From Debate to Action

Working together to increase the number of women in science and engineering

MentorNet, the E-Mentoring Network for Diversity in Engineering and Science, hosted a panel of distinguished speakers at the headquarters of Veritas in Mountain View, California, May 19, 2005, for a discussion about increasing the number of women pursuing study and careers in science, math, and engineering. Denice D. Denton, Ph.D., Chancellor of the University of California at Santa Cruz, keynoted the event.

Dr. Denton's keynote address was followed by a discussion panel moderated by Carol B. Muller, Ph.D., founder and CEO of MentorNet. Panelists included Julie Shimer, Ph.D., CEO, Vocera Communications Inc.; Bill Unger, Partner Emeritus, The Mayfield Fund; and Fredia Brooks, Senior Diversity Manager, Microsoft. Eighty-five people attended the event.

Meeting Notes

• Dr. Carol Muller welcomed the audience and described MentorNet as an action organization whose goals are to further the progress of women and others underrepresented in engineering and related sciences through the use of a dynamic, technology-supported mentoring network and to advance individuals and society by promoting a diversified, expanded, and talented global workforce.

  Dr. Muller commented that, while women are making progress in education, recruitment, and retention, there are still barriers to their being accepted and comfortable in the science and engineering fields. Last winter controversial remarks by Harvard University's president, Lawrence H. Summers, ignited a national discussion that has highlighted the ongoing inequities in education, recruitment, and hiring that still exist in the fields of science and engineering. "There are still barriers for women that are socially structured. We have an opportunity to bring to the forefront the research that addresses these inequalities and to cut down the misperceptions that create barriers to change and progress."

• Dr. Denice D. Denton addressed the need for organizations to change the way they recruit, train, and retain women and minorities to encourage organization of diversity and excellence. "My challenge to business people is to find new and better ways to bring in the best people. Rethink and torque the way you recruit and find people, and you will find better people."

  Once hiring has become more diverse, organizations owe it to themselves and their employees to create an environment where everyone is accepted for their uniqueness. There needs to be a cultural change throughout the organization, across workgroups. People in leadership will play a key role.

  "To institute culture change, we need to start with ourselves. We all have biases. We, as leaders, are responsible for making our environments broad and diverse, our businesses healthier." As an example of individual actions one can take, Dr. Denton provided the example of the online "implicit associations" test created by psychologists to help individuals identify their unconscious biases (http://implicit.harvard.edu/implicit/).

• Panel Discussion: Each panelist was invited to give a five-minute positioning statement to open discussion.

  Bill Unger began. Mr. Unger said that we all have the ability to be mentors. Diversity challenges in education and in the workforce can be balanced by the choices we make as individuals. You have one career, but you have to take responsibility for your choices within your career. In most cases, you will be able to initiate change but, at some point, it may be wiser to find a new battlefield that is more conducive to helping you win.

  It is important, no matter what your field, to take a look at your educational background and training, work with your mentor, and fill in the gaps in your attributes. This is for everyone. It will give you a strategic advantage if you can fill in the blanks that differentiate you from other candidates.

  We are the change agents. Change starts with us and spreads.

  Fredia Brooks followed Mr. Unger. Ms. Brooks stated that there is a profound disconnect for women achieving success in high-tech. And, an even more profound disconnect for women of color. Women are still underrepresented in the fields of science and technology. What resources are being made available to train and recruit these women? There is a hiring war on in these fields. Talented women are being sought after to fill in the technology gap. What will be in place in those organizations to retain them?

  We (women) are even divided by group. We need to look to organizations like MentorNet to come together to create a unified platform to help us meet our goals.

  When asked why Ms. Brooks has stayed committed to a career in high-tech despite the challenges, she replied, "The belief that I could be a role model to someone else. Getting out of the game would have been easy, but it would not have helped others in the game."

  Dr. Julie Shimer rounded out the panel. Dr. Shimer said that companies need to create a culture that allows people — all people — to be the best at what they are doing. We should view ourselves as the agents of change. We need to reach out a welcoming hand to new people in our organizations.

  MentorNet allows us to welcome the extended scientific and engineering communities. There are still situations out there where women are the only female representative in a field or class.

  We have a tremendous opportunity to change the environment for women in science and engineering today.

  Jo Anne Miller, Chair, MentorNet Board of Directors, presented IBM with the MentorNet "Champion of the Future Award." The award was accepted by Margaret Ashida, Director of University Talent Programs at IBM. Miller closed the event by asking attendees to "contribute, reach out, and mentor."

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