GENDER DYNAMICS IN THE WORKPLACE - Memorial … · GENDER DYNAMICS IN THE WORKPLACE ... Be a role...
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Transcript of GENDER DYNAMICS IN THE WORKPLACE - Memorial … · GENDER DYNAMICS IN THE WORKPLACE ... Be a role...
3
Gender ratios in engineering, Newfoundland 1997
0
0.2
0.4
0.6
0.8
1
UNDERGRAD B.Eng. M.Eng. PhD Faculty P.Eng. industry
MENWOMEN
4
53.8
19.9
4.2
63.9
57.7
0.0
10.0
20.0
30.0
40.0
50.0
60.0
70.0
Science Engineering Marine Institute Arts Total All Faculties
% Female Undergraduate FT Enrollment Fall, 1997
5
Memorial Participation 1997
20% Engineering enrollment
14% B.Eng.
54% Science enrollment
48% B.Sc.55% Biology13.6% Computer Sci.13.6% Physics
6
18.8%
24.2%
0.0% 0.0%
8.0%
16.7%
38.2%
0.0% 0.0%
5.9%
15.5%
4.9%
0%
5%
10%
15%
20%
25%
30%
35%
40%
BIOCHEM.
BIOLO
GYCHEMISTR
YCOMP. S
CIENCE
EARTH S
CI.MATH
. & S
TATS
PSYCHOLOGY
OCEAN SCI. C
ENTRE
DEAN OF S
CIENCE
PHYSICS/ PHYS. O
CEAN.TO
TAL S
CIENCETO
TAL E
NGINEERING
% Fem a le Fac u lty in Sc ien c e & En g in eerin g
7
BRAINPOWER
LEFT BRAIN
➟ linear
➟ focused
➟ logical
➟ analytical
RIGHT BRAIN
❋ networked
❋ big picture
❋ intuitive
❋ creative
15
CHANGING CORPORATE STYLES
➟ production line
➟ shift boss
➟ business unit
➟ market dominance
➟ resource based
➟ conquer wilderness
❋ integrated process
❋ production team
❋ core competency
❋ market development
❋ technology based
❋ impact assessment
16
DIVERSITY ISSUES
■ style exclusion - implicit discrimination– effectiveness– limit potential contribution
■ tradition and resistance to change
■ evaluation and promotion
■ communication - becomes THE issue
17
ISSUES 1
■ Perceptions of Science (reach)– science is difficult/boring/nerdy– not a career which helps people
■ Discrimination – does it exist?– implicit - the diversity factor– explicit - the respect factor
18
ISSUES 2
■ The leaky pipeline (retention)– demographics– diversion– discouragement
■ Significance– role models (+ and -)– symptoms cause
19
DIVERSITY BENEFITS
■ smooth ride on the information sea
■ corporate performance– financial– social
■ technology accessibility
20
WORKPLACE OBJECTIVES
■ professional competence and workplaceeffectiveness
■ recognition for accomplishments andcontributions
■ contribution to society
Reach -elementary
Recruit -high school
Retain -post secondary
PUBLICATTITUDE
parents
teachers
university
Professionalassociations
employers
Publicmedia
PEERS
25
CHANGE STARTS HERE
Workplace traditions
Public attitudes
Institutions
■ Be confident
■ Take initiative
■ Be a role model
■ Take the spotlight
■ Be an inspiration
■ Take leadership