Removing Barriers To Technology

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

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Making A Difference to Women = Good Corporate Citizenship

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Global Citizenship

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

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

SOCIETAL IMPACT
• $3.4M from Direct Giving

GLOBAL LEADERSHIP

• 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

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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!

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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.

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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

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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.

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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
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Some Common Barriers to Women’s Participation in Technology

• CULTURAL
• ATTITUDINAL • SITUATIONAL

• INSTITUTIONAL
• QUALIFICATIONS • AFFORADABILITY

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Dell’s Commitment to Women

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

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

21st CENTURY SKILLS
• 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

BUSINESS & COMMUNITY SUPPORT
• 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.)
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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

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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?”

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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

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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
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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

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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.

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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.
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Thank You


				
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posted:11/3/2009
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