Removing Barriers To Technology

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How Corporations are Removing Barriers to Women
in Technology
Frank Miller Vice President, Public Sales
OperationsDell Inc.
Diversity
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A Whole Life of Appreciating DifferencesFrank
L. Miller, Jr. 40 Yrs, 1 Great Institution 1
Great Company
A Whole Life of Appreciating DifferencesFrank
L. Miller, Jr. 40 Yrs, 1 Great Institution 1
Great Company

• 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 - 32 Yrs of Service to the
  Nation
• Commander , Staff Officer and Student
• Graduate Naval War College
• Masters Degree Systems Management
• Bachelors Degree Business Administration

Current Role
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A Whole Life of Appreciating DifferencesFrank
L. Miller, Jr. 40 Yrs, 1 Great Institution 1
Great Company
My Inspiration The Women in My Family
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Making A Difference to Women Good Corporate
Citizenship
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Global Citizenship
SOCIETAL IMPACT
GLOBAL LEADERSHIP
ENVIRONMENTALFOOTPRINT
RESPONSIBLESOURCING

• 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
• Over 1M pledged by Dell employees for tsunami
  relief
• 545,000 lbs of food donated

• Joined Global Business Coalition on HIV/AIDS
• Endorsed Calvert UN Womens Principles

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A Whole Life of Appreciating DifferencesFrank
L. Miller, Jr. 40 Yrs, 1 Great Institution 1
Great Company
But First - Some Fun Trivia
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 DifferencesFrank
L. Miller, Jr. 40 Yrs, 1 Great Institution 1
Great Company
Some More Fun Trivia
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 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.
• Womens career paths are different today than
  they were ten or 20 years ago.

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Success as CitizensThe Digital Community

• Online services
• Drivers License
• Tax Returns
• Census
• Health Service Info
• Distance Learning

Wireless Networks Laptops Handhelds Cell phones
Computers Digital Cameras Multimedia MP3s
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Some Common Barriers to Womens Participation in
Technology

• CULTURAL
• ATTITUDINAL
• SITUATIONAL
• INSTITUTIONAL
• QUALIFICATIONS
• AFFORADABILITY

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Dells Commitment to Women
GLOBAL PROGRAMS
21st CENTURY SKILLS
BUSINESS COMMUNITY SUPPORT
WORKPLACE PROGRAMS

• 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

• Global Women Summit
• Endorsement of Calvert Womens Principles
• Womens 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

• 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 Dells global workforce are women
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Education Community InitiativesDell 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 its important to have a career
• Obstacles for Advancement and Retention
• North Americans feel excessive work hours and a
  womans 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 wont 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 Dells 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, weve 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