a session called “using Robots to Introduce Computer Programming to middle schools” at Grace hopper Conference in Keystone, Co,
on october 2, 2008.
on in the coming year.
˲ Match the new faculty member
with a senior faculty member who is a
compatible and effective mentor.
˲ Proactively engage the new faculty
member in departmental gatherings,
both formal and informal.
˲ Encourage the new faculty member to attend an Academic Career
Workshop (CRA-W), Hopper conference, or similar events, and provide
some of the associated funding.
˲ At research-intensive institutions,
nominate deserving new faculty members for prestigious fellowships.
Key actions to take before the tenure
decision:
˲ If there is a significant chance that
the faculty member will not receive
tenure, make sure she is aware of it as
soon as possible.
˲ At research-intensive institutions:
In the year before the tenure decision,
encourage the faculty member to give
seminars at several of the top departments in her research area and send
copies of her key publications to those
departments’ leading researchers.
After a faculty member receives tenure, continue mentoring and provide
annual feedback to ensure that she
stays on track for promotion to full
professor. Encourage her to assume
leadership roles in the department, institution, or professional community.
Industry: Cultivating Its Most Critical Assets. Some of the successful approaches that companies may use for
“the best advice i’ve ever heard
about how women should compete in the
workplace was spoken by betty snyder
holberton, the first of my three favorite work
partners: ‘look like a girl. act like a lady.
think like a man. Work like a dog.’”
Jean BaRtIK: PRoGRammeR foR the
GRounDBReaKInG enIaC ComPuteR.
recruiting, retaining, and advancing
more women in computing, as well as
in other technical professions, include:
˲ Senior managers should be aware
of the unconscious biases that often
permeate industrial settings. Even
when they offer competence and
qualifications equivalent to those of
their male counterparts, women are
perceived less favorably, which leaves
them at a significant disadvantage for
advancement.
10 Thus company leaders should familiarize themselves
with this phenomenon—for example,
by attending pertinent workshops—
and then revise their evaluation and
promotion practices accordingly.
˲ Cast a broad net to recruit female
computer scientists. Indeed, many
women in technical positions in the
work force earned degrees in other
disciplines.
32
˲ Address technical women’s isolation, in part by developing a network to
address their specific needs. Networking is paramount to career advancement, yet women in entry- to mid-level
technical positions have fewer opportunities to participate in it outside
their immediate department.
14
˲ Implement a mentoring program.
Indeed, make mentoring, which positively impacts career advancement and
satisfaction, a basic part of the organizational culture. Sun Microsystems’
SEED program, for example, is regard-
Photogra Ph by kiMberly blessing
74 CommunICatIons of the aCm | feBRuaRY 2009 | vol. 52 | No. 2
