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Workaholic Tuesdays: The glass ceiling is no myth...

...but the even playing field certainly is. A Catalyst report released today draws attention to the graphic reality of the gender divide in STEM industries

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Highly educated women in the technology as well as the business arenas continue to quit science, technology, engineering and math (STEM) industries according to Catalyst’s recent global report, High Potentials in Tech-Intensive Industries: The Gender Divide in Business Roles. 

The research which studied men and women in business roles in technology-intensive industries such as telecommunications, oil and gas, and automotive manufacturing highlights the male-dominated culture of STEM companies and suggests ways that organizations can attract and retain talented women across both the technology and business sectors.

According to Deborah Gillis, President and CEO, Catalyst, a non-profit organistation  which is attempting to expand opportunities for women in business, “STEM companies face a serious talent drain as women take their skills elsewhere, but these organizations also have a remarkable opportunity to turn things around by focusing on how they can make all their talent—men and women alike—feel equally valued.”


KEY FINDINGS (with regards to men and women opting for business roles in a tech-intensive industry immediately after their MBAs)

Women are less likely to enter tech-intensive industries and more likely to leave 

18% of women, compared to 24% of men, opted for business roles 

53% of women (versus 31% of men) left for a position in another industry

Women are outsiders and on unequal footing from day one.

Even with the same educational backdrop, 55% of women (compared to  39% of men) were more likely to start in entry-level positions and to be paid less.

Men were more than three times as likely (83%) as women (27%) to say they felt similar to most people at work.

High potentials were more likely to work on a team with 10% or fewer women than those in other industries (tech-intensive industries, 21%; other industries, 16%). 

Growth barriers include lack of role models and vague evaluation criteria

High potentials were significantly less likely to have a female supervisor than those working in other industries (tech-intensive industries, 15%; other industries, 21%).

Women in tech-intensive industries were significantly less likely than women in other industries to say their supervisors clearly showed them how their work would be evaluated (tech-intensive industries, 42%; other industries, 55%). 

Women were less likely than men to aspire to the senior executive/CEO levels (women, 84%; men, 97%). 

 

Another Study, Same Story
According to another report—High Potentials under High Pressure in India's Technology Sector—by Catalyst, in January 2014, “Unlike in many other countries and industries, the high-potential women in India’s technology organizations start their careers in similar positions, have similar levels of responsibility, and earn comparable salaries as men. Despite this promising start, a gender gap emerges over time”. 

Catalyst found that: 

Women reported earning Rs. 3,79,570 (approximately US $6,000) less than men in their current jobs, about 12 years into their career. 

Women and men received similar amounts of development through formal programs, but women received fewer on-the-job experiences, or “hot jobs,” that really matter, such as international assignments and mission-critical roles, than men.

Women in dual-career marriages (19%) were four times more likely than men (5%) to assume the role of “stay-at-home-partner” at some point in their career.

These factors, and others, result in a dearth of female talent in critical senior-level positions in India’s technology sector.

Catalyst's suggestions to STEM the tide of women leaving tech-intensive industries include:  
Starting men and women at equal levels and pay

Evaluating company culture (Is hostile behavior toward women tolerated? Do events outside of the office exclude women? How can the organization can make women feel valued and included)

Recruiting senior male executives to sponsor up-and-coming women.

Clarifying performance standards

Providing a flexible work environment 

Now all this we know is easier said than done. Are you a woman in a tech-intensive industry? Do share your perspective with us at dnaofwomen@gmail.com 

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