Women in Technology: Embracing Diversity for Success

1. Survey How many of you do not have women in technology positions? How many of you have more women than men in technology positions? How many of you have women in supervisory roles in technology positions? How many of you are promoting the idea of having women in technology supervisory roles if they are not already? How many of you are open to the idea of having women in technology supervisory roles if they are not already? How many of you are pro-actively seeking diversity in your hiring processes? Do I need to act like a man to be a successful woman in tech? Can I be a mom and have a great tech career? Does your college encourage mentors so that women get the right support?

2. EXPLANATION This session will assist college personnel in recognizing the benefits of a female inclusive Technology Department.  The audience is encouraged to ask questions throughout the presentation. We will present not only the benefits, but provide examples of how Barton has embraced the change and become more diverse and able to better focus on how to meet the needs of a diverse employee population.

3. Important Woman In Technology The Admiral Grace Hopper was the first female programmer she was also credited with popularizing the term “bug” and “debugging”-reportedly when she had to remove a moth from the inside of a computer. And my personal favorite notable thing about the Admiral is the quote she is known for is one I use all the time “it is easier to ask for forgiveness than it is to get permission.” So basically, she’s a bigger bad ass than we’ll ever be. Radia Perlman is often referred to as the Mother of the Internet, she’s most famous for her invention of the spanning-tree protocol. Spanning-Tree is a network protocol that ensures loop-free topology for any bridged Ethernet local area network-which is fundamental to the operation of network bridges. Sheryl Sanberg definitely deserves mention, not only is she on the board of directors at Facebook, she also sits on the board of Disney, V-day, the Center for Global Development, Starbucks and Women for Women International. She went on to work as chief of staff for the Treasury Secretary under Pres. Clinton and as and Executive in Google. Her Savvy Stock options at Facebook have left her with an estimated wealth of over $1 billion.

4. Women in technology fields have been on therise in the recent years. Barton has embraced thistrend and has reaped the results ofwomen changingthe work dynamic college-wide.  This presentation provides a working model of how women enhance the infrastructure of their technology departments. How Barton is Embracing The Acceleration of Women as Technology Employee’s

5. Great businesses according to career site…FAIRYGODBOSS McKinsey Google Microsoft Corporation General Electric VISTAPRINT Thomson Reuters Women working at companies that focus on gender equality, work-life balance, and provide generous maternity leave policies report the highest levels of job satisfaction, so you might assume that working for a company with a female CEO would guarantee a work environment that supports women. Not necessarily.New research from the women's career site FairyGodBoss reveals that having a female CEO might not be enough for a company to create a work environment that is supportive to women. Their findings show that overall job satisfaction for women at three tech companies with women CEOs (HP, IBM, and Oracle) is significantly lower than at the seven other top tech firms (Apple, Microsoft, Google, Cisco, Intel, Salesforce, and Amazon). FairyGodBoss put together its list of the based on 5,000 anonymous member reviews that answer these three questions: Are women treated fairly/equally here? Would you recommend this company to other women? How happy are you here (on a scale of 1 to 5)?

6. The Technology and Research departments of Barton Community College are over 50% female Half of which are supervisors. Barton's infusion of women in the technology department has changed the internal dynamic and integration of the department college-wide.  Personnel have recognized that this shift has resulted in more supportive college interactions, with females that are persuasive and able to explain technology to a non-technical user base. We believe women are generally more apt to effectively listen and apply decisions with a broader perspective, which also enhances their diagnostic/training ability.

7. Staff members need to give women the same respect, legitimacy and authority as they do male staff in comparable positions. Female and male staff members use family and work life policies (e.g. flextime) without negative impact on their status and reputation at work. Staff members value learning from the diverse perspectives and experiences. Staff members and managers need to have the skills/training to promote constructive dialogue among staff with different perspectives and opinions. Senior managers need work to create an environment in which women and men with different skills, perspectives, and ways of working can thrive and contribute fully. Senior managers must seek feedback from both women and men on the impact of policy decisions and actions. Senior managers must ensure that both women and men have the necessary resources to do their work effectively. Senior managers can help to control work pressures and time demands placed on staff so that they can fulfill responsibilities in both their professional and personal lives.

8. We are Colleges, Not BusinessesWhere Do You Start? Charles Perkins Dean of Information Services Barton County Community College

9. Employee friendly work environment starts with supervisors. Put in place the necessary Policies/Procedures Define what flexible work looks like: Barton Information Services Department is committed to supporting employees in multiple ways. With thus comes an understanding that everyone's needs are different at different times in our lives. Below are flexible work arrangement types: Flex Time: Work start, end times, and lunch periods, differ from the standard; however, the same number of hours/weeks worked are retained; schedules are consistent. Compressed Work Week: Alternative schedule that compresses a normal week into fewer than five days; however, the same number of hours/week worked are retained; schedules are consistent. No Hours: Work start, end times, and lunch periods differ from the standard; however, the same number of hours/week worked are retained; schedules are NOT consistent. Telecommuting: Work from a remote location one or more days/week; however, the same number of hours/week worked are retained; schedules are consistent.

10. Employee friendly work environment starts with supervisors. Change your job skill requirements – recruit for Personality, Positive Attitude, Works well in teams, Learning agility and problem solving. Train for Technical Skills and help new employees obtain degrees. Create flexible work policies - http://docs.bartonccc.edu/procedures/2492-telecommuting.pdf Create a telecommuting proposal/agreement and renew yearly - http://docs.bartonccc.edu/humres/HRForms%20Center/telecommutingagreement.doc If you are providing equipment at an employees off site work location create an agreement - http://docs.bartonccc.edu/humres/Forms%20Center/telecommuting/receiptequipment.doc

11. Employee friendly work environment starts with supervisors. • Advantages • Employee Retention • Reduced work place stress • Reduced work place non-work visiting • Able to have employees available over more hours per day/week • Empowered/trusted employees • Greater employee safety • Limit absences • Employees can focus • Save money on offices and related expenses • More manageable work life balance • Less stress about meals and can promote healthier lifestyle • Better for the environment, avoid stress of commute • Employees save money

12. Employee friendly work environment starts with supervisors. • Challenges • Employees/Supervisors feel disconnected. • One size does not fit all. • If you are a micro manager remote workers will drive you crazy • Employees Work too much • Not all employees have the skills to work remote. • Employees not allowed to work remote cause issues • Employees have to develop remote work skills • Supervisors have to develop remote worker supervisor skills.

13. If you are the employee: Advantages Employees are able to work out during breaks, helping physical and mental well-being. Employees are not exposed to health/viruses that may be going around. Employees can move from room to room or other locations to work for comfort. When the weather is nice employees can work outside. Employees can balance office work and home duties. Employees don’t have to worry about being bothered by other individuals during the day. No commute thus cutting down on employee expenses.

14. If you are the employee: Disadvantages If internet/weather conditions are bad on campus remote employees are still required to work. If internet/service goes down in your area you must figure a way to work. Must provide your own desk/equipment to work, can get very expensive. It’s hard to get away from work when you work from home. Employee doesn’t have interaction between their friends at work. Employees miss out on all of the social work activities.

15. Questions Feel free to ask any further questions you may have at this time!

16. Thank You!!!!

17. References http://www.maximumpc.com/the-15-most-important-women-in-tech-history/ http://lifestyle.allwomenstalk.com/powerful-and-influential-women-in-information-technology https://fairygodboss.com/ http://docs.bartonccc.edu/procedures/2492-telecommuting.pdf http://docs.bartonccc.edu/humres/HRForms%20Center/telecommutingagreement.doc http://docs.bartonccc.edu/humres/Forms%20Center/telecommuting/receiptequipment.doc