Targeting Influencers

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.

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.

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.

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/

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!

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.

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, 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.

 

 

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.

Ed Lazowska

Ed Lazowska, Bill & Melinda Gates Chair in Computer Science & Engineering

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: 
University of Washington

University of Washington Computer Science & Engineering (CSE) created a multi-pronged strategy with the goal of adding "net new" women in computing fields. We targeted female freshman honors students with a new course called "Brave New World: Scientific, Economic and Social Impact of CS". We created popular honors sections in our introductory programming courses with the purpose of engaging smart women and getting some of them to add Computer Science & Engineering to their "might be interested in" list of majors. We coordinated our instructors and support staff to ensure consistent, encouraging communication with students (specifically women) in the Intro the Programming class. Emails sent to high achievers suggested that they consider applying for the major; informational "teas" invited women to network with faculty, students, and staff from the department; and a special women's seminar introduced women to the breadth and depth of CSE by visiting local companies, listening to current student panels, seeing research presentations, and talking about their experiences in the courses.

We also are in the early stages of our traveling road show program, in which CSE graduates and undergraduates visit local middle and high schools to show them exciting applications of computer science. The number of women in the University of Washington CSE is about 4% higher now than when we started; since many of our outreach programs target students early in the pipeline, we hope to continue to see our numbers increase over the next few years.

Hear Ed tell the University of Washington Pacesetters story: http://sitwithme.org/your-story/?story=1302.

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.