This resource provides tips mid-career technical women can use to advance their careers.

This card, co-branded by the six founding PACE organizations, explains how computing interests and talents line up with different undergraduate courses of study and the careers that follow.

This resource includes ten important recommendations supervisors can readily adopt to improve retention for all employees. They are particularly useful for retaining women and employees from underrepresented groups.

Increasing your visibility is important for advancing your career. This list includes ten things that highly successful women say they do in order to increase their visibility throughout the company, industry, and technical community.

Part of Counselors for Computing, this card connect students' interests with IT and computing career paths that can be achieved through enrollment in a university or four-year college. Degree programs are linked to job titles, projected growth, and wages. Counselors for Computing (C4C) is a project of the NCWIT K-12 Alliance, made possible by the Merck Company Foundation.

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.

High-tech startups typically use one of five types of employment models, reflecting their founders’ ideas about hiring and managing employees. These models can have long-lasting effects on firms and predict the trajectory of women’s representation among core technical staff. This research paper looks at the five models, identifies which are most congenial to hiring women, and points out correlations between competitive business models and meritocratic hiring. 

This workbook includes examples, guidance, and templates for developing a strategic recruitment plan to increase participation of females in undergraduate computing.