Removing Barriers To Technology

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Removing Barriers To Technology Powered By Docstoc
					 How Corporations are
   Removing Barriers
to Women in Technology


                Frank Miller
            Vice President,
    Public Sales Operations
                   Dell Inc.

                       Diversity
                              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             Current Role
• United States Army      - 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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                         A Whole Life of Appreciating Differences:
                   My Inspiration: The Women in My Family
Frank L. Miller, Jr. – 40 Yrs, 1 Great Institution & 1 Great Company




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Making A Difference to Women =
    Good Corporate Citizenship




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                                                           Global Citizenship




  ENVIRONMENTAL          RESPONSIBLE           SOCIETAL               GLOBAL
    FOOTPRINT             SOURCING              IMPACT              LEADERSHIP

• Industry Leading   • Supplier Code of   • $3.4M from Direct   • Joined Global
  Recycling            Conduct              Giving                Business
  Services                                                        Coalition on
                     • Dialogue with      • Over $1M pledged by   HIV/AIDS
• Removing Lead        Faith-based          Dell employees for
                       Investors            tsunami relief      • Endorsed
• Energy Star                                                     Calvert & UN
  Product            • Catalogues: 10%    • 545,000 lbs of food   Women’s
  Leadership           recycled paper       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.                         The number of women with
   • 45% of all professional and graduate           graduate and professional
   degrees are now awarded to women.                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.                                 A majority (58%) of highly qualified
• Among women who have children, that          women describe their careers as
statistic rises to 43%.                        "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 well-
  educated 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
    Digital         Digital Homes
                                       Government/
   Workplace         and Schools
                                      Public Services




Wireless Networks   Computers         Online services
Laptops             Digital Cameras   • Driver’s License
                                      • Tax Returns
Handhelds           Multimedia        • Census
Cell phones         MP3s              • 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                 WORKPLACE                  21st CENTURY          BUSINESS &
   PROGRAMS                PROGRAMS                       SKILLS            COMMUNITY
                                                                             SUPPORT
• Global Women            • Kevin Rollins joins     • TechKnow - almost
Summit                    Catalyst Board of         half of students are   • 25% Y-O-Y growth
                          Directors                 young women            in spending with
• Endorsement of
                                                                           minority & women
Calvert Women’s           • Networking Group:       • Girl Scouts
                                                                           business
Principles                Women in Search of        • Girl Start           entrepreneurs
• Women’s Teacher         Excellence (WISE)
                                                    • Dell financing &     • Dell SMB Award:
Training Institute with   • Work/Life               equipment to enable    Woman-owned
Microsoft – Teach         Effectiveness             these young women      company, Donald A.
basic literacy to         Program                   to be successful in    Gardner Architects
women in Afghanistan                                math, science & tech   (Greenville, S.C.)

              33% of Dell’s global workforce are women                                 Diversity
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