Tag Archives: gender balance

staying connected

Manifesting conscious connection

For many of us staying connected is almost as important as breathing. Using a smartphone or tablet to check in with the office or family and friends is a given in our increasingly fast-paced technological society.

Having the right tools do this provides comfort and keeps our networks strong.

For women tackling satisfying but competitive STEM careers, staying connected when taking a career break is a key concern.

I was visiting a regional AECOM office recently, and I was chatting with a female staff member who had come into the office while on maternity leave to watch my presentation.

Our conversation covered a lot of ground, but it was her relief at being provided with a laptop while on leave that struck me. She wanted to stay connected and looped in with work while looking after her growing family.

Providing tools like a laptop or a work mobile is a very simple way of making sure that women remain plugged into the workplace when they aren’t physically there. While they may not want to connect every day, it does mean that they can continue a conversation around how their career will evolve when they come back into the workforce.

Not only this, it also allows women to be involved with what’s going on in the office, maintain control over their career planning, including performance and salary discussions.

We do need to get better at supporting women as life transitions take them on different pathways, and such initiatives have important implications for retaining women as they move through their STEM career.

While some women have communicated to me that they want to progress in terms of their own merit (and I am very confident that we do that), we also need to consciously intervene with strategies and solutions.  After all, it is still not a level playing field – the numbers tell us that.

Recently a lot of the conversation has centred around ways of attracting more women into the STEM sector (and AECOM is committed to this, recently achieving a 50/50 gender intake in our graduate program), retaining them is also a key focus of our efforts.

All too often we see women drop out of the workforce because the framework isn’t there to support them, this is where mentoring comes in.

When women are at that critical juncture where it may seem too difficult to continue, connecting with other women who have had similar experiences and with whom they can share their concerns and benefit from their perspective is extremely important.

Personally, mentoring has shown me that many of the concerns of women undertaking STEM careers revolve around practical things like how to ask for a promotion or a salary increase, or how they can work more flexibly.

For me this is an important connection to have, as it gives me a perspective on how women are feeling, and I can bring that to the table at wider industry discussions, as a board member at Infrastructure Partnerships Australia or as a champion of change with Consult Australia.

On a more practical level, at AECOM we are equipping our managers with the skills to have conversations about career and flexible work – we are being very conscious in terms of planning for the future compositions of our teams.

By doing this we are increasing our connectivity, and supplementing it with technology and open conversations to help both our female and male staff as they move through different life stages. For women working in STEM, my advice is to take charge of your own career. You’ve got to treat it like a project, communicate your needs and back yourself.

Lara Poloni 

Chief Executive Officer, AECOM, Australia and New Zealand 

Read next: Innovating Australia – Australia’s top thinkers describe their vision for the future of innovation.

People and careers: Meet women who’ve paved brilliant careers in STEM here, find further success stories here and explore your own career options at postgradfutures.com.

Spread the word: Help Australian women achieve successful careers in STEM! Share this piece on corporate culture using the social media buttons below.

More Thought Leaders: Click here to go back to the Thought Leadership Series homepage, or start reading the Graduate Futures Thought Leadership Series here.

gender

How to balance gender in STEM

Sobering statistics on gender disparity were released by the Office of the Chief Scientist in early 2016 as part of a report on STEM-based employment. These followed the federal government’s National Innovation and Science Agenda (NISA) announcement of a $13 million investment to encourage women to choose and stick with STEM careers. So, what are the issues for men and women entering STEM graduate pathways today and how can you change the game?

The rate of increase in female STEM-qualified graduates is outstripping that of males by 6 per cent. Overall, however, women make up just 16% of STEM-qualified people, according to the Chief Scientist’s March 2016 report, Australia’s STEM Workforce.

Recognising that more needs to be done, a cohort of exceptional female and male leaders in academia and industry is developing two strategic approaches that will receive the bulk of the new NISA funding. These are the industry-led Male Champions of Change initiative, and the Science in Australia Gender Equity (SAGE) pilot, run the Australian Academy of Science and the Australian Academy of Technological Sciences and Engineering.

SAGE was founded by Professors Nalini Joshi and Brian Schmidt (a Nobel laureate) with a view to creating an Australian pilot of UK program the Athena SWAN Charter. Established in 2005, Athena SWAN was described by the British House of Commons as the “most comprehensive and practical scheme to improve academics’ careers by addressing gender inequity”.

Since September 2015, 32 organisations have signed up for Australia’s SAGE pilot, which takes a data analysis approach to affect change. Organisations gather information such as the number of women and men hired, trained and promoted across various employment categories. They then analyse these figures to uncover any underlying gender inequality issues, explains Dr Susan Pond, a SAGE program leader and adjunct professor in engineering and information technologies at the University of Sydney. Finally, participating organisations develop a sustainable four-year action plan to resolve the diversity issues that emerge from the analyses.

Women occupy fewer than one in five senior researcher positions in Australian universities and institutes, and there are almost three times as many male than female STEM graduates in the highest income bracket ($104K and above). The Australia’s STEM Workforce report found this wealth gap is not accounted for by the percentage of women with children, or by the higher proportion of females working part-time.

There are, however, some opportunities revealed by the report. While only 13% of engineering graduates are female, 35% of employees with engineering degrees are female, so a larger proportion of women engineers are finding jobs. Across all sectors, however, employment prospects for STEM-qualified women are worse than for non-STEM qualified women – a situation that’s reversed for men.

Part of the problem is that graduates view academic careers as the only outcome of a STEM degree – they aren’t being exposed to careers in industry and the corporate sector, says Dr Marguerite Evans-Galea, a senior research leader at the Murdoch Childrens Research Institute and co-founder of Women in Science Australia.

“There are so many compounding issues in the academic environment: it’s hypercompetitive, you have to be an elite athlete throughout your entire career,” she says. “This impacts women more because they are often the primary caregivers.”

An increased focus on diversity in STEM skills taught at schools, however, is changing the way women relate to careers in the field, Marguerite says.

“There are opportunities for women because, with diversified training, we can realise there is a broad spectrum of careers. A PhD is an opportunity to hone your skills towards these careers.”

In the workforce, more flexible work arrangements and greater technical connectivity are improving conditions for women at the early-career level but, as Marguerite points out, there is still a bottleneck at the top.

“I’m still justifying my career breaks to this day,” she says. “It’s something that travels throughout your entire career – and this needs to change.”

Part of the issue is the way we measure success, as well as gender disparity, on career and grant application review panels – and this won’t change overnight.

“How we define merit may be different if there are more women in the room,” Marguerite adds. “There will be a more diverse range of ideas. Collaborations and engagement with the public may be valued more, as well as your ability to be an advocate and be a role model to other women in STEM. Paired with essential high-quality research, it could provide a broader lens.”

-Heather Catchpole

This article was first published on Postgraduate Futures on 29 May 2016. Read the original article here.