While growing up I struggled with math. I remember when my 7th grade math teacher would ask each student to individually come up to get their graded test. I dreaded that journey to the front of the classroom because she would either look at you glowingly or sternly depending on the grade you received. And that year, I got a lot of stern looks.
Math always felt like something I “had” to do and never once did it cross my mind that I would ever use my math skills in any significant way beyond school. Granted I was never going to be a math rock star however I also never received encouragement to think of math as anything beyond just a prerequisite. And many women feel the same way.
When I think of my many female friends I only know two who work in the science, technology engineering or math (STEM) fields. And this example is indicative of women overall. Even though women have made such great strides in the workforce, they continue to be underrepresented in these important areas.
The report acknowledges the differences between male and female brains however none of the research convincingly links those differences to specific skills. Therefore the claim that men are automatically better at math than women is not necessarily true.
Even if biological factors play a part in boys outnumbering girls in these fields, it’s not the whole story. Therefore it’s important to examine cultural factors and look beyond biology to explore the nature and nurture aspects of gender difference in these fields.
At an early age, boys are encouraged to focus on STEM. And while women have been given the freedom to go into these careers, they are not pushed into them. Women will find more encouragement going into “people” fields like social work, education, nursing and law and as a result most will gravitate toward those areas because they feel more comfortable and accepted in these roles.
It’s clear that if the United States wants to remain competitive in the global economy it must produce students talented in STEM so that we can keep up with future technologies and advances. This must involve better inclusion of women which will not only grow the workforce, but strengthen it through diversity. Women have shown they have the capability to achieve success in STEM however they need the support of educators, employers and parents to excel and pursue these fields.
As part of Policy & Action Day 2010 and the Working Women Day of Action, working women and activists had a ‘Tweet Up’ for those who wanted to participate but couldn’t be at the meeting. Check out the stream at http://tweetchat.com/room/bpwf
That’s how I feel about working some days. Some days I feel it…I really, really do. I love my job, I feel like my work matters, and the task at hand is interesting.
Other days…not so much.
Which made me wonder, what is the difference between the days I’m engaged and the days I spend the majority of my 8-hours in the office surfing the web and updating my Facebook status?
When it comes down to it, the answer for me is…INTERACTION!
But what does that mean? Certainly it’s not reasonable to think there will always be an exciting new project, a creative brainstorming meeting, or even constant feedback from my boss to keep me dialed into the workplace every minute of every day.
Although I know I need to motivate myself and do what my employer is paying me to do, I have noticed there are days when that task comes much easier than others. Those days typically involve some kind of interaction within the office (or virtual environment).
When I interact with my colleagues, boss, or clients my motivation is higher to produce…especially when I feel like what I’m doing will benefit the team. Interaction doesn’t have to be constant. In fact, it can come in a number of forms:
Mentorship from people in positions from whom I aspire to learn
Being brought into projects and asked for my insight (because even though I might not have the most experience, my perspective is still valuable)
Having clear goals or deliverables from my boss (there’s nothing worse than coming into work and not being expected to produce SOMETHING by the end of the day/week/month)
Being told what the bigger picture is and how what I’m doing fits into it
Having a forum to touch base with colleagues about projects we are working on so we can share, combine or better use resources
Using social media tools to connect with others & gather ideas about a project I’m working on
Some people may prefer to be left alone to figure things out for themselves. Others may prefer incentive-based motivation. Me…I like to feel like a crucial part of the team.
What about you? How could your employer increase your engagement at work?
What working environment makes you operate at your best?
What motivates you to produce?
What kind of engagement do you just WISH your employer would provide?!
We love our network of working women. YWM encourages you to lead in times of change. Today’s guest blogger is Leanna Cruz.
As the economy settles there will be a new way to get things done and the most deserving leaders will rise. Everyone is facing opportunities but only a few will recognize theirs and then get past the fear and defensiveness to rise to the occasion and succeed. Critical to this rise to leadership is demonstrating the skills required for organizational success during change. Times of change present an opportunity to demonstrate leadership strengths.
Align yourself with the immediate need of the organization for a workforce which is adaptable, flexible and willing to adjust.
On the other side of this recession are opportunities to reinvent the way business is done for future growth. Strategies to maintain a competitive edge will result in constant change. What you may experience is chaos and frustration. You may experience unexplained termination of assignments which you had put a great deal of energy into. You may experience a continuous change in coworkers, bosses and responsibilities. You may even feel like nobody knows what they are doing.
You won’t like it and neither will those you may feel are responsible. But, this is an opportunity for you to demonstrate your leadership skills. Hone your knowledge about organizational change and change management and be an advocate for change in your organization.
Be an advocate of change.
Take the initiative and help to create a culture which reacts quickly and positively. Change is unpleasant, but those who don’t adapt, who resist and slow down progress or disconnect will be left behind. Shifting with the tide is necessary. Slowing down until the dust settles, or to see where industry is heading may seem to make more sense than constantly changing. But this is not an option in competitive markets. In the past a slow response time was acceptable- no longer. In those good old days competition wasn’t as threatening. The constant and rapid changes resulting from our global economy, improvements in technology and ‘the way work gets done’ calls for a shift in attitude.
Become a valuable asset.
Organizations are looking for leaders who will take initiative, solve problems and take on change with confidence and a positive attitude. Don’t sit around waiting to see what orders will be sent down from the C-level. Be an advocate for the future- stay on top of the organization’s momentum. Know what is going on. Ask questions of those who are likely to be up-to-date, especially when stress levels and frustration is high. Chief executives have been told that during times of crisis and change, keeping the workforce informed is necessary to maintain moral; but often they are so engrossed in creating the future that they forget to come up for air to announce progress. This is when you need to take initiative, ask questions and keep up.
Where there is a problem there is an opportunity.
If you have heard the grumbles as a result of change, you have been shown your opportunity. Hone your change management skills and be an advocate for change. Then build other leadership capabilities; because on the other side of the crisis, will be more opportunity.
Leanna Cruz is editorial director for Positively Magazine a personal and professional development magazine. The Positively Successful issue has several articles and stories with ideas to tailor your career to maximize your elevation to the C-Suite.
Over the last nine months, I’ve discovered a set sequence to the questions people ask a pregnant woman. First, “When are you due?” Second, “Are you having a girl or a boy?” Third, “Are you going to keep working after the baby arrives?” It’s the third FAQ that bothers me a little. I’ve heard my husband asked the first two questions, but the third one is always reserved for me. Just once, I’d love to hear my husband asked how he plans to balance having a child with the demands of work or if he’s considered staying home full-time. Alas, I try and keep the snide remarks to myself and deliver my stock answer. I plan to return to work after maternity leave. Don’t get me wrong, I have the utmost respect for stay-at-home moms. But. . . I’ve never personally considered it an option.
I have always believed that having a family would not preclude me from having a successful career. At the same time, though, I have made intentional career choices to facilitate the balancing act. I recently left a job that required frequent international travel and now work as a consultant, which grants me greater freedom and control over my activities and schedule. I want to make my mark on this world and make it home in time to tuck my child into bed at night. My work and life responsibilities are not separate spheres with clearly delineated boundaries; they co-exist. I want a career where integrating my work and non-work is possible.
This week’s “Tell Us What You Want, What You Really Really Want Theme” is career expectations. We want to hear from you, Gen Y:
