GENDER DYNAMICS IN THEWORKPLACE

Positive Outcomes

F. M.Williams

2

OUTLINE

■ Negative outcomes

■ Work styles

■ Positive outcomes

■ 3 keys

■ The next level

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

8

INTELLECTUALCHARACTERISTICS

leftright

freq

Characteristic x

9

LEFT BRAIN <==> RIGHT BRAIN

communication <==> intelligence?

10

WORK STYLES

■ Problem solving

■ Communication

■ Negotiating

■ Learning

■ Teaching

11

FOCUSED LEARNING

12

INTEGRATED LEARNING

13

PRODUCTION LINE PROCESS

ore

Car

rubber

Ford Motor Co., 1918Rouge Plant, Dearborne

14

INTEGRATED PROCESSconceptworkforce skillsmaterials

supply chaincapital & creditmarket

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

22

3 KEYS

! awareness

! respect

! results

23

STRETCH OBJECTIVE:

BETTER FIT IN THE WORKPLACE

FOR ALL WORKERS

24

CHANGING THE FIT

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

26

SUMMARY■ Gender Dynamics

– awareness

– respect

– results

■ Women Are Leaders– this means you