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Empowering Women Engineers from the Top Down

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... in SET persists: fewer than 10% female professors, 5% academy members ... Good Management Practice Key Tool. All members of an organization ... – PowerPoint PPT presentation

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Title: Empowering Women Engineers from the Top Down


1
Empowering Women Engineers from the Top Down
Johanna Levelt Sengers Scientist
Emeritus National Institute of Standards and
Technology Gaithersburg, MD 20899, USA NIST is
not responsible for the opinions expressed here
2
OUTLINE
  • The IAC report Women for Science
  • A quiet revolution at the bottom
  • Needed change from the top
  • 4. Good management practice for an inclusive
    organization
  • 5. Technological empowerment of women at
    the grass roots
  • 6. Actions for engineering organizations

3
What is IAC?
  • InterAcademy Council
  • Presidents of 15 prominent science academies
  • Does studies on behalf of InterAcademy Panel
    (IAP) representing all 95 science academies in
    the world

4
Previous IAC Studies
  • Worldwide capacity building in ST
  • - key to economic development
  • Agriculture in Africa
  • - 70 of farmers are women

5
Women for ScienceIAC Advisory Report June 2006
  • Manju Sharma, India
  • Johanna Levelt Sengers, USA
  • Co-Chairs
  • Jan Peters, UK
  • Study Director
  • www.interacademycouncil.net
  • - free order and download

6
A century-long battle for equalityin science,
engineering, technology
  • Just over a century ago, women began to be
    admitted to universities.
  • The last engineering schools in the US opened to
    women only in the 1970s!
  • Women faculty in SET were virtually absent before
    the 1960s. No role models.
  • Womens professional organizations led
  • in the hard struggle for equality.

7
1. Quiet Revolution in Algeria Gains by Women
New York Times, May 26, 2007 60 of university
students are women
8
Percent Women PhDs, USA
9
The new Marie Curies
French HS physics olympiad winning team
Budding biotechnologists in India
10
But the engineering organizations have not adapted
  • Womens underrepresentation in SET
    persists fewer than 10 female professors,
    5 academy members
  • Dropout in early career undervalued,
    marginalized, difficult work-family balance
  • Few in leadership positions to make change
  • What a waste of talent!

11
It does not have to be that way! Egypt
12
Diversity is good both for engineering and
business
  • Women engineers bring new perspectives and
    ideals
  • Women engineers bring a different life
    experience
  • 50 of customers are women

13
Women Engineers Design Concept CarVolvo, Sweden
14
Needed a push from the top
  • A push from the top of the science and
    engineering establishments
  • A commitment by the science and engineering elite
    to make change

15
Good Management Practice Key Tool
All members of an organization (school,
university, industry, business, government,
NGO..) perform to the maximum of their
abilities for the benefit of the organization
16
Good Management Practice
  • Top-level commitment to an inclusive culture
  • An infrastructure for bringing about change
  • at all levels - goals and benchmarks
  • Reviewing all policies and procedures for gender
    impact
  • Regular monitoring sex-disaggregated statistics

17
Good Management Practice
  • Transparency in communication, recruiting,
    hiring, promoting
  • Widening the inner circle of decision- ma
    kers
  • Leadership training and mentoring
  • Supporting a healthy work-family balance
  • Sustained effort to change institutional
    culture

18
Multinationals putting in place an inclusive
culture
Globalization how to manage a diverse
workforce NGOs how to bridge different
cultures Schlumberger Goal 25 women
engineers in 15 years, - reached last year!
19
Empowerment of grass-roots women
  • Village women, in China, Indonesia, sub-Saharan
    Africa and India, are responsible for
  • food production
  • food preparation, fuel gathering
  • health care
  • water management
  • Sustainable technological development, a
  • goal of WFEO, MUST engage the women!

20
A Model A two-tier structure
  • Swaminathan the Evergreen Revolution
  • a sustainable agricultural revolution, combined
    with a gender revolution
  • (1) Regional Research Institutes educate experts
    in information, bio, water, and health
    technology.
  • (2) Women experts, sent to dispersed Knowledge
    Centers, empower the village women

21
A Model Knowledge Centers
  • Dispersed local training centers
  • access to the Internet
  • agriculture
  • food science
  • water technology
  • animal husbandry
  • health sciences
  • environmental sustainability
  • education of girls and women

22
Wangari Maathai, Biologist, Peace Nobelist
Green Belt Movement Kenya
Photo Micheline Pelletier For Encyclopedia
Brittannica
23
Actions for Engineering Organizations
  • Commit from the top down to inclusiveness
  • Gender issues on the agenda at all levels
  • Infrastructure, goals, benchmarks,
    follow-up
  • Engage in dialogue with womens professional
    organizations. LISTEN
  • Treat women engineers with respect, as
    equal partners in your organization

24
Joint Civil Engineering ProjectUniversity of
Maryland and Samli Clinic, Thailand
Courtesy Prof. Deborah Goodings U. MD
GET GOING! THANK YOU
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