2013 - 2015 Pacesetters

Adrienne Harrell

Adrienne Harrell, Director of Undergraduate Student Affairs

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Improving the first course can appeal to a broader demographic (not just women) by teaching computing in context and showing how computing skills can be is applied to disciplines such as healthcare, disabilities, or the arts. Such introductory courses introduce computational thinking skills (as opposed to just the mechanics of coding), keep students engaged, and increase retention in the major.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Outreach and programs that target middle and high school girls are important because they engage girls before they lose interest or decide to pursue other fields. Programs such as the NCWIT Award for Aspirations in Computing and Dot Diva provide encouragement, inspiration, and community to young women that can influence career decisions.

Sometimes it's helpful to look externally for new pools of talent and introduce them to computing fields and careers. This can include offering new majors or creating interdisciplinary majors that allow students to combine computing skills with a variety of fields that interest them, or providing training to current employees that allows them to switch to a technical track.

Organization Name: 
University of California - Santa Cruz
Organization URL: 
http://www.cs.ucsc.edu/

Over the last 18 months, the number of women majoring in computer science at the University of California at Santa Cruz (UCSC) has increased by 40%. Faculty and staff at the Jack Baskin School of Engineering (JBSOE) have introduced a number of initiatives to encourage greater participation of women in computing on campus.

We are reaching out to middle school girls with a summer camp called "Girls in Engineering", which focuses computer science and engineering. Through our participation in the Bay Area Affiliate of the NCWIT Award for Aspirations in Computing, we are encouraging high-school-age young women to pursue computing and establishing UCSC as a women-friendly place to study computing. An outreach "road show" is designed to influence more young women to consider computer science as a college option.

Our NSF-funded scholarship program targets financially disadvantaged students, especially women, and includes a unique live-and-learn community and shared curriculum in the first year. We also are reaching out to women already at UCSC through the redesign of an entry-level course and an advertising campaign we call "Project Awesome." Project Awesome is an aggressive "in-reach" program targeting first- and second-year women with brochures mailed to their homes, welcome events on campus, and a website (http://awesome.soe.ucsc.edu) that provides encouragement and incentive to study computing.

Hear Adrienne tell the University of California Santa Cruz Pacesetters story: http://sitwithme.org/your-story/?story=1306.

Alix Hughes, Diversity Program Leader

Organization Name: 
Amazon

Amazon is new to Pacesetters and currently working on selecting a Net New Women Goal.  Amazon strives to be Earth's most customer-centric company where people can find and discover virtually anything they want to buy online. By giving customers more of what they want - low prices, vast selection, and convenience - Amazon.com continues to grow and evolve as a world-class e-commerce platform.

 

Alka Harriger

Alka Harriger, Professor Computer Information Technology

Strategies: 

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Organization Name: 
Purdue University

Purdue University aims to have a specific number of Net New Women in both of their computing programs along with a higher graduation rate for both programs. We plan to improve retention to raise the number of female students graduating to pursue careers in computing-related fields.  Purdue University has a tradition of ethical conduct spanning its history. As a land-grant institution, they demonstrate their responsiveness to their constituencies and extend to them access to their knowledge resources. They nurture relationships with other partners in education who support their vision or join us to foster common interests. They integrate their mission with their responsibilities. They contribute their knowledge resources impartially in serving their public purposes. As faculty, students, staff, and administrators, they are a community of dedicated learners, scholars, professionals, and practitioners - all contributing their talents to uphold their standards, and improve themselves and the broader community in which they live and work. Their responsibilities and obligations toward the advancement of learning, discovery, and engagement in the University and in Indiana extend to their nation and the world.

Amy Gurley

Amy Gurley, SVP, Global Women in Technology & Operations

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Sometimes it's helpful to look externally for new pools of talent and introduce them to computing fields and careers. This can include offering new majors or creating interdisciplinary majors that allow students to combine computing skills with a variety of fields that interest them, or providing training to current employees that allows them to switch to a technical track.

Organization Name: 
Bank of America
Organization URL: 
http://www.bankofamerica.com

Bank of America has a Pacesetters goal to increase the percentage of women hired into the Technology Analyst and Development Program recruited from US-based colleges and universities.  Bank of America is leveraging the relationship with NCWIT and the Award for Aspirations in Computing.  As the national sponsor of the NCWIT Award for Aspirations in Computing, the bank as provided significant financial and in-kind support that has helped create a robust, prestigious nationwide program.  Over the last two years, the bank has hired some of these award winners as interns and looks forward to supporting their journey into the workforce.

Bank of America is one of the world's largest financial institutions, serving individual consumers, small and middle market businesses and large corporations with a full range of banking, investing, asset management and other financial and risk-management products and services. Bank of America is dedicated to encouraging a diverse, inclusive workplace where all employees have the opportunity to achieve personal success and contribute to the growth of our business. In addition to promoting professional women's development through the employee network LEAD (Leadership, Education, Advocacy and Development) for Women, there are also several line of business advocacy groups. Women in Technology & Operations (WIT&O) is one such group whose mission is to attract, develop and retain female talent in technology and operations at Bank of America by providing a strong community of support and changing the environment to enable women to make a meaningful difference at the company.  The WIT&O program began in 2005 with chapters in New York and Charlotte and has grown steadily to include 15 chapters in five countries.  Global membership has doubled from 1500 to over 3000 in two years.

 



 

Bob Beck, Professor, Chair Department of Computing Sciences

Strategies: 

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
Villanova University
Organization URL: 
http://csc.villanova.edu

Villanova University has set a goal to increase the number of undergraduate women enrolled in the computer science major by January 2015. We will do this by making personal calls to women accepted to the computer science program at Villanova, posting information about computing around campus, developing information materials for the Career Services Office and faculty advisors.

Carol Frieze, Director, Women@CS

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
Carnegie Mellon University

Carnegie Mellon University aims to sustain the growth in the numbers of women in the undergraduate and graduate CS programs that we’ve witnessed over the past few of years. We hope to maintain the high levels of retention and graduation of women in computing programs at CMU. We will build a social community, offering mentoring and leadership and professional skills opportunities to women and continue to reach out to K-12 STEM educators, families and students through Outreach programs: Roadshows, TechNights, Sci-Tech, CS4HS. We plan to encourage current CS female undergraduate students to reach their full potential by seeing the possibilities of graduate school through “What is Research” panels, the OurCS workshop, Grad/Ugrad sisters. We expect to see more CS undergraduate women in leadership roles such as TA’s, RA’s and freshmen orientation counselors. Through surveys and interviews we will be ale to monitor these specific goals and sustain a culture and environment in which both men and women can thrive. In all these ways we wish to be able to support the valuable role played by Women@SCS in all of the above goals.

Cedric Stallworth

Cedric Stallworth, Assistant Dean, Office of Outreach, Enrollment & Community

Strategies: 

Sometimes it's helpful to look externally for new pools of talent and introduce them to computing fields and careers. This can include offering new majors or creating interdisciplinary majors that allow students to combine computing skills with a variety of fields that interest them, or providing training to current employees that allows them to switch to a technical track.

Organization Name: 
Georgia Institute of Technology
Organization URL: 
http://www.cc.gatech.edu/

Georgia Tech has worked hard to level the playing field for women in computing, but there is still much work to be done. Georgia Tech seeks to become a national leader in graduating underrepresented students, and we believe our existing efforts here will also increase our number of net new women.

We are increasing the number of net new women by directly leveraging the strength of our graduate programs and our many relationships with a number of undergraduate institutions. We are using the College of Computing's transfer and dual degree programs as a mechanism for increased diversity. In partnership with local women's colleges, we are establishing a dual degree pipeline in computing and we have extended this to include partnerships with two-year colleges, some of which are increasingly sending transfer students to Georgia Tech. This initiative is focused on steering women who might have some interest in advanced computing, but who don't see an immediate path, into computing majors and degrees. We also are partnering with undergraduate institutions to provide dual degrees for students attending schools with no undergraduate computing degree programs.

Hear Cedric tell the Georgia Tech Pacesetters story: http://sitwithme.org/your-story/?story=1312.

Charlie McDowell, Associate Dean, Professor

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Improving the first course can appeal to a broader demographic (not just women) by teaching computing in context and showing how computing skills can be is applied to disciplines such as healthcare, disabilities, or the arts. Such introductory courses introduce computational thinking skills (as opposed to just the mechanics of coding), keep students engaged, and increase retention in the major.

Outreach and programs that target middle and high school girls are important because they engage girls before they lose interest or decide to pursue other fields. Programs such as the NCWIT Award for Aspirations in Computing and Dot Diva provide encouragement, inspiration, and community to young women that can influence career decisions.

Organization Name: 
University of California - Santa Cruz
Organization URL: 
http://cs.soe.ucsc.edu/

To reach our Pacesetters goal, the University of California-Santa Cruz will conduct a summer camp for middle school girls, support the Bay Area Affiliate of the NCWIT Aspirations in Computing Award, make regular visits to local area middle and high schools with a “Road Show,” work to improve the “Introduction to Computer Science” course and bring it into alignment with the national “Computer Science: Principles” course, and further develop our overall effort to recruit and retain more 1st year females in CS which we have named, “Project Awesome.” We recognize the importance of working towards goals that will generate long term results and these projects will do so by educating women about how a career in computing can be compatible with their personal goals and interests, introducing alternative programming courses, launching an information brochure, inviting female students to information sessions that also is informative about the nature of a CS major, and hosting social events that will change the image of the CS community.

Charmy Ruparel, Program Manger, Diversity & Inclusion

Organization Name: 
Symantec Corporation
Organization URL: 
http://www.symantec.com

Diversity at Symantec embodies all the differences that make us unique individuals.  Just as their customer base is infinitely diverse, so is their workforce.  They believe a commitment to diversity and creating an inclusive work environment are the keys to unlocking every person's optimum potential. Their diversity is their greatest strength and is a business imperative tied directly to their bottom line. Symantec sponsors several NCWIT initiatives, including the Student Seed Fund and the Affinity Group Alliance.

 

Cheryl Swanier

Cheryl Swanier, Associate Professor

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Improving the first course can appeal to a broader demographic (not just women) by teaching computing in context and showing how computing skills can be is applied to disciplines such as healthcare, disabilities, or the arts. Such introductory courses introduce computational thinking skills (as opposed to just the mechanics of coding), keep students engaged, and increase retention in the major.

Organization Name: 
Fort Valley State University

At Fort Valley State University, it is our goal to recruit students in computing via First Course Experience and Community Outreach. We have computing faculty to speak to freshmen students, particularly those who are undecided majors about their future aspirations and give a presentation on the interesting things that computer scientists create and are able to achieve, instead of focusing only on programming. This includes introducing the students to websites and mobile applications. In addition, we are working with the local middle school and high school to peak their interest in computing in an effort to create a pipeline from secondary education to higher education in computing. This is being accomplished by providing topic specific workshops such as Introduction to Robotics or Website Development. These workshops are held at FVSU to give students a memorable on-campus experience. We believe sparking the interests of females this way will help the success of our recruitment process.

Christina Wujek, IT Recruiting Consultant at Governor's Office of Information Technology

Strategies: 

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
State of Colorado - Governor's Office of Technology OIT
Organization URL: 
http://www.colorado.gov/oit

The Colorado Governor’s Office of Information Technology (OIT) intends to increase the number of tecnical women in their organization. We have identified a group of women in our workforce who are in a position to be developed into ‘hi-potential’ future leaders for OIT and are currently working on a succession plan to ensure they continue to contribute as an important part our technial organization. Our goal for Pacesetters is to incorporate into OITs Playbook Initiatives for Fiscal Year 2014, a strategy to refine OITs talent review process by ensuring that eligible women are identified and offered leadership coaching, mentoring and/or training and maintain that percentage through the next two years. This goal allows OIT to be progressive in our attempt to be a place where women want to work and are recognized for their contributions.

Crystal Eney, Director of Student Services

Strategies: 

Improving the first course can appeal to a broader demographic (not just women) by teaching computing in context and showing how computing skills can be is applied to disciplines such as healthcare, disabilities, or the arts. Such introductory courses introduce computational thinking skills (as opposed to just the mechanics of coding), keep students engaged, and increase retention in the major.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Organization Name: 
University of Washington

For our 2013-2015 Pacesetters goals, The University of Washington continues recruitment efforts focused on early-college women: recruiting a higher percentage of incoming female freshmen to UW CSE, and retaining strong women throughout our introductory programming course series. 

In the past two years, we greatly increased our outreach to middle school and high school women through our DawgBytes http://www.cs.washington.edu/outreach/k12/ program.  DawgBytes includes summer camps, programming competitions, and hosting an NCWIT Aspirations Award Ceremony at our university.  We also reach out to influential teachers through our Inspirational Teachers Banquet and CS4HS (Computer Science for High Schools) workshops every summer, encouraging the K-12 community to cultivate technical interests in their students, and to send their strong men and women to our program.

Finally, more narrowly, we continue to work on our initial Pacesetters goal of retaining women in our introductory programming sequence, and encouraging them to pursue a CSE major.  Of high-performing students in intro programming, women are less likely to continue to the second course in the series than men. We are committed to solving this problem, and encouraging more to continue into the field of computing.  Our approach includes many of the efforts detailed in our initial Pacesetters plan: targeted outreach from Teaching Assistants to high-achieving women, emails from advising staff directly to the women doing well in the course, and invited teas where strong performing women have an opportunity to talk with young women in industry, faculty, and staff in our department. 

By expanding our focus to include middle school and high school outreach, along with ongoing retention efforts in our introductory programming courses, we hope to move the needle ever closer to achieving and surpassing our goal of 30% women in CSE.

Dalene King

Dalene King, Senior Diversity & Inclusion Program Manager

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Organization Name: 
Microsoft

At Microsoft, we believe a diverse workforce is key to driving continued innovation. Through cultivating an inclusive environment, we strive to capitalize on the ideas and perspectives of our talent to create the most innovative products, best business solutions, and ideal services for our global customers. As part of this commitment, Microsoft embarked on a partnership with the NCWIT to grow the number of women in computing technology in the industry.

Our approach focuses on three internal programs with the goal of increasing our overall representation. The first program supports the movement of college students into the industry through internships starting at the freshman and sophomore level. The second builds upon our current on-boarding programs by connecting new female hires to others in the company who help support their success at Microsoft. The third program centers on creating a global women’s community at Microsoft for women who deliver technical services and support to customers in the field. Over the last year, this third program focused on raising the visibility of the contributions these technical women provide to Microsoft and the industry, ultimately enhancing their own career advancement and showcasing them as role models for others.

Hear Dalene tell the Microsoft Pacesetters story: http://sitwithme.org/your-story/?story=1305.

Debra Richardson

Debra Richardson, Ted and Janice Smith Family Foundation, Dean of Donald Bren School of Information and Computer Science

Strategies: 

Improving the first course can appeal to a broader demographic (not just women) by teaching computing in context and showing how computing skills can be is applied to disciplines such as healthcare, disabilities, or the arts. Such introductory courses introduce computational thinking skills (as opposed to just the mechanics of coding), keep students engaged, and increase retention in the major.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Sometimes it's helpful to look externally for new pools of talent and introduce them to computing fields and careers. This can include offering new majors or creating interdisciplinary majors that allow students to combine computing skills with a variety of fields that interest them, or providing training to current employees that allows them to switch to a technical track.

Organization Name: 
University of California - Irvine
Organization URL: 
http://www.ics.uci.edu/

At the Bren School of ICS at the University of California Irvine, we are encouraging undeclared freshman (with a focus on women) to enroll in one or more of our non-major classes and then complete one or more of our minors or transfer into one of our majors. We reach out to non-majors and "advertise" our introductory courses and the importance of being computationally fluent in the 21st century. We "market"" to undergraduate students who are already enrolled in their non-major courses about the opportunities for both minoring and majoring in computing-related disciplines. UCI also offers computing-related workshops to middle and high school girls - such as AppJams teaching them to develop mobile applications for STEM education targeted at young children. Our experience is that these fun, relevant workshops engage students in the learning process and this may result in students joining ICS@UCI, or may result in them pursuing computing majors at other institutions.

Hear Debra tell the University of California, Irvine Pacesetters story: http://sitwithme.org/your-story/?story=1287.

Dori Farah

Dori Farah, Graduate Recruitment Manager

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Outreach and programs that target middle and high school girls are important because they engage girls before they lose interest or decide to pursue other fields. Programs such as the NCWIT Award for Aspirations in Computing and Dot Diva provide encouragement, inspiration, and community to young women that can influence career decisions.

Organization Name: 
Syracuse University - School of Information Studies (iSchool)
Organization URL: 
http://ischool.syr.edu

Our Pacesetters journey began with Syracuse University’s Chancellor Nancy Cantor kicking off the Syracuse University Sit With Me campaign, affirming our commitment to act as an entry point and springboard for women interested in the STEM disciplines. With the Chancellor’s visionary charge, our iSchool Dean, Liz Liddy’s, support, and our countless champions amongst our faculty, staff and –most importantly – students, the iSchool is implementing a number of special initiatives to meet our Pacesetters goal: to increase female enrollment by 15% at the undergraduate B.S. and graduate M.S. degree levels by January 2015.

To build awareness overall, we’ll be continuing the Sit With Me campaign, updating our website, and collaborating with our Women in Information Technology student groups on special campaigns to the campus and community. At the undergraduate level, we are continuing our It Girls Overnight Retreat program – a slumber party meets hack-a-thon designed to engage, inspire, and celebrate high school women and their potential in IT – and the NCWIT Aspirations in Computing Upstate NY Affiliate Award. At the graduate level, we look forward to meeting outstanding graduate school candidates through our sponsorship at the Grace Hopper Celebration of Women in Computing Conference and on the road at new university graduate school fairs.

Gloria Townsend

Gloria Townsend, Professor of Computer Science

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Organization Name: 
DePauw University

DePauw University has set a goal to increase the numbers of graduating computer science majors by leveraging the large minors' pool in two ways.  First, we are expanding the pool by employing a strategy developed in our first-round NCWIT seed grant:  The "content preview", a strategy in which we send an invitation to all first-year women (immediately preceding fall and spring registrations) and offer to teach the concepts necessary to complete the first Computer Science I laboratory.  We work through the laboratory in a just-in-time fashion, using female role-models (who are upper-class student majors) as individual instructors for each small group of first-year women.  Instead of encouraging only majoring in computer science as an outcome of the "content preview" events, we now also stress minoring.  Our second in-reach strategy is to implement targeted recruiting of women who plan to minor in computer science to participate in the many activities we offer for female majors, as encouragement for extending the computer science minor to a major.

DePauw University joins Pacesetters as its first small liberal arts school. Liberal arts institutions provide especially effective climates in which to nurture female students: Undergraduate students receive the kinds of opportunities normally reserved for graduate students at large research universities, and professors maintain close relationships with students in classrooms with very low student-to-faculty ratios. Accordingly, DePauw graduated many female computer science seniors between 1988-2012. A number of programs contribute to DePauw's success of graduating female computer science majors such as, a longstanding ACM-W Chapter, student and faculty attendance at Grace Hopper Celebrations and ACM-W small regional conferences; encouraging women to serve as laboratory and in-class teaching assistants and tutors; and adhering to NCWIT best practices such as student encouragement, stressing that the mind is elastic, and emphasizing the importance of practice. DePauw will continue to implement these programs to ensure the continual success of our computer science women.

Greg Greenstreet, VP Engineering

Strategies: 

Sometimes it's helpful to look externally for new pools of talent and introduce them to computing fields and careers. This can include offering new majors or creating interdisciplinary majors that allow students to combine computing skills with a variety of fields that interest them, or providing training to current employees that allows them to switch to a technical track.

Organization Name: 
Gnip
Organization URL: 
http://www.gnip.com

Hesham Ali, Dean of College of Information Science and Technology

Strategies: 

Improving the first course can appeal to a broader demographic (not just women) by teaching computing in context and showing how computing skills can be is applied to disciplines such as healthcare, disabilities, or the arts. Such introductory courses introduce computational thinking skills (as opposed to just the mechanics of coding), keep students engaged, and increase retention in the major.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Organization Name: 
University of Nebraska Omaha
Organization URL: 
http://www.ist.unomaha.edu/

The University of Nebraska-Omaha set a goal to increase the percentage of female students enrolled in each of our five programs. We will implement two strategies to attract women to our programs. First, we are designating tutors for women in our current intro courses who have little experience with programming.  We are planning to impement NCWIT promising practices for these introductory courses to teach our students computing principles as well as provide encouragement for them to consider technology as a potential major. We expect that some students will be attracted to our interdisciplinary majors such as IT Innovation and Bioinformatics.  Second, we intend to pair female students with professional men and women who will mentor and help them develop skills, identify university/college resources, and learn about career opportunities in information technology. We plan to develop a learning community to connect and encourage these women as they pursue IT degrees.

Ignatios Vakalis

Ignatios Vakalis, Chair, Department of Computer Science

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Improving the first course can appeal to a broader demographic (not just women) by teaching computing in context and showing how computing skills can be is applied to disciplines such as healthcare, disabilities, or the arts. Such introductory courses introduce computational thinking skills (as opposed to just the mechanics of coding), keep students engaged, and increase retention in the major.

Organization Name: 
California Polytechnic State University, San Luis Obispo
Organization URL: 
https://www.csc.calpoly.edu/

At Cal Poly San Luis Obispo, students in computer science and software engineering expressed interest in learning more technologies in context and application, beginning very early in their major. In 2010 we revised our first-year course selections, so that now students can choose a flavor from a menu of an introductory computing course. Current flavors include:  Game Design, Mobile App Development, Robotics, Music Composition, and Computational Art. We are working on adding: Cybersecurity and Data Analytics. These courses reflect the evolution of computing instruction by giving students choices in their introductory class, teaching "algorithmic thinking," using context to draw students in and keep their interest, and implementing project-based learning in a group environment. Initial results show that this approach has been especially popular and effective with female students.

Cal Poly also has emphasized opportunities for women in computing to develop visibility for themselves and the field. Our Computer Science Department promotes the women in computing student club, runs a speaker series, and established a mentoring mechanism for female students. The department provides outstanding support to female students for attending and participating the annual Grace Hopper Celebration of Women in Computing conference (32 female students attended and Grace Hopper conference in Oct 2013; a record number for a public University). The department has successfully hosted three “NCWIT Awards for Aspirations in Computing” for high school girls and will continue this commitment.  Our recruitment efforts have been substantially enhanced with the dedicated efforts of our female majors who are visiting their former high schools, using NCWIT road show materials, to ignite the passion of prospective female students.

Hear Ignatios share the Cal Poly San Luis Obispo Pacesetters story: http://sitwithme.org/your-story/?story=1294.

Jennifer Goldman, Director, Recruiting

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
Return Path, Inc.
Organization URL: 
http://www.returnpath.com

Return Path, Inc. will increase their use of social media including Twitter and Facebook to attract techncial women. We are working on stronger partnerships with local colleges for targeted recruiting, and have recently done extensive surveys to better understand what technical women at Return Path want and need. We've held workshops to increase awareness internally about unconscious biases and communicating out to the broader organization what we are doing as an NCWIT Pacesetters team and our goals for Net New Women.

Jim Cohoon

Jim Cohoon, Professor

Strategies: 

Improving the first course can appeal to a broader demographic (not just women) by teaching computing in context and showing how computing skills can be is applied to disciplines such as healthcare, disabilities, or the arts. Such introductory courses introduce computational thinking skills (as opposed to just the mechanics of coding), keep students engaged, and increase retention in the major.

Outreach and programs that target middle and high school girls are important because they engage girls before they lose interest or decide to pursue other fields. Programs such as the NCWIT Award for Aspirations in Computing and Dot Diva provide encouragement, inspiration, and community to young women that can influence career decisions.

Organization Name: 
University of Virginia
Organization URL: 
http://www.cs.virginia.edu/

Computer Science at the University of Virginia is committed to an environment where diverse, capable, inspired individuals can collaborate to learn and advance knowledge. Our reasoning is trifold: we wish to be a model in reaping and sharing the benefits of diversity; we seek to enhance our intellectual and creative environment; and we expect to better produce happy, capable, and broadly-educated graduates.

To support our vision we have three undergraduate programs: B.A. and B. S. degrees in Computer Science, and a B.S. degree in Computer Engineering. These offerings allow our students flexibility to tailor their education towards their careers goals. We call our "Net New Women" goal 30-30-30. We want female undergraduate and graduate participation in computing to reflect their overall school demographics of 30%. It is also our intention to see the percentage of women faculty exceed 30%. To help us achieve a diverse, well-qualified undergraduate body we actively recruit with career nights and with three first-year course offerings. Although all offerings prepare students for immediate entry into secondary courses, they differ in pedagogy and intended audiences, from the inexperienced to the experienced. These practices are achieving results. Our major graduation rates are projected to climb from a historic high of 15% to over 25% women.

See Jim's University of Virginia Pacesetters story: http://sitwithme.org/your-story/?story=1426.

Josh Ashton

Josh Ashton, Director of People

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
SendGrid
Organization URL: 
http://www.sendgrid.com

SendGrid is a cloud-based email technology company headquartered in Boulder, CO.  We are a proud member of NCWIT, the Entrepreneurial Alliance, and the Pacesetter program.  We are firm believers and champions of changing the ratio of women in computing.



There are a few key areas in which we are trying to move the needle.  First, is increasing our community involvement by championing and participating in various women-in-tech groups such as NCWIT, LadyCoders, Grace Hopper, Girl Geek Dinners, Railsbridge, the Syracuse IT Girls, and Girl Develop IT, amongst others.  Second, we are focusing our efforts internally at SendGrid by educating our employees on the issue, how they can get involved, starting roundtable discussions, and then modifying our office environment, recruiting & hiring processes, and any employment language all to be gender neutral.  Finally, we are encouraging and building a platform for our current employees, specifically our amazing technical women, to share their story, so that the pipeline of future and current technical women stays strong.



As NCWIT leaders say, it’s a marathon not a sprint, but we hope that in our efforts we can help set the pace!

Laura Robinson, Chair

Strategies: 

Sometimes it's helpful to look externally for new pools of talent and introduce them to computing fields and careers. This can include offering new majors or creating interdisciplinary majors that allow students to combine computing skills with a variety of fields that interest them, or providing training to current employees that allows them to switch to a technical track.

Organization Name: 
University of Denver - The Women's College

The University of Denver has set a goal to establish relationships with community colleges within their pipeline and participate in their on-campus recruiting and leadership events; and become involved with local NCWIT/SWE/STEM events for girls. We are hopeful that we will see some early results and recruit new students from community colleges in the 2014/2015 academic year.

Leanne Smullen, VP Marketing

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
SpotXchange
Organization URL: 
http://www.spotxchange.com

At SpotXchange, we are committed to recruiting and retaining women in technology.  As a Pacesetter, we have aggressive goals to hire more women engineers, and we’re well on our way to exceeding our Pacesetter goals by 2015.  We're proud to let women know we’re a company that is hiring engineers, and we pay close attention to the number of women we hire.  We host events at our office like Girl Geek Dinners and Women Who Code, to introduce local women to SpotXchange and show them the fun, team-oriented environment we work in every day.  We communicate using social media to let people know that we’re a company that values diversity and that we’re actively seeking the best candidates; we want as many women engineers as possible to be part of our team! 

SpotXchange was a founding member of the NCWIT Entrepreneurial Alliance, and was the first to purchase a red chair in support of the Sit With Me initiative, which was created by members of NCWIT to promote awareness of the importance of having women in technology by taking a seat to take a stand in their iconic Red Chair. Our leadership team at SpotXchange supports women in technology too. Both our CTO and VP of Engineering are committed to the NCWIT and Pacesetter vision, and as a team we're eager to continue an honest and open conversation about challenges and hopes for the future of women in tech.

Read more about the handful of ways SpotXchange leads the way as a startup focused on hiring and retaining technical women:   http://www.spotxchange.com/women-in-it/

Lee Wills-Irvine, Senior Manager, Human Resources and Global Workforce Inclusion

Organization Name: 
Qualcomm

Linda Ott, Professor, Computer Science

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Outreach and programs that target middle and high school girls are important because they engage girls before they lose interest or decide to pursue other fields. Programs such as the NCWIT Award for Aspirations in Computing and Dot Diva provide encouragement, inspiration, and community to young women that can influence career decisions.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
Michigan Technological University
Organization URL: 
http://www.mtu.edu/cs/

As a Pacesetter, Michigan Technological University is committing to a full-force, multi-pronged approach to achieving our short-term goal of doubling the number of women enrolling in our undergraduate computing programs. We are implementing a summer camp aimed at high school women, developing activities to be used in local and traveling outreach programs, creating materials describing the opportunities available with a degree in Computer Science (CS), a Discover CS day on campus, utilizing alumnae as role models, and collaboration with industry partners interested in expanding the pipeline. In addition, we are working with our admissions staff to ensure they are well-equipped to influence young women to pursue computing careers.

Lisa Lee

Lisa Lee, Manager, Diversity Recruiting

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
Facebook, Inc.
Organization URL: 
http://www.facebook.com
Facebook's Pacesetters goall is largely focused on growing the percentage of our engineering organization's female hires and looking closely at retaining these women. We plan to do this through a variety of means: we have already started to raise awareness with managers and directors about the importance of diversity hiring, specifically around technical women. We are currently building a dedicated team responsible to work with our technical recruiting teams across the business. We are working closely with our communications team to make sure that our brand is inviting to technical women and we are hosting meetups for women at our technical conferences. Through these efforts Facebook expects to raise the percentage of female engineers.

 

 

Lori Wilson

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
Intel Corporation
Organization URL: 
http://www.intel.com/careers

At Intel, our Women’s initiative strives to create an environment where women can have meaningful careers as individuals contributors, managers and leaders, and delivers programs to connect, inspire and advance women at Intel.  Our female executives are visible, proactive role models who sponsor emerging female leaders through the Extend Our Reach program.  The Women at Intel Network (WIN) is an employee resource group with 22 chapters located all over the world and plays a key role in development of women by offering monthly webinars, speaker series and hosts an annual conference and bi-annual global virtual conference. Other successful programs include Command Presence Workshop, Women’s Principal Engineer & Fellows Forum.

The Women’s Initiative partners with Intel Foundation supporting initiatives focused on Women & Girls in STEM. She Will is a focused campaign created by Intel to empower girls and women around the world by fostering equal economic and educational opportunities. Intel Corporation is also the founding strategic partner for the 10x10 global action campaign for girl’s education which recently released the feature-length movie Girl Rising.

Other programs we conduct include robotic competitions where we provide mentors for all-girl teams, science competitions that are open to girls in regions throughout the word, and Intel Math which helps supplement mathematics training for teachers who in turn can help students build confidence in their math skills in the critical elementary years.

Maureen Biggers

Maureen Biggers, Director, IU Center of Excellence in Technology (CEWiT)

Strategies: 

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Faculty, admissions staff, counselors, parents, mentors, managers, and peers are all powerful influencers of women's decisions to enter or stay in a technical career. Influencing the influencers provides an inflection point for causing them to consider their own biases or perceptions, and helping them encourage more women to pursue technical careers.

Organization Name: 
Indiana University

The School of Informatics and Computing at Indiana University doubled the number of female undergraduate majors, from 75 to 150 in 18 months. With strong support from the dean, we did it by using an engaging, research-based systemic change model promoted by NCWIT, and having a clear goal and a comprehensive strategic plan. Initiatives included faculty focus on best practices in pedagogy, programs to increase student success and retention, understanding our students and using that understanding in targeted marketing initiatives, community development to increase sense of belonging, and leveraging the power of parents and peers. It takes a village and this IU Village is now committed to the challenge of doubling it again to 300 female undergraduates in 2014!

Hear Maureen tell the Indiana University Bloomington Pacesetters story: http://sitwithme.org/your-story/?story=1301.

Natasha Veltri, Assistant Professor

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

Improving the first course can appeal to a broader demographic (not just women) by teaching computing in context and showing how computing skills can be is applied to disciplines such as healthcare, disabilities, or the arts. Such introductory courses introduce computational thinking skills (as opposed to just the mechanics of coding), keep students engaged, and increase retention in the major.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Organization Name: 
University of Tampa
Organization URL: 
http://www.ut.edu/mis

The Information & Technology Management department at the University of Tampa offers two majors: Management Information Systems (MIS) accredited by ABET’s Computing Accreditation Commission using the Information Systems criteria and Financial Enterprise Systems (FES). We joined the NCWIT Pacesetters program in January 2013 to use best practices to increase enrollment of females in the MIS program by 50 percent. We are using an in-reach strategy by focusing on female students who are already at the University of Tampa. On campus events introduce students to career opportunities in IT, dispel stereotypes and showcase successful female IT professionals.  Partnerships with local information systems professional associations provide many opportunities for student interaction with the IT community and female role models. Our faculty members and student leaders of the UT Technology Club serve as ambassadors and discuss the MIS major with other students in classes and on campus. Additionally, professors invite female guest speakers to introductory MIS classes and personally encourage female students to pursue career opportunities in the IT field. We hope that these efforts will allow us to spread the word about opportunities in IT field, and identify and provide one-on-one encouragement to students to pursue IT-related majors.

Randall Lane

Randall Lane, Senior Leader - Global Inclusion & Diversity

Organization Name: 
Cisco Systems, Inc.
Organization URL: 
http://www.cisco.com

Cisco hardware, software, and service offerings are used to make networks possible by providing easy access to information. Cisco enables people to make powerful connections with businesses, schools, and influential individuals.  Cisco is dedicated to supporting women business owners handle any obstacles they are confronted with. The company does this through sponsorship and installment of networks. Specifically, Cisco funds "Make Mine a Million $ (Dollar) Business," a program offering women business loans. This program aims to build a community of one million women-owned businesses earning $1 million or more in annual revenue. Within NCWIT, Cisco contributes to the funding of the Workforce Alliance.

Ruth Davis

Ruth Davis, Lee and Seymour Graff Professor of Computer Engineering; Associate Dean for Undergraduate Engineering

Strategies: 

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Organization Name: 
Santa Clara University

At Santa Clara University, we are committed to engaging and retaining young women in our computing programs. We track our female computing majors as they enter their junior year; counting students in their junior year will be a measure of our success in both recruitment and retention. Our goal for fall of 2013 is to have 35% of our computing majors be female.

Santa Clara has implemented a volunteer tutoring program that helps both the tutors and their students. We have increased our support for existing women students by sponsoring several of them to attend the Grace Hopper Celebration of Women in Computing conference each year, along with the Anita Borg Institute for Women and Technology Women of Vision banquet. We host a luncheon for female computing majors on the first day of finals, and we celebrate all of our female engineering students at our "Women in Engineering" dinner every year, where we encourage them to sign up for MentorNet. Each fall Santa Clara tracks the number and gender of students entering and staying in computing majors; likewise, each term that our tutoring program is in place, we track the number of tutor and student pairs, and survey the students about the benefits they feel they've received.

Hear Ruth tell the Santa Clara University Pacesetters story: http://sitwithme.org/your-story/?story=1300.

Scott McCrickard

Scott McCrickard, Associate Professor, School of Computer Science

Strategies: 

Partner with existing groups (company affinity groups, supervisory groups, local community organizations) to offer opportunities that women weren't aware of and to recruit and advance women into computing fields. This may involve efforts to change the image of computing or improving how the organization celebrates women's technical contributions and accomplishments.

In-reach means looking more closely at the women already on campus and those already working in your company to recruit from the inside. Women already connected to your organization can be motivated to study CS / IT majors or take on variety of technical corporate jobs when they receive direct motivation to do so.

Sometimes it's helpful to look externally for new pools of talent and introduce them to computing fields and careers. This can include offering new majors or creating interdisciplinary majors that allow students to combine computing skills with a variety of fields that interest them, or providing training to current employees that allows them to switch to a technical track.

Organization Name: 
Virginia Polytechnic Institute and State University
Organization URL: 
http://www.cs.vt.edu/

As an NCWIT Pacesetter, Virginia Tech is providing a positive computing experience for girls in high school by hosting and encouraging applications for the VA/DC Affiliate Aspiration in Computing Award. We have a focus on retention of female students in the CS major through strong support of our Virginia Tech Association for Women in Computing chapter and by offer women numerous scholarships to attend computing-related events with peers including the Grace Hopper and Tapia Conferences. We also continue to see interest in our new "designer minors" that combine CS with other disciplines (ex. business, math, psych, bioinformatics), drawing on populations with higher female/male ratios than engineering. Go Hokies!

Hear Scott tell the Virginia Tech Pacesetters story: http://sitwithme.org/your-story/?story=1296.

Tommy Simpson, Director - IT

Strategies: 

Sometimes it's helpful to look externally for new pools of talent and introduce them to computing fields and careers. This can include offering new majors or creating interdisciplinary majors that allow students to combine computing skills with a variety of fields that interest them, or providing training to current employees that allows them to switch to a technical track.

Organization Name: 
AT&T

AT&T will add a planned number of New Net Women to technical career paths within AT&T in the pre- and early career stages. The number of women added will be compared with the number of women from previous years. This can be achieved hrough improved and expanded recruiting efforts across all technical development programs within AT&T as well as focused training and coaching of non-technical employees that have the aptitude and interest in pursuing a technical discipline.