Science and Engineering Programs On Target for Women? (1992) / Chapter Skim
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7 Promoting Science and Engineering Careers in Industry
7 Promoting Science and Engineering Careers in Industry
Pages 119-140
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From page 119... ...
Conwell has a large number of publications in various fields of condensed matter physics and is a member of the National Academy of Sciences and the National Academy of Engineenng. After a number of years on the advisory board of the Office of Scientific and Engiineenng Personnel (OSEPJ, she was appointed to the National Research Cour~cil's Committee on Women in Science and Engineenng.
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From page 120... ...
Total, all fields Science, total Physical Mathematical Computer Environmental Life Psychology Social Engineering, total a !
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From page 121... ...
Percent 100 90 80 70 60 50 40 30 20 10 o 1 7.3°/O 4.2% 4~7o~o 4.9/ 1 19 S% ~ Men N = 371,483 Physical scientists Math scient; Computer speckle Environmental sci ife scientists Psychologists Social scientists Engineers 7. o/o 2.4% 3 0%2 2% 28 :3of~ Women N = 77,160 ~ oo/o SOURCE: National Science Board, Science & Eng~neenng Indicators—1991 (NSB 91-1)
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From page 122... ...
0 2 _ 4 6 1 ' 1 ' 1 ' 1 8 10 12 Total Scientists, total Physical Mathematical Computer specialists Environmental Psychologists Social Engineers, total1 Aeronautical/astronautical Chemical Electrical/electronics Mechanical .
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From page 123... ...
often early in their careers—and oversee their career advancement through yearly appraisals and needs 123
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From page 124... ...
, external development (including graduate studies, executive development programs) , international assignments, and highly visible positions (such as special assistants to senior executives, and assignments to corporate task forces and committees)
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From page 125... ...
Thus, the major justif~catior~ presented for special programs to recruit and retain women scientists and engineers in these companies is the bottom line, the future profitability of the company. In line with this, the corporate slogans have changed from "affirmative action" to Work force diversity." Hughes Aircraft Company This company believes women "to be one of the most successful resources to address some of the projected shortfalls in engineering and scientific personnel" (Frownfelter, 1991~.
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From page 126... ...
Hughes measures the success of its programs "by periodically monitoring the number of its women employees." Among measures Hughes has taken to attract and retain women is development of role models and mentoring. The company considers role models of great importance for motivating women and showing them what their possibilities can be.
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From page 127... ...
The groups are allocated work time to meet once a month, but meet more often on their own time. Agendas include technical work problems, but also child care and carpooling arrangements.
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From page 128... ...
Attrition rates at Corning Corporation, 1987-1991, by sex. confidential counseling for women, provided by an outside consultant, with general issues reported back to management for review and possible action, a new career planning and management system that enables all .
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From page 129... ...
Approximately 40 percent of Corning employees have requested flex-time. As a result, The company plans to start "flexibility training" to help managers administer flexible scheduling fairly, and stresses flexibility in career planning as well.
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From page 130... ...
Xerox Vice-President for Research has recently announced his intention to make Xerox research laboratories the "employer of choice" for technical women. To that end, in 1990, the vice president established a 130
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From page 131... ...
Balanced Work Force Goals are generated using internal as well as external labor data. Qualified employees are identified, developed and promoted, and operating groups are assessed regularly on the basis of their performance (Catalyst, 1991a)
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From page 132... ...
Recruitment programs include summer internships for outstanding women and minority undergraduate students; engineering co-op programs to give mechanical and industrial engineering students experience in biomedical, research, industrial, and development engineering; scholarships for women and minorities in engineering, science, and computer science; and participation in meetings of professional organizations such as the National Society of Black Engineers, Student National Pharmaceutical Association, Society of Women Engineers, and American Indian Science and Engineering Society. Retention of its highly qualified S&E work force is also important to Bristol-Myers Squibb, and its divisions offer various programs to foster "upward mobility for its minority and women employees." Four of these initiatives are considered especially significant in the comDanv,~ ability tn have a high retention rate for its scientists and engineers: .
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From page 133... ...
Another company taking steps to retain its technical work force is the General Motors Corporation. By means of General Motors Fellowships, the company promotes employee development and retention of talent by offering contimiing educational opportunities.
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From page 134... ...
Catalyst study of women engineers employed in industry highlights initiatives at 28 companies. Among those programs are the Management Intern Program of Consolidated Edison, designed "to develop its future managers," and General Electric's child-care referral system, part-time work policy, and unpaid parental leave.
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From page 135... ...
A particular point was made that even if a company has a part-time employment option, it may be "political suicide" for individual women to choose this option. Evaluation of any intervention requires keeping statistics on the numbers of women in the various ranks, categorized according to length of service, productivity, salary, etc.
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From page 136... ...
The 1991 Department of Labor study found that: With the strong support of the CEO and other corporate officers, [one large defense contractor] has determined to aggressively recruit minorities and women through external recruitment efforts, including executive searches; make "deputy' assignments, when possible, using these positions as training grounds for developing minorities and women as "high potential" managers; encourage executive mentoring and sponsoring high potential or high performing minority or female managers and professionals; increase executive accountability and responsibility for cultural changes at every level through a creative incentive compensation plan.
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From page 137... ...
These efforts not only improved skills and performance levels throughout the group, but helped to overcome some of the built-in org~i~tional barriers to learning that affect people of all kinds in large organizations. Female professional groups could, in addition, be involved in corporate discussions of family benefit options and solutions to dependent-care problems.
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From page 138... ...
In addition, it has been reported that some major companies limit their recruitment efforts to a few departments at a few universities. As the need to tap the broader S&E talent pool intensifies, companies should undertake steps to diversify their work forces by engaging in recruitment at a variety of higher education institutions.
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From page 139... ...
Committee on Women in Science and Engineering (CWSE) , National Research Council, Office of Scientific and Engineering Personnel.
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From page 140... ...
:: ~::~:: : :~:~:~ :: ~ :: : ~~ Research chemists Anne Plant and Steven Choquette investigate the optical characteristics of fluorescent molecules in order to increase the specif city and sensitivity of biosensing devices. (Photo: H
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