Recommandé
Recommandé
Contenu connexe
Tendances
Tendances (20)
Similaire à Diversity Means You!
Similaire à Diversity Means You! (20)
Plus de techservealliance
Plus de techservealliance (10)
Dernier
Dernier (20)
Diversity Means You!
- 1. DIVERSITY Means You! Anna Frazzetto CDTO & President, Technology Solutions Harvey Nash
- 2. GENDER RACE SEXUAL ORIENTATION Ethnicit y RELIGION Nationalit y Disability Change MINDSET Inclusion Respect EQUALITY OPPORTUNI TY Education STAFFING INDUSTRY Do you feel like you are a part of the conversation or outside of it?
- 4. The women of this newly American family became its first four college graduates.
- 5. Top Ways for Women in Tech to Advance Be her own career champion 72% 71% Be confident
- 6. of women cite lack of advancement as a top career challenge compared to just 26% of men. 41% of women say that one of the greatest challenges in IT remains the unwelcoming environment 35% of women in tech name the unwelcome environment a factor in deciding to leave their last job 33% of women, compared to just 13% of men, say they moved on in part due to unfair treatment. 23%
- 7. What Can Staffing Do? Embrace diversity advocacy - ask the tough questions Be a conduit for more rapid career advancement Promote staffing’s ability to grow STEM skills and confidence
- 8. Diversity is ME. Diversity is YOU. Diversity is ALL OF US.
Notes de l'éditeur
- NO TALKING ON THESE FIRST TWO SLIDES – ANNA WILL NOT INTRODUCE HERSELF. TECHSERVE WILL.
- ***ANNA’S SPEECH BEGINS ON THE WORD CLOUD*** When someone says “DIVERSITY,” do you know who or what they are talking about? It’s a complex question. Is it a race? An ethic group? A gender? A sexual orientation? A nationality? A religious minority? Is it life experience? A way of thinking? Is it you? Is it me? Is it my neighbors or is it the neighborhood one town over? Is it a program? A mindset? A problem? A solution? ***ANNA TO CLICK FORWARD HERE*** Do you feel like you are a part of the conversation or outside of it? As someone whose focus throughout life has been about working as hard as I can, putting my head down and keep my ambitions high in order to go as far as I can in life, I can tell you that for most of my life I was certain I was outside of this conversation. Diversity didn’t really apply to me. I was outside the circle. That’s right, me. The woman in tech. The daughter of immigrants and CDTO at the front of this room. When people talked about diversity, I did not think they were not talking about me. I was OUTSIDE the circle. As you can imagine, and as I am going to tell you here today, I have discovered not only that I am a part of the circle but also that it’s really important and valuable to be on the inside, rather than outside of the diversity discussion and movement. In addition to digging into my story today, we’ll look at the staffing industry and what I think is happening. Like me at one time, I think the industry is still on the outside. Watching what’s happening. Isn’t it time, the staffing industry jumped all in? Well I have some ideas of how that can be done, but before we go there let’s start with me and my relationship with the two of the most surprising and astonishing advocates of girl power you will ever meet…. ***ANNA TO CLICK FORWARD HERE***
- Let me introduce you to my father -INSERT FULL NAME and my uncle- INSERT FULL NAME—my mother’s brother. These two determined men emigrated from INSERT TOWN, Italy. It’s hard to imagine a more patriarchal world than the Italian one they were raised in. A woman’s role of “being in the home” was the way it was. It was never even questioned. I often wonder about what my life would have been if they stayed there. But they weren’t there. They came to the U.S. and like immigrants do, they sought a better life and more opportunity for their families. And who were their families? Their wives of course and then four daughters between them: me, my sister, insert first name, and my two cousins--insert first names. Like I said, girl power. From the very start my father and my uncle instilled in us an immigrant’s passion for education and determination to succeed. Failure was not an option for these two Italian men--home was too far, they had come too far. My father was a blue collar worker—a tailor—and yet his love for learning was boundless. He constantly reminded me and my sister and cousins what education meant: possibilities. He encouraged us to study hard and let education and our own goals take us as far as we wanted to go. He didn’t see any limits for us. He and my uncle only saw what could be.
- And it paid off for every single one of us. ***ANNA TO CLICK TO FORWARD HERE 2X’s*** The women of this newly American family became its first four college graduates. I went off to NYU to study math and technology and then pursue work in programming. And here is the thing: I didn’t think that was anything remarkable back then. A girl choosing Math and Computer Science. Like I side. I was outside the circle. Today--we shout and cheer for any young woman we see who dares to head into STEAM. What was different for me back then? Again. I bring you back to these two girl-power encouraging men. They didn’t preach a screaming, marching, spice-girls-singing kind of girl power. They never framed their lessons or ambitions for us in terms of anything other than limitless possibility. They had confidence that we could do whatever we put our educated minds to. They raised us in New York City where we had friends, teachers and neighbors of many races, ethnicities and religions all pursuing big dreams. Possibility was everywhere and failure was not an option. All that gave us tremendous confidence in the world around us and in our abilities to get ourselves where we wanted to go. ***ANNA TO CLICK FORWARD HERE***
- Confidence. That is the heart of my story. And it’s also one of the essential “musts” for a woman looking to thrive and stay in the tech sector today. We know this because we hear about it annually in the Harvey Nash Women in Tech Survey. This year’s survey tells us that the top two ways for women to advance in their tech careers are to… ***ANNA TO CLICK FORWARD HERE*** Be her own career champion (72%) ***ANNA TO CLICK FORWARD HERE*** Be confident (71%) Confidence—I was given that in spades in childhood and it carried over in life and work. Being my own career champion. This is one edge I have that I can also relate right back to my Dad. I was a few years into my first job at IBM and there was a new position up, selling a software platform that I had been working on and that I knew inside and out. The one catch. The position required management experience. I had none. I wasn’t sure what to do. One night my Dad could see the concern on my face. He asked me what was up and I told him the story. His advice? He said “Anna, just ask the question. Your manager will either say, go for it. Or, he will give you some constructive criticism. Either way, you win. He sees the passion you have for the product, the work and your desire to do more.” So what did I do? I was my own career advocate. I asked the question, and I got the job—without the management experience. Passion and knowledge and the willingness to ask the question trumped it. Thanks again Dad. I also want to note that these were still the days when I didn’t think of myself as being a part of that diversity dichotomy--inside it or it of it. I just wasn’t aware. Yes, there were far more men in my professional world than women. My focus, however, was on achievement and I saw the room as filled with others who were also racing to the top and determined to make inspiring things happen through technology. That’s what I wanted to do so I didn’t see myself in terms of minority or diversity. But things change, and here’s when it happened for me. ***ANNA TO CLICK FORWARD HERE 2X’s***
- At the time, there was an opportunity at the technology software and solutions company where I worked for someone to lead the expansion of a service line internationally. And this time, I had no skill or experience gaps. I had all the requirements they were asking for—and even a bit more. I tried for the job and didn’t get it. A man with less experience got the job. I asked why and was told, “Wait a little. It’s just not the right time.” When another similar opportunity came up, I didn’t get the job again. I asked the question again. Their reply: “Give it a little more time. The timing is not great.” I was getting passed over. I pushed harder for a concrete reason, and they never gave me one. And that is when I knew. Though I had always seen myself as untethered to old gender norms that dictated what women can and can’t do, there were plenty of people who didn’t see me or the world that way. I was a part of the diversity dichotomy whether I recognized it or not. As a woman, I wasn’t going to go any further or higher with this organization and so I left. For me, that story happened years ago but for other women it is still playing out in IT organizations around the world today. It’s why– 41% of women in the Harvey Nash Women in Tech survey cite lack of advancement as a top career challenge compared to just 26% of men. ***ANNA TO CLICK FORWARD HERE*** It’s why 35% percent of women (more than one in three) say that one of the greatest challenges in IT remains the unwelcoming environment for women. That’s an increase from 30% last year. ***ANNA TO CLICK FORWARD HERE*** It’s why 33% or one in three women in tech say the unwelcome environment for women is a factor in deciding to leave their last job. That’s compared to 23% of men. ***ANNA TO CLICK FORWARD HERE*** And it’s why, 23% of women, compared to just 13% of men, say they moved on in part due to unfair treatment. That moment marked a change for me when I became well aware of my role as a diverse and different kind of leader in the technology industry. Tapping into the confidence and self-reliance I that was instilled in me from the start, I learned not to back down and continue to use my voice to, as my father said, “Ask the question!” At another job, a serious pay gap between women executive managers and men executive managers was revealed. What was the difference between the men and women in the same job? It wasn’t titles or responsibilities. Performance results were different however. The women were out achieving the men in every measure. Their margins and profitability were higher. Their market shares were bigger and they were managing more employees. With the data in hand, I asked the question (despite my fellow female colleagues asking me not to for fear or retaliation). Within weeks, the female managers had raises that pulled them even with their male counterparts and pay practices were soon changed to a performance-based system with an equal base salary. It was a success but, as I said, not everyone was or is comfortable speaking out. According to the survey, only 30% of women believe their company pays equally. That is compared to 68% of men. Those proportions remain similar regardless of salary level. More women in tech need to be okay asking the question and today I am proud to be the National Chairperson of ARA, an organization that is teaching women in tech across the country to do the same—advocate, speak up and advance.
- Now I started out talking about my journey to being outside the diversity discussion and movement to being an aware and active part of it. I think the staffing industry is also on that journey. ***ANNA TO CLICK FORWARD HERE*** Those of us working in IT and engineering staffing have an opportunity to play an even more active role in helping diverse talent enter, succeed and thrive in the technology. I am here to ask the question: are we all doing all we can to advance diversity or are we leaving it up to the businesses who employ us? Are we leaving it up to our clients and their diversity initiatives--whether they are weak or strong? In my humble opinion (okay, humble is never the right word with me--again thank you Dad) but, in my opinion, I think we, across the staffing industry can do more. I think the opportunity to become a bigger part of the solution is an opportunity for us all. For example, the survey tell us that it’s important for women to be their own career advocates. But what if the staffing industry offered them a second powerful advocate—a second line of support and backing? ***ANNA TO CLICK FORWARD HERE SO THE FIRST BULLET IN THE CIRCLE APPEARS*** Could recruiters assess potential employers in terms of work environment for women? Is it a place that is welcoming to women tech professionals and other diverse candidates? Why or why not? Have their reached pay equity? Simply knowing key diversity numbers, from hiring rates to retention, pay practices and program availability, is an important way of putting diversity at the top of everyone’s mind. It is a part of bringing everyone into the circle and advocating for employers to think, act and hire with diverse talent in mind. Women have also identified promotion and salary growth across the tech industry as a challenge. You heard it in my own stories. We all know that changing companies can be one of the most effective ways to increase one’s salary and title. ***ANNA TO CLICK FORWARD HERE SO THE SECOND BULLET IN THE CIRCLE APPEARS*** Why shouldn’t the staffing industry be a conduit for talented women in tech who want to push for advancement, rise faster and embrace more challenge? The staffing industry could become a career accelerator for women in tech by working to attract these diverse candidates and by embracing the work of ensuring they are put in workplaces where they can thrive, advance and receive excellent compensation. And finally, I think a tremendous opportunity for both women in tech and the staffing industry is our ability to match job opportunities with skill growth needs. 28% of women (more than a quarter) list technical skills among their professional weaknesses. Those weaknesses are a drag on that ever important confidence factor. ***ANNA TO CLICK FORWARD HERE SO THE THIRD BULLET IN THE CIRCLE APPEARS*** I firmly believe that contract roles and project-based work can be invaluable paths to gaining exposure to new technologies, industries, organizations and people. I have seen how much a dynamic and challenging technology project can teach someone. It can advance a talent professional a level or two. This potential is something we need to share. We have opportunity to offer essential skills growth, and the resulting confidence that comes with greater experience and knowledge. ***ANNA TO CLICK FORWARD HERE 2X’s***
- I would like to end where my father and uncle began. Reminding us all that failure is not an option when it comes to changing the diversity dynamic across the technology and engineering teams we staff. I had to learn that diversity can and should mean me. It should mean you too. It should mean all of us working together to build the kind of diverse teams that research has proven are more effective and financially successful than those that are not diverse. We all belong inside a more diverse and effective marketplace. And we all have to get there together. Thank you everyone! --END PRESENTATION--