Removing Barriers To Technology

					How Corporations are Removing Barriers to Women in Technology
Frank Miller Vice President, Public Sales Operations Dell Inc.

A Whole Life of Appreciating Differences: Frank L. Miller, Jr. – 40 Yrs, 1 Great Institution & 1 Great Company Frank L. Miller,

• Dell, 8+ Yrs, 5 Jobs • Director, Federal Operations

• Director/VP, DellPLus (Custom Engineering)
• VP/GM, Federal Civilian Sales • VP, Government Operations

• VP, Public Operations
• United States Army

Current Role
- 32 Yrs of Service to the Nation

• Commander , Staff Officer and Student • Graduate Naval War College • Masters Degree – Systems Management • Bachelors Degree – Business Administration

My Inspiration: The Women in My Family Frank L. Miller, Jr. – 40 Yrs, 1 Great Institution & 1 Great Company

A Whole Life of Appreciating Differences:


Making A Difference to Women = Good Corporate Citizenship


Global Citizenship

• Industry Leading Recycling Services • Removing Lead • Energy Star Product Leadership

• Supplier Code of Conduct • Dialogue with Faith-based Investors • Catalogues: 10% recycled paper

• $3.4M from Direct Giving


• Joined Global Business Coalition on • Over $1M pledged by HIV/AIDS Dell employees for tsunami relief • Endorsed Calvert & UN • 545,000 lbs of food Women’s donated Principles


A Whole Life of Appreciating Differences: But First - Some Fun Trivia… Frank L. Miller, Jr. – 40 Yrs, 1 Great Institution & 1 Great Company

What do bullet proof vests, fire escapes, windshield wipers, automatic dishwasher and laser printers all have in common?

They were all invented by women!


A Whole Life of Appreciating Differences: Some More Fun Trivia… Frank L. Miller, Jr. – 40 Yrs, 1 Great Institution & 1 Great Company

Who had the original idea and patent that led to cell phone technology?

An actress named Hedy Lamarr.


A Look at Women in the Workplace
More than half (58%) of college graduates are now women.

• 45% of all professional and graduate
degrees are now awarded to women.

The number of women with graduate and professional degrees is projected to grow by 16% over the next decade. • The number of men with
these degrees is projected to grow by only 1.3%

Nearly four in ten highly qualified women (37%) report that they have left work voluntarily at some point in their careers.

• Among women who have children, that
statistic rises to 43%.

A majority (58%) of highly qualified women describe their careers as "nonlinear."
•They do not follow the conventional trajectory long established by successful men.

Source: U.S. Department of Education, Harvard Business Review


What does that mean?
• The talent is out there. There is
a very large pool of welleducated professional women.

• As companies continue to grow,
the future pool of professional talent will be disproportionately female.

• Many women voluntarily leave
the workplace with the intention of returning at some later date.


Women’s career paths are different today than they were ten or 20 years ago.


Success as Citizens The Digital Community Digital Government/ Public Services

Digital Workplace

Digital Homes and Schools

Wireless Networks Laptops Handhelds Cell phones

Computers Digital Cameras Multimedia MP3s

Online services • Driver’s License
• Tax Returns • Census • Health Service Info • Distance Learning

Some Common Barriers to Women’s Participation in Technology




Dell’s Commitment to Women

• Global Women Summit • Endorsement of Calvert Women’s Principles • Women’s Teacher Training Institute with Microsoft – Teach basic literacy to women in Afghanistan

• Kevin Rollins joins Catalyst Board of Directors • Networking Group: Women in Search of Excellence (WISE) • Work/Life Effectiveness Program

• TechKnow - almost half of students are young women • Girl Scouts • Girl Start • Dell financing & equipment to enable these young women to be successful in math, science & tech

• 25% Y-O-Y growth in spending with minority & women business entrepreneurs • Dell SMB Award: Woman-owned company, Donald A. Gardner Architects (Greenville, S.C.)

33% of Dell’s global workforce are women

Education & Community Initiatives: Dell TechKnow
• Target: low income & minority
middle school students

• US after school program
focused on technology literacy

• Students who successfully
complete the course receive a free (refurbished) Dell computer, MS Software, and home internet connectivity

• Results (2 years)
– – –
5000 students to date 92% Graduation Rate 45% Women


Global Summit: Background
• Global Summit focused on the changing role of women in the workplace • Based on Harris Interactive global research study among female managers within multi-national corporations. • The findings were discussed at the Summit to help corporations develop strategies and tailor initiatives for working women.

What can multi-national corporations do to address the changing role of women in different cultures to affect recruitment, advancement, and retention?”


Key Findings – Global Challenges
• Life stage vs. culture plays a more critical role in career decisions • Compensation, reputation and challenging work opportunities
attract talent

• Supportive managers and flexible hours/part-time/job share
options retain and advance women

• Personal and family obligations are the #1 reason women leave
the workforce

• Women also feel that the high value they place on personal and
family responsibilities is an obstacle to advancement


Key Findings - Culture
• Accessing Talent: – Europeans focus on Market Position and Training Opportunities – Asians focus on Global Presence and Sensitivity to Culture • Support Factors for Advancement and Retention: – North Americans focus on commitment to diversity, access to influential
decision makers and clearly defined requirements

– –

Asians focus on support networks to meet personal obligations Asians are more likely to accept a global assignment, receive career advice from others and feel it’s important to have a career

• Obstacles for Advancement and Retention: – North Americans feel excessive work hours and a woman’s perceived
commitment to her career play a role

– – –

North Americans and Europeans believe starting a business plays a role Europeans believe a lack of opportunity plays a role Europeans are less likely to make career sacrifices in order to improve personal life

Summit Key Take-Aways

• Supportive managers trump mentors • More similarities than differences • Trade-offs won’t work • Creating the value proposition of networking groups

• What attracts talent is different than what retains and
advances talent


What does that mean for Multi-National Tech Companies?

• As tech companies continue to grow around the world,
they must continually adjust to the changing needs of growing workforces.

• Corporations must change their thinking as it relates
to how success looks for women.

• Provide opportunities for women to leave the
workforce and return without penalty.


In Conclusion: Dell’s Commitment to Women
• Examine ways we can better develop
our managers to support the women in our workforce.

• Think globally and act locally.
Conduct sessions that will include women from each region of our company for opportunity for learning and sharing.

• We want the women in our company
to know that their contributions are valued by creating the right set of working conditions.

At Dell, we’ve made a sustained commitment to find real workable solutions to help the women on our team confront the challenges they face.

Thank You

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