Does A High Tech Glass Ceiling Exist Today?

Joe:
Certainly, this is a timely topic with even great consequences for 21st Leaders who are facing challenges with the “human capital crisis”. CIO’s should have already planned for this impact to ensure their organizations are aligned to meet this challenge. Let’s put the gender research in context you are referencing first. The research paper called: “Climbing the Technical Ladder: Obstacles and Solutions for Mid-Level Women in Technology” was sponsored by a grant and was written by several authors from Stanford University and the Anita Borg Institute. Research data was gathered through a survey of both technical men and women in seven (7) high tech Silicon Valley companies and here is the report. (www.anitaborg.org/news/research/)

This research is considered to be groundbreaking in that it was focused on women scientists and engineers in mid to large high tech companies in Silicon Valley, California. Also, it provides insight into reasons why women aren’t succeeding in greater numbers but paints a picture of how this could happen if these high tech companies change their philosophy regarding investing into their workforce development programs. The research recommendations are to provide professional development on the job, increase the diversity so there are as many men and women who come to the table in boardrooms and create a work environment with flexible work schedules for employees to have a more healthy work/life/family balance. We as a country need to keep our competitive advantage and the most important takeaway from this body of research is:

“Studies have shown that, for a variety of reasons, workforce diversity boosts a company’s bottom line,” states Dr. Caroline Simard, director of research for the Anita Borg Institute and co-author of the study. “This fact, combined with the lower number of men and women entering technical fields, makes it critical for high tech companies to focus on eliminating the barriers to retention and advancement of their technical women.”

So, you have to consider that this is slice of the population of women overall in mid-level IT positions but this research does not represent government, private sector, Telecommunications, Construction, Engineering, Academia, small/medium businesses and various other niche IT industries. Are there other research studies available or in progress? Absolutely. Personally, I’ve been in IT leadership for over 20 years and have been exposed to organizations lack of leadership to invest in their IT workforce so I didn’t wait for leadership to wake up, role models to appear, or someone else to choose the path to my success I’d follow. Currently, I work in a successful women’s owned small business and serve on a global advisory board for a large nonprofit organization so who knows what step up I’ll take next. Lately, I’ve personally seen, met and read about many successful women who have left high tech and corporate leadership to define their own path by launching and running their own IT or nonprofits small business as CEO, CIO, COOs, organizations regionally, locally and globally, serve as chairman and president of small, medium and large board of directors in IT, Government, Financial Organizations and more. I believe, women today are asking themselves not why, but why not and when and taking other paths to place themselves in top leadership positions in all industries.

Our California Performance Review Report undertaken by direction from the governor was published in 2006. It identified that there have been numerous reports written detailing the impending "human capital crisis" that will affect the nation's workforce in the next several years. The crisis is fueled by the wave of retirements expected as the "baby boomer" generation is entering retirement age. By one estimate, there are more than 70 million baby boomers in the workforce versus about 40 million of the generation following them. In fact, California state government will be losing approximately 50% of their IT workforce in the next 4-5 years.

Today, many CIOs, Leaders and Partners of small, medium and large businesses are all starting to focus on attracting, training and replacing leaders in their organizations.

International Business Machines (IBM) launched their “IBM Human Global Capital Study” earlier this year which identified that they need to focus on the following:
? Develop an adaptable workforce
? Drive growth through workforce analytics
? Recognizing, developing and retaining talent
? Planning for Leadership succession
http://www-935.ibm.com/services/us/cio/pdf/ciw03005usen.pdf

Large organizations like IBM and other will “model” the way but CIO’s have been given their roadmap and forecasts on this issue and need to take it seriously. Just this last week, I had the pleasure and opportunity to attend and listen to three former secretary of State representatives and a CIO from PepsiCo who spoke on this very timely topic. At the PMI North America Global Congress Colin Powell, spoke very eloquently about our issues today. He said, the following “ We need to mobilize our communities to provide help, coaches and mentors,…Education, intelligence, knowledge and openness is our greatest strength to reduce terrorism….education of our young people (boys and girls) is an important consideration for our future.” Condoleezza Rice spoke at the California Women’s Conference on this topic on 10/22/08 in web cast globally also, telling us “ The glass ceiling has been shattered but today both boys and girls are dropping out of high school at a high rate…More girls should have paths to learn math, science and technology to create the diversity in organizations that is needed today and in the future….Don’t limit yourself, find coaches and mentors of any age, color or gender and define your path.” Indra Noooyi, CIO from PepsiCo mentioned “You can see the glass, you can break the glass but it is not easy. Women must help other women.” Madeline Albright earlier this week spoke on NPR radio and mentioned, that are we “Wanting leadership or is leadership wanting.”?

Also, earlier this year in January 2008, Mr. Thomas C. Staab, President of Wind Ridge International LLC, gave a speech at an AITP meeting, entitled, “ Ten IT Challenges for the 21st Century”. He noted specifically that Talent was key topic. He said “Talent, I see this as both a challenge and an opportunity. Demand for science and IT professionals are growing at a 5% annual rate, while those deciding to earn Computer Science related degrees are in a downward trend. Fewer women are choosing IT related positions. There are more specialists and fewer generalists, while the generalists will be more in demand. We’ll be experiencing a greater multi-generational workforce, seeing a greater degree of both younger and older workers in the same fields. All of these things will challenge both recruitment and retention, not to mention the huge numbers of baby-boomers who will be leaving the workforce in large numbers.

So Joe, we have a “human capital crisis” and it is not what we can do about it yesterday, it is what we can do about it today and tomorrow that will help us all in the future.


Posted: Oct 25, 2008 1:51 PM

Correction:

Indra Nooyi is a chairwoman and CEO of Pepsico.

Posted: Oct 26, 2008 12:42 AM

Interesting posting. My career has put in into some of the most male-dominated fields around, but I and other capable women thrived. I have not seen many limits placed upon women including myself in the fields of government, aerospace, engineering, and defense contracting - except ones placed by women themselves. This is not to say I have never run into small minded people who believed males to be superior - only that it has never been a particularly difficult obstacle for hardworking, skilled women.



I have read much about concessions and adaptations being made in both workplace perks and leadership styles to adjust to the work styles and attitudes of the Gen Y and younger group. I suggest business perform the same analysis of how to retain mid-career staff. Many mid-late career men and women are jumping ship to helm their own businesses - and taking the years of industry knowledge and experience with them. Grooming the next generation is important, but we should not overlook the talent outflow of the experienced staff. Their "tribal" knowledge is a valuable asset which is not easily or cheaply replaced.

Posted: Oct 30, 2008 1:25 PM