Workforce

How Can Companies Achieve Organizational Diversity? Establishing Institutional Accountability (Case Study 1)

How Can Companies Achieve Organizational Diversity? Establishing Institutional Accountability (Case Study 1)

Companies that establish organizational accountability for diversity, whether in the form of full-time diversity staff or a diversity task force, are more likely to increase the representation of women and minorities in management than companies that use only mentoring or diversity training programs. Five years ago, Company ABC began the process of establishing formal accountability for diversity because company leaders saw diversity as necessary to retain employees, foster better business practices, compete nationally and internationally, and better respond to client needs.

Women in IT: The Facts

Women in IT: The Facts

Women in IT: The Facts, sponsored by NCWIT's Workforce Alliance, brings together the latest findings from recent research on technical women. This report gives you:

  • The best available data about the current state of affairs for technical women, in a single, easy-to-access resource
  • A summary of the key barriers to women's participation in technology AND promising practices for addressing these barriers
  • Data and tools to support your organization's change efforts
Strategic Planning for Increasing Women’s Participation in the Computing Industry

Strategic Planning for Increasing Women’s Participation in the Computing Industry

This workbook presents guidelines for strategic planning to reach gender parity in technology companies or departments. Key components include: A Blueprint for Sustained Increases in Women’s Participation; Create Your Strategic Plan Using the NCWIT IT Industry Reform Model; Lay the Foundation with Top Leadership Support, Institutional Accountability, and Supervisory Relationships; Build the Ecosystem; Evaluation.

Resources for Retaining and Advancing Mid-career Technical Women Guide

Resources for Retaining and Advancing Mid-career Technical Women Guide

Managers and others can use this guide to find NCWIT resources that will help them create highly-productive, diverse technical teams. Resources are catalogued by the key “change areas” identified in the NCWIT Change Model for Industry: 1) Top Leadership Support, 2) Supervisory Relationships, 3) Recruitment and Selection, 4) Talent Development and Mentoring, 5) Performance Evaluation and Promotion, 6) Support for Competing Responsibilities, 7) Reduction of Subtle Biases, and 8) Ongoing Evaluation.  Space also exists for adding company-specific resources into the guide.

How Does the Physical Environment Affect Women's Entry and Persistence in Computing? Design Physical Space that Has Broad Appeal (Case Study 1)

How Does the Physical Environment Affect Women's Entry and Persistence in Computing? Design Physical Space that Has Broad Appeal (Case Study 1)

The décor of physical spaces conveys messages about the kinds of people who belong there and the kinds of activities that should be done there. Understanding this influence allows us to actively craft an environment that makes a broad range of people feel welcome in computing. 

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