Tag Archive for: women in STEM

Op-Ed: Leading Toward Disruption – A Call to Action for Women In STEM

Danielle Arnone

There has never been a time in my career when I have been more optimistic about the future for women in leadership and women in STEM.

I have been inspired through all of the chaos of the last year to work toward a new kind of change leadership where uncertainty is the norm and reinvention becomes the goal.

The intense turmoil of 2020 – the pandemic, social unrest, economic instability and devastating natural disasters – has exposed the fragility and insecurity of old paradigms of leadership.

Leadership that is rooted in preservation ignites fear. The fear of change that persists in organizations is the same fear that perpetuates gender bias because it means that we have to do things differently.

As women, STEM professionals and change leaders, we are uniquely positioned to shift the equilibrium from fear toward sustained progress.

 

We are a triple threat.

Now is the time for us to seize the momentum as champions for equity, catalysts for purpose driven innovation and architects of permanent changes for good.

We must expose the invisible barriers that have weakened companies and communities and leave the rules of the past behind.

While there are more women in STEM than ever before, recruiting more women into STEM careers is not enough. Developing and galvanizing a pipeline of women that can lead into disruption is our greatest opportunity.

In a 2019 research study developed and conducted by RTI International commissioned by L’Oréal USA and the Heising-Simons Foundation, 90% of respondents agree that in the past decade, women’s opportunities for career advancement in science have improved along with gender composition and 66% agree that women’s representation in leadership positions in scientific fields has improved.

While there is a sense of progress emerging, the gender gap in STEM continues to grow especially in leadership roles.

 

My journey upon reflection

Reflecting on my own leadership journey, I was not always optimistic about the future – especially my own. I experienced set backs, rejection and a lot of disappointment.

For many years, I emphasized competence and performance as a way to advance. I took on more stretch assignments to increase my visibility. I ignored the signs that my dissenting voice was unwelcome and my naïveté got the better of me. I was exhausted, frustrated and ready to throw in the towel. I falsely assumed that change in organizations is rational. And, I battled whether or not I needed to change myself or my expectations to be successful.

Overtime, I began to realize that competence is a trap, certainty is a fallacy and being a critic is really hard.

I started to educate myself and concluded that I wasn’t alone and that the discrimination I experienced was not personal but systemic and far reaching.

According to a study conducted by the American Association of University Women (AAUW) commissioned by the National Science Foundation, women believe they need to be exceptional to advance in STEM.

As STEM is considered “masculine”, women are seen as either competent or likable but not both. When a woman displays competence, she pays the price in pay equity, rewards and advancement. And this double bind has a significant impact on retention among the most talented and highest potential women in particular. An Oxford Academic Journal studying retention concluded that women with advanced degrees are 165% more likely to leave STEM.

I too was on my way to becoming another statistic but I reversed the trend and actually I’m proud to say that I am a statistic – but the good kind. In 2018, Harvard Business Review published a study from the Center for Talent Innovation which found that one in five women in STEM achieve success regardless of how supportive or hostile their working environment is.

One of the key differentiators highlighted in the research is speaking up. However, 82% of women in STEM say when they do speak up, their contributions are ignored.

It is no wonder, many of us eventually retreat. According to the Oxford study, after about 12 years, 50% of women who originally worked in STEM leave, compared to only 20% of professional women.

There have been many times that I have been afraid to speak up to avoid discomfort, retaliation and embarrassment.

I became aware that I could take a stand, get overlooked, keep going and be afraid all at the same time.

I convinced myself that I could breakthrough by taking the biggest risk of all – being myself.

This journey of leadership is how I got to today – ready to embrace the unknown, finding the way forward between old and new and reimagining what comes next.

Standing up for change is a courageous decision – especially when it requires change from within.

I envision a future where courage is rewarded and change resistance is no longer tolerable.

Women leaders in STEM are the trifecta of audacity, empathy and diversity needed to unleash a new reality that is grounded in equality.

We are the change.

 

Danielle Maurici-Arnone is the Chief Information Officer at Reckitt Benkiser (RB), a global Consumer Products company, where she leads the technology function for the North America Health and Nutrition businesses and sits on the Global Council for Diversity and Inclusion. 

Danielle has served in global technology leadership roles for more than 20 years. She has founded and led SaaS based start ups in digital marketing and retail. 

She has a rare combination of skills and experience delivering enterprise digital technology transformations as well as designing and scaling emerging technology solutions. 

Danielle graduated Magna Cum Laude with a BA from Rutgers University. She received her Masters in Public Policy and was a graduate fellow at the Eagleton Institute of Politics at Rutgers. She holds a Masters in Information Systems from the Stevens Institute of Technology.

She serves on the Governing Body of Gartner’s CIOs Forum, is a board member of the Foundation Committee for the NJ Society of Information Management, is board member and Scholarship Committee chair for the Academy of Finance. 

Danielle passionate about the advancement of women in STEM careers, technology and business leadership

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7 Reasons why a Career in Technology is Great For Women

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women in technology
The IT industry is made up of many sectors, with data privacy and protection being one of these.

Experts indicate that the data protection industry has grown by more than 450% in 2017 alone and is expected to increase into 2020. With the potential for the number of jobs in the area to skyrocket, it is a good opportunity for women to look for jobs in cybersecurity. It remains a male-dominated sector, much like the other sectors of IT and unfortunately, statistics suggest that women aren’t selecting computer science majors.

Here are seven reasons why opportunity is now.

1. There’s a Tremendous Worker Shortage

As organizations of all sizes become increasingly aware of how important privacy and cybersecurity are, they are looking for qualified professionals to take on responsible positions. Unfortunately, they often find a lack of candidates, even when offering excellent pay and great benefits.

Estimates suggest that more than 200,000 cybersecurity jobs were never filled in 2015. The Bureau of Labor Statistics also says that job postings in this sector are up a staggering 74 percent in the past five years. If you’re looking for a career path with good employment opportunities, then cybersecurity is the place for you.

Despite massive growth in the sector the general consensus is that the security sector job market will explode in 2020+. One of the fastest growing areas of that will be MSS (managed security solutions). These are automated solutions that look for system vulnerabilities in small businesses or corporate entities. As the education gap closes some expert expect cyber to become a mandatory insured category for most companies.

2. Incredible Mentors Are Everywhere

The women who entered the cybersecurity field in the early days are undoubted pioneers and trailblazers. Many of them are incredibly successful and willing to help young professionals who are interested in a similar career path. In fact, the industry is known for its supportive professionals who especially want to see other women succeed. This means that you can easily get the guidance and advice you need as you develop a career.

3. You Don’t Have to be a “Geek”

Are you worried that a job in cybersecurity will require you to understand endless reams of technical jargon? Maybe you feel intimidated by all of the technology that you’ll encounter. The reality is that if you can operate a computer, then you are likely capable of learning the skills that you’ll need to work in cybersecurity.

Additionally, technical skills aren’t all that you need in the industry. Professionals considering these jobs need critical thinking skills and should be adept at written and verbal communication. Certain positions may require negotiation or making presentations. Depending upon the precise position, you may find that only a small amount of your time is occupied by the “technical” stuff.

4. Diverse Perspectives Are Good for Business

Many organizations are seeking to hire female IT workers because they have realized a fundamental truth. When a variety of viewpoints and perspectives are considered, better decisions tend to be made. Employers are relying on diverse workforces more than ever before to help give them a leg up on the competition.

A varied workforce is especially helpful in cybersecurity because the profiles of hackers and cybercriminals are similarly diverse. Organizations need workers who think and reason in different ways in order to keep them ahead of potential threats.

5. The Pay and Benefits Can Be Excellent

More and more women are becoming the primary breadwinners in their households. Other women are seeking careers with better pay in two-income households so that they can provide a better life for their family. Whatever the specific reasons, one of the arguments for women entering the cybersecurity field is that the pay generally is incredibly competitive. This is especially true considering the gap between open positions and qualified workers. If you decide to go into cybersecurity, you’ll probably get an attractive raise and an enviable package of benefits.

6. It’s a Chance to Genuinely Help People

Working in cybersecurity isn’t just about looking for vulnerabilities in computer systems or trying to find new ways to foil hackers. At their core, these jobs are really about protecting the private information of thousands or even millions of individuals. When a hack or breach does occur, then the cybersecurity professional goes into a different mode, that of tracking down the bad actor. It’s a bit like a being a detective, figuring out who did the crime and how. Cybersecurity professionals have a definite opportunity to protect people from harm and to right some of the wrongs in the world.

7. It’s a Challenging Field that Constantly Evolves

Do you want to go to work and do the same old thing day after day? Some women just don’t find that appealing. For them, the fast-paced excitement and diversity of cybersecurity may be the ideal challenge.

People who already work in this field frequently talk about how much they love their jobs. They don’t always know what they’ll be doing on a day-to-day basis because unexpected events are always popping up. This keeps them on their toes and keeps their minds sharp. Moreover, technology and security are always evolving, so keeping up with education is a must in this field. If you like to constantly challenge yourself with new information, then a career in cybersecurity may be the perfect decision for you.

Employers are looking for IT professionals right now. Maybe you don’t have the specific education or experience that they are looking for at the present moment, but your abilities to work hard and learn are in your favor. A few classes may be all that you need to start yourself in the right direction toward a career in cybersecurity. With your basic skill set in place, you’ll be positioned to take on a challenging job that pays well and offers great employment security.

Author Bio: Laura Harvsey

I am a senior staff information officer and has practical experience in building community-oriented data platforms. I focus on sharing technology content with those working in innovation networks

Theglasshammer does not endorse views of guest contributors.

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Women and STEM: Why We Need to Reclaim Our Belonging

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women in technologyBy Aimee Hansen

We are increasingly conveying a new message to our daughters and nieces when it comes to girls’ and women’s place in STEM (science, technology, engineering, mathematics): You belong.

“Ada Twist, Scientist” by Andrea Beaty held the top spot on the NYT best sellers among children’s picture books for four weeks as of October 16th (still in the top 10), joining Beaty’s “Rosie Revere, Engineer,” on the list for 76 weeks now.

In August, “Ada’s Ideas: The Story of the Ada Lovelace, the World’s First Computer Programmer” by Fiona Robinson was released. More of the books we give to our children to read are saying, STEM “is for girls” – and not only that, but they are exploring themes like passion, perseverance, and the value of failure.

Ada matters, and so does recognizing all the forgotten or overshadowed women in STEM, because it’s not that women are just entering these fields now, thank you very much. It’s that girls and women are being desperately courted back into them.

A Broken STEM Narrative

In an episode entitled, “When Women Stopped Coding,” NPR noted that women were a pioneering, rising presence in computer science until a stark turning point in 1984: when computers came into homes and the cultural narrative began glorifying them as toys for the boys.

From that year, the rising cultural narrative pushed girls out at home while talented women dropped out of tech in schools. In 1984, women represented 37% of computer science majors and despite the rising demand, today it’s 18%.

This was not the first time capable women were written out of the STEM story, just a recent one. The tired narrative that women don’t belong in STEM replays through the industry stereotypes and cultural dynamics that keep women away, throw an extra hurdle in their path, or drive them out.

Every time a new study (2016) shows that “woman” is still perceived by both men (even more so) and women to be incompatible with “successful scientist” (or programmer, or engineer, or executive, or leader), it’s proof that a limited narrative is still being internalized by our culture.

This “STEM is for men” narrative is dangerous, because it’s also written women right out of a rising proportion of high-reward, high-in-demand jobs. Bad for women, yes. And crippling for the U.S. economy.

Talent Shortage and Competitive Lag

A new report from Accenture entitled “Cracking the Gender Code: Get 3x More Women In Computing” calls the current lack of women a “national crisis with severe implications for America’s place in the global economy and for the future of women.”

Consider that women take home half of computing degrees in Malaysia and nearly half of engineering degrees in Indonesia. In the USA, women receive just 18% of computer science undergraduate degrees and 19% of engineering degrees.

The Accenture report states that job growth within the computer industry is growing at three times the national average, creating unmet demand. In 2015, there were over half a million open computing jobs in the U.S., but only 40,000 computer science graduates.

By 2018, it’s estimated that 2.4 million STEM jobs will be unfilled. The report points out that the shortfall of analysts in the U.S. is greater than the surplus of analysts in India and China combined. Increasingly these jobs are newly emerging jobs that haven’t existed before, requiring new specialized skills.

The glaring reality is that STEM needs women if the U.S. economy hopes to retain any leadership in digital innovation.

Women Sidelined Within Economy

An AAUW report states that engineering and computing represent 80% of the jobs in STEM, offering the highest return on investment and best job prospects.
Studies have shown that STEM jobs pay women better relatively to other jobs.

But women are least represented in engineering (13% of jobs) and computer science (26%), and the Accenture analysis showed that the gender pay gap within U.S. computing roles widened by 48% between 2011 and 2015, as women are missing out on the high-value roles.

Bringing women back into computer science isn’t just about progress in STEM. It’s about “bringing women back to the center of our economy.”

Encouraging Girls and Young Women In Tech

The Accenture report recommends a three-stage strategy to “more than triple the number of women working in computing in the U.S. to 3.9 million by 2025”, or 39% of the workforce. This would generate nearly $300 billion in additional cumulative earnings for women.

“The keys to improvement include: sparking the interest of girls in junior high school, sustaining their commitment in high school where early gains are often lost,” states the report, “and inspiring college undergraduates by reframing computer curriculums.”

Equal exposure is not enough, but actually re-tailoring educational programs towards girls, young women, and women – at all levels. Interventions at the college level would only result in 1.9 million in computing in 2025 (1.2 million now).

The first-ever technology and engineering literacy test in 2014 found that eighth grade girls (45%) were more proficient at engineering and technology related tasks than boys (42%).

A few years later, those same young women are less likely to take the related AP exams (only 20% of computer science exam takers) and less likely in their first college year to intend to major in these fields.

Accenture states that 69% of the potential growth in the computer pipeline is down to attracting girls at junior high age, as 74% of women in computing now were exposed in junior high.

This demands exposing girls to coding in more attractive ways (eg gaming), changing stereotypes, and increasing awareness of all parties (teachers, parents) about how computing can help change the world for the better.

Multiple initiatives here and globally are dedicated to recruiting girls and women into STEM- such as Million Women Mentors, the WISE campaign which seeks to bring one million women into STEM in the UK, and Girls Who Code.

At the high school level is when interest in computer science drops. The report recommends redesigning high school courses, creating grassroots campaigns around the difference STEM can make, and attracting more women teachers.

Supporting Women In Tech

At the college level, we’ve witnessed that strong, focused efforts can result in dramatic changes.

In 2016, Dartmouth graduated more female (54%) than male engineers, a first for a national research university. The program features more collaboration, a supportive network with diverse role models, and a “hands-on, project-based” approach, which exposes students to engineering who may not have chosen it.

In 2016, Harvey Mudd graduated a majority of women in computer science (54%) and physics (52%) for the first time ever, having already graduated a majority in engineering two years ago. Importantly, 64% of the 2016 computer science graduates who had accepted a full-time job had a position in the tech industry, compared to 30% in 2011. Only ten years ago, women were only 10% of computer science majors.

Under President Maria Klawe since 2006, Harvey Mudd has famously made three key changes that removed obstacles for women, such as reworking introductory courses to attract women and integrating research opportunities, and it only took a few years to quadruple CS majors and less than a decade to arrive to the landmark classes of 2014 and 2016.

At Harvey Mudd in 2017, six of the school’s seven department chairs and 38% of its professors will be women.

Biasing Recruitment towards Women

It’s not surprising that a slew of diversity apps designed to help to mitigate bias in hiring and promotion have been rising out of Silicon Valley, in many cases led by women who have faced bias in action in the tech industry.

These ideas help reduce the biases that keep women and minorities out of tech roles. But after such acute exclusion with such growing demand, it will take more than eliminating bias against women to address the massive talent gaps. It will take educational strategies that lean in towards girls and women.

Representation, visibility, and mentorship of women in these fields remains paramount. It starts to rewrite the broken cultural narrative and reminds both girls and women that we do belong – from our children’s books to our leadership.

Being visible is arguably the most influential thing an engineer, scientist, programmer, mathematician, and executive in any of these fields can do to encourage change.

Because it’s not just that girls and women belong. It’s that they are needed.

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Changing Industry Stereotypes Can Increase Women in STEM

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People waiting for an interviewDo we really have to paint a picture to make the serious under-representation of women in science, technology, engineering, and mathematical (STEM) fields any clearer? YES, decided the faculty at New Jersey Institute of Technology, who have released the infograph, “Are Stereotypes Keeping Women Away from Science?”

Paint a picture it does. A quick glance reveals that women are represented half as much in STEM professions (25%) as they are in the workforce, while rarer yet in engineering and computer and mathematical sciences. From associates to doctorate, women are much less likely to convert their (relatively fewer) STEM degrees into a career in the field, where they’ll net unequal pay and less recognition. In fact, women are twice as likely to end up working in the lower-paying fields of education or healthcare with their STEM degree. Underneath this are the unconscious bias against female applicants and early ingraining of gender stereotypes.

Despite the frustrating gender dynamics at play for women in the STEM field, the biggest reason for the gender gap is too few are. Two recent studies recommend to get more women into the STEM door, widen the entrance: address narrow stereotypes about the field.

Gender, Science, and the “Brilliance” Factor

Recent research published in Science by Leslie and Cimpian found that in academia women are underrepresented in fields across science and humanities that value innate brilliance and morerepresented in those that value hard work and dedication.

Why? Because our culture still implicitly links raw, innate talent/genius/inborn ability/brilliance with men and not women.

As the Washington Post put it, “The difference between Sherlock Holmes and Hermione Granger may help explain why women don’t thrive as much as men in some fields of academia. One is brilliant by nature and the other has to work her butt off, and they represent the pervasive gender stereotypes of our age.“

Across 1,800 academics from 30 different disciplines, academia participants rated the importance of having “an innate gift or talent” or “a special aptitude that just can’t be taught” to succeed in their field versus the value of “motivation and sustained effort.” The study found the implicit emphasis put on brilliance as a success criteria predicted under-representation of women far better than other tested hypotheses. The findings extended to African-American representation, too.

The researchers clarified there’s no convincing evidence that men and women differ in capacity for brilliance, and the study can’t validate it’s actual importance in the field. “The argument is about the culture of the field,” Cimpian said. “In our current cultural climate, where women are stereotypically seen as less likely to possess these special intellectual gifts, emphasizing that those gifts are required for success is going to have a differential effect on men and women.”

Researcher Leslie shared, “Consider for example how difficult it is to think of even a single pop-culture portrayal of a woman who like Sherlock Holmes (& others)…displays that special spark of innate, unschooled genius.”

Field-specific success beliefs conspire with long-held gender stereotypes. “Any group that’s stereotyped to lack a trait that a field values is going to be underrepresented in that field,” Cimpian said.

While the gender stereotype around brilliance may be infuriating, the researchers recommend it’s the stereotype around the discipline that can easily change: downplay the importance of innate brilliance and reflect all excellence requires hard work.

“These findings suggest that academics who wish to increase the diversity of their fields should pay particular attention to the messages they send about what’s required for success,” said Leslie.

Culture Stereotypes & Computer Science

Dove-tailing the recommendation, a new research paper from Cheryan, Master, and Meltzoff asserts that to open the gates to computer science and engineering wider for women, diversify the gatekeeper stereotypes about the culture of these fields.

The article reports, “Computer science and engineering are stereotyped in modern American culture as male-oriented fields that involve social isolation, an intense focus on machinery, and inborn brilliance. These stereotypes are compatible with qualities that are typically more valued in men than women in American culture. As a result, when computer science and engineering stereotypes are salient, girls report less interest in these fields than their male peers.”

The authors acknowledge that many social constraints keep women from engineering and computer science. But they found that diversifying the way these fields are represented – the kind of people, the nature of the work, and values of the field – changes young women’s sense of interest and belonging in the field.

With no direct experience of the field, stereotypes and media representations are often what students have to go on, and they are tight and narrow. Picture a white, geeky, tech-focused, socially awkward but intellectually brilliant, pale-skinned guy with glasses who sleeps and eats science and works on his own. The researchers say cultural stereotypes like this “are perceived as incompatible with qualities that are valued in women, such as being feminine, people-oriented, and modest about one’s abilities.” Women don’t feel they belong to the culture.

The researchers argue that diversifying and broadening the stereotypes (rather than getting rid of them as they also positively draw people) attracts more women to computer science and engineering by enabling them to identify more with the fields, without deflecting male interest.

One opportunity to widen image is in media, which strongly impacts upon stereotypes. In one study women who read articles that computer science was breaking away from stereotypes were more interested in the field than those who read an article confirming them, whereas men’s interest was not affected.

A second opportunity to widen image is in more diverse exposure to the people in the field. In a previous study, Cheryan found that women’s interest was positively influenced when they interviewed a computer scientist who had non-stereotypical appearance (plain t-shirt) and preferences (eg enjoys socializing), regardless of their gender. In fact, the experience increased women’s sense they could succeed in the field compared to women who interviewed with the stereotype. Men’s sense they could succeed was not affected.

The researchers noted, “When the people in computer science depict themselves in a manner consistent with the stereotypes, it can convey to other students that one must fit the stereotypes to be successful in these fields.”

A third opportunity to widen image is around workenvironments, which reflect dominant cultural values. The researchers previously found that young women who were exposed to a room with non-stereotypical objects (nature posters vs. Star Trek, water bottles vs. soda cans, neutral books vs. science fiction books) were far more likely to express interest in pursuing computer science than those that visited a stereotypical room. This represents a sense of “ambient” belonging.

The researchers point out that while these sciences remain male-dominated cultures in which women do face obstacles, “A broader image that shows many different types of people and working environments in computer science and engineering actually represents a more realistic portrayal.” Diversifying representation of computer science helped increased female enrolment in certain universities.

Going beyond narrow cultural stereotypes in STEM widens the door to girls and women. And as more women dare to enter it, the culture will likely, if slowly, evolve too.

By Aimee Hansen

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How Companies are Helping Women Find STEM Careers

Business dealEarlier this month, Intel launched their first diversity initiative, pledging $300 million to achieve a fully diverse workforce by 2020. CEO Brian Krzanich claims this is just the beginning—during his keynote speech at the Consumer Electronics Show in Las Vegas, he said, “It’s time to step up and do more. It’s not good enough to say we value diversity.”

This move is by no means unprecedented, as major companies and schools across the country have risen to the occasion amid reports of a distinctly male-dominated tech industry.

In December, MIT announced a new, women-focused workshop titled, “Make Your Own Wearables” designed to introduce female high school students to the possibilities of the tech industry. Kristen Railey, a mechanical engineer who brought the idea to MIT said, “My goals for the workshop were to spark girls’ interest in engineering through the trendy topic of wearables and to equip them with hands-on engineering skills before college.”

Common sense tells us that if women have access to engineering and STEM careers and gain experience working in the field, more women will find an interest in tech and move on to pursue STEM related majors. However, according to a recent study, that’s only half the battle.

Researchers surveyed 1,800 scientists and graduate students from 30 different scientific disciplines, including philosophy, neuroscience, anthropology, and engineering, asking participants to rate their level of agreement with statements like, “If you want to succeed in [discipline], hard work alone just won’t cut it; you need to have an innate gift or talent.”

Unfortunately, they found that disciplines that rated themselves higher in raw talent tended to employ fewer women. Sarah-Jane Leslie, a professor of cognitive psychology at Princeton University and co-author of the study believes social bias plays a large part in the findings. “Pervasive cultural associations link men but not women with raw intellectual brilliance. Women’s accomplishments are seen as grounded in long hours poring over books, rather than in some kind of raw brilliance.”

This raises an important question: how do we begin to alter the cultural stereotypes, help women be more confident in their natural talents, and pursue meaningful careers in STEM?

Last month, three female computer scientists at MIT took to Reddit to answer questions on everything from technical programming to what it’s like to be a woman in the industry. They used the platform to inspire users to pursue a STEM career by telling anecdotes and giving advice to current students.

When one user asked if the three women were treated differently than their male counterparts, Jean, a programming language design and software verification researcher, summarized the results of the study with her own experience.

“Yes. Especially when I was younger, I noticed that people did not expect me to know very much. While some of my male friends could walk into a room and have people listen to their technical ideas by default, I had to do some amount of proving myself. Now that I have more credentials it’s become easier because rather than having to do this whole song-and-dance to demonstrate my technical credibility, I can say what I’ve done in the past. This can be exhausting–and certainly made me doubt myself more when I was younger.”

As more women enter the field through initiatives similar to Intel’s and MIT’s, these experiences will become less common. It seems the answer to the question of altering workplace stereotypes is the same determination of employers and colleges to hire and educate more women in STEM that has resulted in the creation of the initiatives themselves.

Companies and universities are now realizing the need for workplace diversity, and across both major changes are being implemented. Southern Illinois University’s Society of Women Engineers is preparing to host its third annual “Introduce a Girl to Engineering Day” in February, where girls from grades 5-8 are invited to attend a daylong event that offers exposure to the engineering field.

In addition, ASU recently made the news for its club, “Women in Science and Engineering,” whose members are dedicated a mission to “guide, gather and advance” anyone they meet. Mariah Patton, president of the club, says she “was looking for a nice, supportive community of young women. I was really looking to find a niche where I could connect with other women who had similar goals and a similar mindset.”

While Intel may be the highest-profile company to spend a significant amount of money on workplace diversity, it certainly won’t be the last. Expect to read more headlines like this as the collective effort of our educational system’s effort to bring more women into STEM begins to take effect. Until then, you can help make a difference by supporting foundations like Million Women Mentors or the American Association of University Women, which provide scholarships and fellowships to help young women begin their STEM careers.

Guest Contributed by Matthew McCallister, a content specialist at CareerGlider

Guest advice and opinions are not necessarily those of theglasshammer.com

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