Josesherylsandberg

Leaningin,butGettingPushedBack(andOut))NadyaA.
Fouad,Ph.
DUniversityofWisconsin-MilwaukeeAgendaStatusofwomenengineersnationally"Stemmingthetide"–Rationale–KeyfindingsDifferencesbetweenwomenengineerswhostayandleaveBestpracticesfromthestudySummaryandrecommendationsWomeninEngineering:NationalInvestment–Concernaboutunderrepresentationfor3decades–ManyeffortsatUndergraduate,thenK-12levelstoaddressSTEMEducation–$3.
4billioninfederalfundsforSTEMEducationinFY2010–31%forunderrepresentedminorities,13millionforwomenexplicitlyWomeninEngineering:NationalProfile–Womencomprisedmorethan20%ofengineeringschoolgraduatesforpasttwodecades(18%in2012).
–11%ofpracticingengineersarewomen–Variesbydisciplinearea–EEandElectronicsEngineeringthelowest(9%),–Chemicalthehighest(22%)(Biomedmajorsarehighest-50%)"holdourselvesbackinwaysbothbigandsmall,bylackingself-confidence,bynotraisingourhands,andbypullingbackwhenweshouldbeleaningin.
Weinternalizethenegativemessageswegetthroughoutourlives—themessagesthatsayit'swrongtobeoutspoken,aggressive,morepowerfulthanmen.
"―SherylSandberg,LeanIn:Women,Work,andtheWilltoLeadWomeninEngineering:CurrentStatusEngineeringprofessionhasthehighestturnovercomparedtootherskilledprofessions:accounting,law,medicine,andhighereducation.
ReturnonInvestment(ROI)onSTEMcareersisnotoptimallyrealizedLossofwomenengineers=losstoorganizations,losstosociety,losstotheU.
S.
'scompetitiveedge,losstoindividualWomen=DispensableTalent"Thestockmarketwouldnotallowthewasteofcapitalinthewaywetoleratethewasteoffemaletalentandability.
"-LordMyners,inhiskeynotespeechattheReportoftheGender&ProductivitySummit,11DowningStreet,October2004ProjectonWomenEngineers'Retention(POWER):StudySiteandMethod3-year,NSF-fundedlongitudinalstudyFormallypartneredwithtop30universitieswiththehighestnumberofwomenengineeringgraduates(listfromASEE,2008).
ReachedouttofemaleengineeringalumnaethroughemailandpostcardsWomenfromanadditional200collegesparticipatedinthesurveyafterhearingofthisstudythroughcolleaguesStudySiteandMethodAsofAugust2012,over5,700womenrespondedtothesurvey;(Responserate~31%)(5303useableresponses)Engineeringalumnaetargetedacrossdifferentlifeandcareerstages(graduatesspannedoversixdecades:1947-2010)ThousandsofwomenaddedcommentsattheendofsurveyWho'sanengineerWomenaskedtoself-identifywhethertheywerecurrentlyworkinginengineeringPartnerSchoolsCaliforniaPolytechnicStateUniversity,SLOSouthernIllinoisUniversityCaliforniaStatePolytechnicUniversity,PomonaStanfordUniversityCaliforniaStateUniversity,NorthridgeUniversityofCalifornia,SanDiegoCornellUniversityUniversityofFloridaGeorgiaInstituteofTechnologyUniversityofIllinoisIowaStateUniversityUniversityofMarylandMarquetteUniversityUniversityofMichiganMichiganStateUniversityUniversityofMissouri-KansasCityMassachusettsInstituteofTechnologyUniversityofNewMexicoNorthCarolinaStateUniversityUniversityofTexas,ElPasoOhioStateUniversityUniversityofWashingtonPennStateUniversityUniversityofWisconsin-MadisonPurdueUniversityUniversityofWisconsin-MilwaukeeRutgersUniversityUniversityofWisconsin-PlattevilleSanJoseStateUniversityVirginiaTechParticipants:FourGroups,WomenWhoNeverEnteredtheField(N=556)11%WomenWhoLeftOver5yearsago(N=1125)21%WomenWhoLeftLessthan5yearsago(N=298)6%WomenCurrentlyWorkinginEngineering(N=3,324)62%Non-PersistersPersistersThreemostcitedmajors:IndustrialEngineering,ChemicalEngineering,andMechanicalEngineeringSomeneverenteredthefield:WhyDidn'tTheyEnterFamilycare8%Retired0%Volunteer0%Other10%Currentlyworkinginnon-engineeringindustry81%40%Executive23%Management37%IndividualcontributorsNotinterestedinengineering(24%)Wantedtostarttheirownbusiness(18%)Didn'tliketheengineeringculture(17%)Plannedtogointoanotherfield(15%)Lowsalary(7%)WhereAreTheyNowIntheirownwords…"AtthetimeIgraduatednoonewashiringexceptforthecomputerconsultingcompaniesthatalsopaidverywellcomparedtoengineeringandvaluedourproblem-solvingskills.
BythetimeIworked…for5years,Ihadsurpassedmyfather'ssalarywhohadworkedinengineeringforover40years.
"–CaucasianAerospaceEngineeringGraduate"Iinterviewedwithacompanywheretherewerenowomen,nominoritiesandoneintheyoungadultagegroup"–AfricanAmericanChemicalEngineeringGraduate"Myfirst-classengineeringeducationallowedmetopursueextraordinaryopportunitiesasastrategyconsultant.
"–Caucasian/LatinaChemicalEngineeringGraduatePathsforthosewholeftmorethanfiveyearsago:WhyDidTheyLeaveFamilycare22%Retired4%Volunteer2%Other4%68%CurrentlyworkingTofulfillcare-givingresponsibilities(17%).
Notofferedopportunitiesforadvancement(12%).
Lostinterestinengineering(12%)WhereAreTheyNow55%Executive15%Management30%IndividualcontributorsIntheirownwords…"Toadvance,itseemsasthoughyoumustbewillingandabletowork50+hours/weekandoftenbeon-call24/7.
"–CaucasianChemicalEngineeringGraduate"Thereisn'tastrongnetworkoffemalesinengineering.
Youeitherneedtolearntobe"oneoftheguys"orblazethetrailyourself,whichisverydifficult.
Ideviatedfromengineering.
.
.
butworknowinconstruction,whereIamtheonlyfemaleexecutiveofficer.
"–CaucasianAgriculturalEngineeringGraduate"[Thereis]noopportunityforadvancementinamale-dominatedfield—thecultureofengineeringismale-centricwithhighexpectationsfortravelandlittlepersonaltime.
"–CaucasianChemicalEngineeringGraduateWomenwholeftlessthan5yearsagoPathstakenbywomenwhoworkedinengineeringfieldsandthenleftlessthanfiveyearsago:smallestof4groupsTwo-thirdsleftpursuebetteropportunitiesinotherfieldsandorganizationsAthirdlefttostayhomewiththechildren(becausecompaniesweren'tflexibleenoughtoaccommodatework-lifeconcerns)Currently:–54%inExecutiveroles,22%inProjectManagementand/orManagementroles,24%inIndividualContributorrolesAveragecompensation:$51,000-$100,000Intheirownwords…"Womenleaveengineeringduetoalackofjobsatisfaction,lackofreliablefemalerolemodels,inflexibleworkschedules,workplacediscrimination,whitemid-westernmensyndrome,andglassceilingissues.
"–LatinaCivilEngineeringGraduate"Mostofmanagementisamale-dominatedculture(maleconversationtopics,longhours,demandinglifestyle,career-focusedexpectations).
…Womenusuallychoosetoleavewithoutfightingtheuphillbattletomakeimprovements.
Itisaself-sustainingcycle!
"–Asian-AmericanOperationsResearchandEngineeringGraduate"…whatultimatelyledmetoB-schoolandanon-engineeringjobwasthelackofaviablecareerpath(i.
e.
advancement)withintheengineeringorganizationswhereIworked.
Inadditiontothat,mostengineeringorganizationshavepromotion/leadershipfunnelsthatarevery,verynarrow.
"–African-AmericanMechanicalEngineeringGraduateCurrentEngineersOnaverageworked43.
5hrs/week,tenureatorganization-8years,andreportedearningsalariesrangingfrom$76,000to$125,000.
Abouthalfofthemwere"individualcontributors,"one-thirdwereinprojectmanagementpositions,15%wereinexecutiveroles.
Forthoseinmanagementpositions,amajorityofengineerssupervisedbetween1to5individuals.
Mostworkedingroupsthatwerepredominantlymalewithasmallernumber(18%)reportingworkingingenderbalancedgroups.
WhyDoWomenStayinEngineeringTheyaresatisfiedwiththeirjobsandcareersTheyhavesupportivebossesandco-workersTheirorganizations"getit"-howdotheyshowit–Theyrecognizewomen'scontributionsandcareabouttheirwell-being–Theyinvestintheirtraining&professionaldevelopment–Theyprovideclear,transparentpathsforadvancement–Theyhavesupportivework-lifepoliciesandaworkculturethatsupportswork-lifebalanceforallAreCurrentWomenEngineersaFlightRiskYes,theyare.
Andhere'swhy:Womenwhothoughtaboutleavingtheirorganizationsexperienced:–excessiveworkloadwithoutenoughresources,conflictingworkdemands,andunclearexpectationsaboutworkgoalsandstandards–acareerplateauwithfewadvancementopportunities–lowsatisfactionwiththeirjobsandcareers–avarietyofclimaterelatedbarriersWorkplaceClimatethatHindersPersistence:Undermining&IncivilityatWorkUnderminingbehaviorstargetedatwomenbytheirmanagersandco-workers:–Beingbelittled,insulted,talkedaboutbehindtheirback–BeingpulledbackwhentryingtosucceedatworkWorkingincompanieswherewomenaretreatedinacondescending,patronizingmannerbyseniormanagersandco-workersWorkplaceClimatethatHindersPersistence:NoSupportforManagingMultipleLifeRolesCompaniesthatdidnotofferflexiblework-lifepoliciesCompanieswithpoorwork-lifeculturesstressed:–Face-time;–Takingworkhomeonweekendsandevenings;–Workingmorethan50+hours/weektogetahead;–RegularlyputtingworkbeforefamilyCompaniesneedboth-supportiveclimateandwork-lifepolicies-toattractandretainemployeesDoPersistersandNon-PersistersDifferRandomsampleof250persisterscomparedto264nonpersistersPersisters:–82%White,9%Asian,4%Latinaand2%AfricanAmerican,–67%married/partnered,–Meanage36–Medianearningof$75,000-$99,000NonpersistersNonPersisters:–79%White,8%Asian,3%Latinaand3%AfricanAmerican,–65%married/partnered,–Meanage35–Medianearningof$75,000-$99,000MANOVAs:5typesofdifferences1.
Selfefficacy/OutcomeExpectations2.
VocationalInterests3.
OrganizationalBarriers4.
OrganizationalBarriers5.
EngineeringTurnovercognitionsandattitudesResultsNodifferencesinself-efficacy,outcomeexpectations,interestsorbarriersSignificantMANOVAfororganizationalsupportWilks'λ=.
958,F(7,503)=3.
175,p=.
003,partialη2=.
042.
–Work-familymanagersupportandtraininganddevelopmentResultsSignificantMANOVAforwithdrawalcognitions:Wilks'λ=.
754,F(3,510)=55.
36,p<.
001,partialη2=.
246.
EngineeringTurnoverIntentions,ProfessionalCommitmentandProfessionalSatisfactionAreThereDifferencesbyIndustryNoreporteddifferencesbyindustryintermsofperceptionsofsupportiveandnon-supportiveworkenvironments.
Key*(SIC)industriesexaminedwere:–Aerospace(N=340)–Transportation&utilities(N=253)–Construction(N=174)–Computerservices/software(N=140)–Biotech(N=100)–Excluded:Education,Consulting,andGovt.
*Selectedonthebasisofsamplesizeover100.
LeaningInButGettingPushedBack(andOut)WhatPushesWomenEngineersBackfromSuccess–role-relatedpressures–hostileclimate–jobdissatisfaction–inadequatetraininganddevelopmentopportunities,and–lackofadvancementopportunities.
Womenengineersarenotbeingpushedoutbylackofself-confidence.
Nodifferencesinwomenengineers'self-confidenceregardlessofwhethertheystayedorleft.
Racematters:womenofcolorreportedlesssupportiveworkenvironments.
WhatCanOrganizationsDotoRetainWomenEngineersStep1:RecognizetheproblemRecognizethat--–thisisnotawoman'sissue–itisnotaboutwomenwantingtospendtimewiththeirchildrenortakingtimeforcare-giving–thereasonswhywomenstayareverysimilartowhytheyleave--AdvancementopportunitiesClimateissuesHowtoRetainWomenEngineersStep2:Changestartsfromthetop,butleadersallthewaydowntothefront-linesupervisormustmodelthechange.
Createaculturethat--–haszero-toleranceforincivilityandundermining–recognizesemployees'contributionsandcaresabouttheirwell-being–respectsemployees'work-lifeobligationsandresponsibilitiesHowtoRetainWomenEngineersStep3:Implementsystem-widechanges;reinforcethechangewithmetricsandaccountabilityCreatesystemsandpoliciesthat--–Investinskills-basedtrainingandoverallprofessionaldevelopment–Providetransparentpathswithclear,faircriteriaformobilityandadvancement–Provideopportunitiesforformalandinformalmentoring;othernetworkingopportunities–Offeravarietyofoptionstomanagemultipleliferesponsibilities,withoutanycareerpenaltiesHowtoRetainWomenEngineersStep4:Implementrole-levelchangesCommunicateclearworkgoalsandrelevanceoftaskstothecorporateobjectivesClarifywhatneedstobedone,how,andwhenitneedstobedoneEliminate,whenpossible,conflictingdemands,expectations,androledisruptionsInfusenewresourcesorreallocateexistingonestostreamlineworkproceduresSummaryandFinalThoughtsAllevidencepointstoonefact:Women'sdeparturefromengineeringisnota"woman'sissue"afterall.
Climateissuesandlackofadvancementopportunitieslieattheheartofwomenoptingoutand/ornotleaningin.
Ourresultsalsoshowthatwomenengineerswhocontemplateleavingtheirorganizationsalsothinkaboutleavingtheprofession:attritionfromorganization=attritionfromprofession"Today,despiteallofthegainswehavemade,neithermennorwomenhaverealchoice.
Untilwomenhavesupportiveemployersandcolleaguesaswellaspartnerswhosharefamilyresponsibilities,theydon'thaverealchoice.
Anduntilmenarefullyrespectedforcontributinginsidethehome,theydon'thaverealchoiceeither.
"―SherylSandberg,LeanIn:Women,Work,andtheWilltoLeadNextSteps.
.
.
Currently2ndphaseoflongitudinalStudyforWomenFundingfromNSFfor2studies:–RecruitMaleAlumnifrompartneruniversities–Recruitworkingengineers(MaleandFemale)tostudyengagement:WhydoengineersstayintheirorganizationsandthefieldQuestionsnadya@uwm.
edu