The Imminent Reality of Gender and Work Locations Follows You Home

Does it matter where you work as long as your work gets done?

Yes - it matters. The data says so.

Dame Stephanie Shirley's recent TED Talk was both an inspiration and a kick in the rear for me. She founded a software company in the 1960s to provide opportunities for women with dependents. She recognized the challenges and opportunities - and then she built a solution.

After many years in business her company was subsequently valued at $3 billion USD and she created a significant number of millionaires to boot. She continues to contribute through philanthropy and other endeavors.

Her idea to employ women with dependents wasn't really ahead of it's time considering that mothers have always existed. It was however an outstanding solution for leveraging an untapped talent pool. Working from home has been and will continue to be a workforce option. 

Studies show that over 20% of working Americans are remote today and the number is expected to climb to 63% approaching 2018. Formulating strategies for handling remote work assignments for individuals and for handling remote workers for corporations appears to be an imminent necessity. 

Here comes a key question:

Question #1: Can the gender equation be balanced more quickly through working-from-home (WFH) opportunities?

As with most questions on gender equality this one has a complex answer. While 90% of women feel that working from home provides for a number of distinct advantages such as increased flexibility and increased productivity, they may also be reluctant to take advantage of remote work opportunities due to fear of being "out of sight" or being thought of as less committed than their work-long-hours-all-times-of-the-day-and-night co-workers (I was one of those!).

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...women who do choose those more flexible schedules are often punished

... companies tend to reward people who stay late and work long continuous hours, over those who chose the flexible schedule - even if those two employees are equally productive

 Smithsonian Magazine (Harvard Study) [i]

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This unnecessary punitive challenge helps to explain why fewer women than men take advantage of remote work opportunities as captured by the U.S. Census Bureau American Community Survey. One study shows an even wider gap between WFH women (23%) and men (36%). Yet the profile of a remote worker is quite similar for men and women. 

Source: U.S. Census Bureau American Community Survey

Going forward the choice of whether to work from home or in an office will become less of a choice as more opportunities are outsourced to at-home workers. Whether your work-life gets balanced will be up to you.

What does all of this mean for individual earning power? Well - that's a deeper question requiring in-depth examination of the types of opportunities that are being sent to the homestead. 

The work may be part-time or full-time, knowledge-based or activity-based, etc. Work requirements will help to determine pay differentials.

Of course there's the nagging reality that average pay is already unequal - at home or at the office. 

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The advantages of WFH are expansive and inclusive - for companies, for women who are mothers, for women who aren't mothers, for men, across generations, for families, and for the planet. There are few areas in life where almost everyone agrees that the benefits outweigh the costs. Working from home (or working remotely) is one of those areas. 

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...if Americans who hold work-at-home compatible jobs did so 50% of the time, U.S. companies could collectively increase their bottom lines by between $525 and $665 billion USD as a result of savings in real estate, absenteeism, turnover, and increased productivity

Global Workplace Analytics [ii]

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Anyone who works in an office knows that you often have to go home or get out of the office in order to get your work done. If you google "working from home" you'll instantly get ~900 million responses on the topic. Do the same for "studies on working from home" and you'll come up with ~800 million responses. Ask anyone if they'd like to work from home for at least part of the time and 90% of them will say yes.

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Source: Global Workplace Analytics

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In study after study, employee satisfaction, productivity, and retention increase when individuals are allowed to work from home at least part of the time. There are compelling stats across reams of studies covering everything from saving employers money to reducing the brain-drain from retiring boomers to expanding opportunities for the disabled to increasing individual empowerment and engagement.

Yet...

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75% of women in the 25-44 age range participate in the labor force compared to 90% of men

25% of women work part-time compared to 10% of men

Global Workplace Analytics [iii]

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The answer to the Question #1 appears to be "well-maybe?"

If more women enter the workforce approaching 90% or more of the female labor force OR if more women take on full-time remote work OR if women are simply not penalized for working remotely OR if more women get paid the same as men THEN WFH opportunities may help to move the dial towards the gender balanced position.


Work location challenges aren't just here at home. The impact is felt in other places around the world. According to Fiona Cannon, Head of Diversity and Inclusion for Lloyd's Banking Group in the UK achieving their 2020 objective of 40% women in senior leadership roles is doable yet is hampered by traditional working models.

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...one of the biggest obstacles is the traditional working model on which most organisations are based: Nine to five, five days a week. Start work at 16, retire at 60. Commute into offices in the town centre. Follow a linear career path. This model no longer reflects the lives we are living...

Forbes Magazine [iv]

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Are you overwhelmed with all of the data about where we work, when we work, how we work, and what will happen in the near future about work locations? I certainly am. I prefer Ricardo Semler's unconventional approach.


Think ahead - if you haven't already! Plug in some numbers with this gender-neutral HP Telework Tool to estimate how much you could save yourself and your employer. Dame Shirley had it right way back in the 1960s as one of the first companies willing to offer flexible work arrangements to an untapped female talent pool.

Question #2 - Can you use the info provided in this post to prepare yourself for WFH opportunities?

Answer - YES! 

Thanks for reading my article. Keep climbing and share your insights by commenting, liking, or sharing.

Are There "Good 'Ole Girl" Clubs For Professional Women?

For women it's "what you know" versus "who you know"...

The opposite is true for men. No - that's not an April fool's joke.

Building social networks is easier than ever these days given all of the technologies and platforms that we have available. However, cracking the code of strong, responsive, and timeless support systems is tough. Always has been - especially for women. 

Just ask the "good ole' boys"...

Building social capital is not as simple as connecting via social profiles, liking pages, or going out of your way to help others at work, at home, or in your community. Strategy and persistent effort are required. This is the art of networking and it causes problems for professional women. 


That's not too surprising - or is it?

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A new study suggests that career advancement for women isn't dependent on social connections in the way it is for men.

Instead, professional success for women is dependent on "documentable and measurable competence" or basically, a proven track record

Vivian Giang, Fast Company [i]

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The new study completed by INSEAD evaluated the impact of connections (social capital) and performance (human capital) on career outcomes for men and women on Wall Street. Even though women in the study were slightly more connected through Ivy League institutions (quantity), men were rewarded more often through their connections (quality).

Source: INSEAD Gender and Connections Among Wall Street Analysts

I've aligned the gender dichotomy with quantity versus quality for the sake of simplicity, but there are many other significant factors at work. The bottom line in the research and in practice is that women and men are virtually always weighted differently even if we start out on equal footing. This scenario repeats itself across our life span.

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Question #1: Can "good 'ole girl" clubs for professional women help to counteract inherent gender imbalances?

We've all heard about cigar-filled back rooms, closed board rooms, or secret societies that identify and protect chosen ones who are selected to help advance a groups' position. These types of groups may exist, but the results that they bring into the world can be sketchy. 

Perhaps this kind of covert protection is required in order to break the gender gridlock that's been in play for generations. Though I'm not a "by any means necessary" women's advocate, I believe that unconventional methods like frequent and widespread Board Room Bootcamps may be needed in order to rebalance the equation.

This brings to mind another question...

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Question #2: What can professional women do differently to change social capital dynamics going forward?

Here are three solutions:

• Step 1 - Test your connections
• Step 2 - Develop a social capital reallocation strategy
• Step 3 - Get LinkedIn!

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Step 1 - Test Your Connections

According to Forbes, if you have fewer than 25 people that you can call on who can help you get results at any given time then your network is too small - or you're not engaged frequently enough. 

How do you test your connections? Ask yourself these questions:

• How many people can you call on for genuine assistance when you're interested in a business or job opportunity?

• Who can you call on and what kind of power or influence do they have when you need to make direct contact with influencers or decision-makers?

• When was the last time you attended a high-powered networking event that included politicians, educators, community leaders, business leaders, colleagues, or peers from various industries?

• What is your network churn rate or how frequently do members of your network move on? 

The good news is that social networks and connections are renewable resources. Expect that there will be churn and develop a plan to counteract it. Sociologists have found that the 'seven year itch' applies to social networks as well as friendships. 

In a survey of over 1000 men and women between 18 and 65, the size of the social network remained fairly stable after seven years, but the contents of the network changed. Only 30% of the original participants were still around no matter how close they had been in previous years.

Nurture your relationships and connections if you value them.

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Step 2 - Develop a Social Capital Reallocation Strategy

We have to be prudent about where we spend our valuable resources such as our time, our talent, and our treasures (heard that before?!). It's important to have a well-defined strategy for building, investing in, and maintaining social capital in light of what we know about how women are impacted in professional settings.

A few years ago I read a McKinsey study about resource reallocation which examined 1600 companies over 15 years. Results showed companies that adopted annual resource reallocation strategies reaped on average 30% to 40% greater shareholder returns than companies that didn't. 

For some reason the study came to mind when I was examining this topic. I suppose it might have something to do with making the most of our limited resources - time, talent, and treasure. The approach and terminology from the study fit well so I leveraged them in the "Social Capital Reallocation Strategy" summary below.

At least once per year commit to focused clean-up to seed, nurture, prune, and harvest your way to greater social capital and stronger networks that will serve you well into the future. The value of your social capital can be measured by how many prompt responses or effective results you get when you call or place a demand on your network.

As you optimize your network pay special attention to sponsor-protege relationships as the most important social capital connections to make and maintain. These are reciprocal relationships that will benefit both parties all the way to the top of your climb. Remember to give - don't just take!

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Step 3 - Get LinkedIn!

In my quest to find out more about "good 'ole girl" clubs - the kind that I mentioned above - I've been on the prowl for a method to test and rank the strength of various networks and organizations. There are so many women's networks available that it can be challenging to sort through the details. As the World's Largest Professional Network, LinkedIn is a great place to start. 

There are a few insights in the diagram to show why professional women should spend more than the average 17 minutes on LinkedIn building social capital:

Source: DMR - Digital Marketing

I recently became a board member for the 10-year-old non-profit group Empowering Women as Leaders (EWL). The group's passion and focus is providing scholarships, networking, and mentoring for non-traditional college women. The opportunity came to me through one of my LinkedIn connections. I've witnessed the power of EWL in action as STAR Scholarship recipients past and present have talked about the difference the organization has made in their lives. You can find them here on LinkedIn. Is this a plug? Sure is.

There are many other organizations like Million Women Mentors and WomenPartner.org that I could profile here, but I'll rely on your feedback in the comments section to shout out about strong "good 'ole' girl" clubs that really go the distance with professional women. Now that we understand it's "what we know" that elevates us, we can work to close gaps on "who we know" for a full-circle competitive advantage.

How do you build social capital and how has it helped you with your career climb?

Comment, like, or share your insights - and make all of us stronger.

The Oracle's Wisdom and Leadership for The Ages

"In the beginning...", said The Oracle

Last week I took Bill Gates advice and read Warren Buffett's 50th annual letter. Before I read it I reflected on other corporate letters that I had injested in the past which contained oft repeated tales of business cycles with promises of innovation, customer focus, superior performance, and future growth only to show something different in practice.

This letter was different. 

The candid, sharp, and humorous wisdom coming from the pages of Warren Buffett's "best annual letter ever" rightly earned Gates' high praise. Unlike the time many years ago when I attempted to read The Intelligent Investor in order to learn investment strategies directly from Buffett's mentor, I made it through the letter multiple times as if rereading a favorite novel.

As I read the letter I thought about what I might be like when I turn 84 - or 91 in the case of Charlie Munger. What would my legacy be and how would I secure it? My thoughts quickly morphed into a rapid stream of questions and queries about the impact of gender inequality and it's long-term effects on women's wealth and power. I wondered: 

Could Warren Buffett's wealth and power have been gained by a woman?

Of course this is a rhetorical question, but the context and sentiment are real. Based on what we know the answer to this question is 'yes' in theory and 'no' in practice - at least not yet. The artificial, historical, and persistent roadblocks that have stood in the way are moving - or are being moved - by changing times, through diligent effort, and with rapidly accelerating technological innovations.

As more women step forward to take the reigns of wealth and power, odds are increasing that there will be a female "Warren Buffett" at some point in the future - though the jump will be a long one. According to Forbes, Buffett's net worth as a self-made billionaire is $72.3 billion USD. The world's richest woman is Christy Walton whose inherited net worth is $41.7 billion USD (58% of Buffett's net worth).

Source: Wealth-X and UBS Billionaire Census 2014

NOTE: Making a distinction between inherited and self-made billions makes me slightly uncomfortable as there is an implication that inherited wealth may not be as productive as self-made wealth. Wealth at this level is an accomplishment that few will ever achieve no matter the source.

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As I continued reading and thinking about the future that my daughter will inherit, I knew that I would take the time to review several of Buffett's annual letters with her as she prepares to take the reigns of her own life. 

Like never before the trajectories of wealth, business, and poverty can be altered in unexpected ways by women. The field of dreams is being reconstructed by technology and the knowledge economy so that the gates, ceilings, doors, and portals are wide open for all who want to play.

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The World's Richest Women

The richest women in the world mostly inherited their wealth. However, the ceiling has been shattered by 17% of female billionaires including Elizabeth Holmes, a Millenial who at 31 is the youngest female self-made billionaire ever with a net worth of $4.5 billion USD. 

Each of these women have obtained immense wealth and power to be leveraged to build even more wealth and power throughout the ages - and so the story goes.

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...I believe the chance of any event causing Berkshire to experience financial problems is essentially zero. We will always be prepared for the thousand-year flood; in fact, if it occurs we will be selling life jackets to the unprepared...

Warren Buffett's Annual Letter 2015 [p.34]

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Wealth is wherever one finds it, but the largest share of billionaires have made their fortunes in finance, banking, and investments. According to Wealth-X, the year 2020 will witness a double-digit increase in the billionaire population due to rapid technology innovations and cutting-edge ideas. Currently technology magnates make up only 4% of the world's richest people.

Source: Wealth-X and UBS Billionaire Census 2014

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Women, Investing, and Poverty

Women are the top earners of college degrees. Women continue to build businesses in record numbers. Women run their households either as the 'head of household' or as the CFO in a partnership. Women out live men. 

So what's up with women when it comes to investing - another of those nagging questions?

It's one thing to break through gender barriers of corporate leadership, but it's yet another to capture and keep the wealth that's earned after having done so. All of this the hard won advantages point to a need for sound financial education and strategies. Research shows that women are apprehensive when it comes to investing.

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You can’t get rich trading a hundred-dollar bill for eight tens (even if your advisor has handed you an expensive “fairness” opinion endorsing that swap)

Warren Buffett's Annual Letter 2015 [p.28]

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Here's what can happen later in life without keeping your mind on your money:

Source: National Women's Law Center

Nope - I'm not a financial advisor (far from it). I'm a mother who is looking out for the well-being of my daughter. I'm teaching her about asset allocation, saving versus investing, entrepreneurship, leadership, management, and business relationships. For her last birthday she received several of Robert Kiyosaki's books along with her first business building kit. 

Periodically I require her to play 'Cash Flow' or 'JA Success Park' on her iPad and sometimes we play together. I'm quite passionate about these topics for her and for me. I don't know where all of this will take her, but I'm certain that if she doesn't have this type of education she will struggle unnecessarily. Junior Achievement is next on the list along with a continuation in STEM engagements. 

She will have on her life jacket when the thousand-year flood comes.

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The Oracle's Wisdom

There are huge gaps between gaining massive wealth on the level of Warren Buffett and poverty. Effective strategies can help to close those gaps over time. Elizabeth Holmes is off to a great start.

From building a strong corporate structure and culture to selecting and empowering the right kind of leaders to sticking with what works, The Oracle's Wisdom is leadership for the ages. Though it was hard to narrow down the list for this post, here are a few of my favorite notes from Buffett's 50th annual letter:

[1] Forget what you know about buying fair businesses at wonderful prices; instead, buy wonderful businesses at fair prices

[2] It’s hard to teach a new dog old tricks

[3] It is entirely predictable that people will occasionally panic, but not at all predictable when this will happen

[4] It is madness to risk losing what you need in pursuing what you simply desire

[5] Character is crucial

[6] My successor will need one other particular strength: the ability to fight off the ABCs of business decay, which are arrogance, bureaucracy and complacency

[7] An incoming CEO should be relatively young, so that he or she can have a long run in the job

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Thanks for reading my latest article. Now for the fun part - what have you learned from reading Warren Buffett's 50th annual letter? Comment, like, or share.

How To Prevent "Double Jeopardy" From Jeopardizing Your Success

Double-jeopardy is attached and it's not the legal kind...

Several weeks ago I read a great LinkedIn article by Marianne Cooper that highlighted findings on gender bias in STEM fields. The focus of the article was a report published by Tools for Change in STEM which confirmed that gender bias does in fact exist in STEM fields. 

While I'm grateful that the study was performed and that Marianne brought additional visibility to the topic, I thought to myself - why do I need a study to validate what I already know to be true? 

Then I read (and reread) many of the details.

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The current body of social psychological work on gender bias has focused almost exclusively on the experiences of White women...

Double-Jeopardy? Gender Bias Against Women in Science (pg. 4)

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When I read that statement, I was glued to the report for the duration. I had to know more about what women of all types were revealing. For certain my personal and professional experiences would mirror those expressed by 60 scientists almost verbatim regardless of race or color, right? Almost - the report at once confirmed my experiences and enlightened me about how difficult this topic can be to examine.

Please Note!

The study's findings warrant a detailed examination by all professional women who are either just beginning their careers or who are well-underway - along with their leaders. While the study focuses on STEM careers, these same types of challenges are experienced in other professions as well. 

Because of reports like this one, today's career women have new opportunities to prepare effectively before they have to do battle as STEM leaders. It's a battlefield out there and that fact shouldn't be understated. Everyone should know what they're facing - and then do it anyway.

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You have to be okay with being ostrasized in every way

Double-Jeopardy? Gender Bias Against Women in Science (pg. 48)

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Though there are many efforts in progress to improve professional workplaces, there's a need for everyone in leadership to roll up their (our) sleeves and do whatever they (we) can to help resolve these challenges post haste.

As was so eloquently stated by Alibaba's CEO Jack Ma, "...one of the secrets of our success is that we have a lot of women." Many leaders and reports continue to point out that success in the 21st century requires more women actively engaged everywhere - especially in STEM. 

The 21st century keeps calling. Are we going to answer for gender equality in STEM or are we sending the call to voice mail? I predict that we will continue to answer the call.


Double-Jeopardy Bias Patterns Defined

Four STEM field bias patterns were examined (plus a short mention of sexual harassment) against the back drop of previous and current research. Bias categories include:

• [1] Prove-It-Again
• [2] The Tightrope
• [3] The Maternal Wall
• [4] Tug of War
• [5] Sexual Harrassment (mentioned)

[1] Prove-It-Again refers to the persistent need to reinforce one's competence and capabilities even though both have already been consistently demonstrated.

[2] The Tightrope is that space between exhibiting caretaker behavior on the one hand and standing up for one's self on the other.

[3] The Maternal Wall occurs when a woman's commitment to her job responsibilities is questioned after motherhood even if she keeps up with her duties while managing her family.

[4] Tug of War highlights that both women and men show bias against women in male dominated fields and situations.

[5] Sexual Harrassment (mentioned) as legally defined simply must not be tolerated. Period.

So what is double-jeopardy in the STEM context?

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Definition of STEM double-jeopardy:

Risk or disadvantage incurred from two sources simultaneously as in race and gender or race and age or gender and age

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Resolution? Metrics-Driven Bias Interruptors

Recommendations in the report include the implementation of Metrics-Driven Bias Interruptors (see pg. 49 of the report) along with best-practices in recruitment, hiring, promotions, and tenure activities. These are sound ways to move forward in any organization or company, but can often take a while for results to show. After you review the report, encourage your teams and leaders to do the same in order to leverage its insights to build bridges towards the future.

While there is still much more to be done everywhere, the U.S. is currently positioned at 20 of 142 countries benchmarked according to the Global Gender Gap Index with a score of 0.746. Index categories include:

• [1] Economic Participation and Opportunity
• [2] Educational Attainment
• [3] Health and Survival
• [4] Political Empowerment

Source: Global Gender Gap Report 2014 (pg. 364)

Okay - now that we have reports, numbers, perspectives, and context - what's next? We use the insights to build bridges towards successful outcomes.

I started out in male-dominated fields because I was interested in male-dominated subjects and no one stopped me - at least not for long. As a child I loved to play with bugs and mud pies in the back yard or I would examine squishy things in creek beds close to our home. Dad would often say to me "act like a lady" if I was climbing a tree or doing something else that was considered boyish. That's exactly what I was doing. I was acting like a STEM lady by exploring the world around me. 

I was curious about the inner workings of things so whenever I got a chance I would probe. I haven't stopped probing since and I never will. One has to be firm in their commitment to make a difference in STEM - or in any area of their choosing. 

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We must have perseverance and above all confidence in ourselves 

We must believe that we are gifted for something and that this thing must be attained

Marie Curie, First Woman to Win Nobel Prize (Only 2-Time Winner)

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How To Prevent Double-Jeopardy from Jeopardizing Your Success

If you're considering a role in a STEM field or are already in one, you're doing your part so here are some ways to prevent double-jeopardy from jeopardizing your success.

• [1] Prove-It-Again and Again - Do what you love and love what you do! There's a tremendous price to pay for shying away from an area because others don't want you there. If your passion and talents lead you to a specific field - scientific or otherwise, go there with all due haste. #YOLO (you only live once)! Surround yourself with a positive team of influencers, sponsors, mentors, coaches, and supporters who will help you to navigate. Don't go it alone! Make your success in STEM a team effort.

• [2] Walk the Tightrope Backwards and in High Heels - Nurture strong positive attributes such as assertiveness, confidence, kindness, and ambition daily. Focus on your career trajectory and on being a positive influence on and with others. "Square off" when necessary if someone is being beligerant or deliberately jerkish to you. Otherwise play nice in the STEM sand box, but don't allow others to walk on you.

• [3] Build Bridges Across The Maternal Wall - Becoming a mother doesn't guarantee you a sideline seat unless that's what you want. Evaluate your circumstances and make the best choices for you, for your child(ren), and for your family. If the company where you work doesn't support you having or raising valuable human beings, then find a new company! Better yet, build a new one.

• [4] Get On The Right Side of The Tug of War Rope - Working with women (or men) can be frought with challenges if there are feelings of insecurity in the mix. When it comes to gender strength, team up with professional women to build strong "pink links" and expand your network based on your strategic plan. Don't have a strategic plan? Build one. Know your game and play it well. Let others play their own game.

• [5] Don't Tolerate Sexual Harrassment - Period. End of story. Document, report, and move on if the issues aren't resolved right away in any environment where you find yourself. It may be a financial or professional inconvenience, but what price can you put on your self-worth or on your physical well-being? Remember your career will be over some day, but you will still be you.

Alrighty then - it's time to move forward. Lace 'em up and get ready for the climb! It won't be easy, but then nothing worthwhile ever is.

I appreciate you taking the time to read my article. If you would like to read more, just click on this link. Leave your relevant comments in the section below and let's keep the dialog going.

Under STEMulated

Technology is neutral.

 

 

It doesn't care who or where you are. If you have viable Internet access via any type of device, then you can participate in this brave new world. Yet there is a strange and persistent gap among males and females in STEM fields. Never mind that males and females use technology at the same rates - the creative thinkers, researchers, engineers, developers, builders, and owners of this brave new world are mostly male.

As a concerned STEM professional and mother of a young daughter, I went digging for details earlier this year and captured what I learned in an infographic - Women in Technology - The Pipeline Challenge.

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There are two equalizers in life - the Internet and education

John Chambers, Cisco CEO

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There are three main choke points where STEMulation is being impacted for:

• (1) School Girls
• (2) College Women
• (3) Professional Women

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The Pipeline Challenge

• (1) School Girls - Research shows that School Girls often pick up negative queues from their mothers about STEM topics - especially math - as early as four years old. They then enter school where a lack of confidence begins to get reinforced as teachers call on boys more often than girls. Some teachers may also express their own weakness about STEM topics - especially math. It's usually around puberty when girls turn off to the idea of becoming a technology nerd or geek due to peer pressure.

• (2) College Women - College Women often come to campus with built-in baggage from early childhood, schools, and social environments. By the time they choose a major, less than 5% show an early interest in STEM programs. The others may have sworn off those programs as too hard or too nerdy. They may have also observed their mothers' career choices and results. Though over 50% of all college graduates are female, fewer than 25% of STEM degrees will be awarded to College Women.

• (3) Professional Women - Professional Women are faced with yet another layer of challenges as they step into the workforce. While women deliver a majority of the working hours, they hold onto a small percentage of senior leadership roles. The STEM pipeline challenge is even more dire as the number of female leadership candidates in STEM companies is miniscule. One female entrepreneur cited that the journey to the C-Suite can take 30 years! Many ambitious, brilliant Professional Women in STEM fields will retire or leave long before the traditional C-Suite becomes a "possibility" for them.

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Let's talk about solutions...

There are so many more insights to share and you're probably thinking - what can I do to help? Here's what you can do right now with very little effort:

• (1) School Girls - If you have doubts about your strength in science, technology, engineering, or math - DO NOT share those feelings with School Girls! Whether you're the parent or not, know that they are listening!!! Let them know that anything is possible if they put their minds to it. Also help to connect them with strong 'Near Peers' who can provide positive STEMulation.

• (2) College Women - Encourage College Women to find and participate in STEMulating activities around campus. These activities may include something as simple as helping to set up STEM exhibits or connecting with campus 'nerds' during open events. Push them outside of their comfort zones (whatever they may be!) and help them to build new interests in STEM. Show them how by doing it yourself. Emphasize that 'nerds' rule the world!

• (3) Professional Women - Standard advice is to team up with professional mentors or sponsors. This is sound advice and always will be. Add in a Life Coach as well. Determine what you need to get from the relationships and evaluate what you're willing to give before you begin the screening process. Remember that it's not all about you! Mentors, sponsors, and coaches may need reciprocal support as well. Also, find ways to share or incorporate your skills into multi-disciplinary STEMulating activities in professional associations and community organizations.

 

Projections from U.S. Department of Education

 

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STEM Resources

 

STEM professionals and parents with daughters have an important role to play and undoubtedly are hard at work on solutions. There are countless programs and support systems available. Yet it's difficult to know which ones hold the most promise. If you're stuck, here are three programs per category to get you STEMulated:

• (1) School Girls - i2Camp, Space Center Houston, Junior Achievement
• (2) College Women - T-STEM, STEM-ED, Best STEM Colleges for Women
• (3) Professional Women - STEMConnector, WIT, NAPW

While every woman and girl (man or boy) will not develop an interest in pursuing a STEM degree, there is a great need for everyone to understand the impact of STEM on their lives and livelihoods - and how their contributions fit into the STEM landscape...

 

So let's get STEMulated!

What do you think can or should be done about Women in Technology - The Pipeline Challenge?