • 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 8
- 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 9
- 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 10 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 11 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 12
- 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) 13
- 14. Example: Career Planning Exercise 14
- 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) 15
- 16. Example: Education/Skills Planning ExerciseExample: Education/Skills Planning ExerciseExample: Education/Skills Planning ExerciseExample: Education/Skills Planning Exercise 16
- 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 17
- 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 18
- 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. 19
- 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 20
- 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 22
- 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: [email protected] (IL) •Kelly Malone: [email protected] (NY) •Xinlin Wang: [email protected] (CA) 23