|7:30 am||Registration and Refreshments|
|8:45 am||Greeting from Government|
|9:00 am||Setting the Landscape|
|9:10 am||Introducing DiversifySTEM|
|9:20 am||Building your Professional Network and Personal Brand|
|10:05 am||Networking Break|
|10:45 am||Panel 1: Mentorship vs. Sponsorship|
|11:50 am||Integrating Mental Health and Wellbeing|
|1:05 pm||Panel 2: Men and Equality|
|2:05 pm||Networking Break|
|2:50 pm||Taking Charge of Your Career|
|4:50 pm||Building Effective Leadership|
|5:20 pm||Closing Remarks|
|5:30 pm||Networking Reception|
Despite the research and evidence that suggests that having a mentor can change your career outcomes, women often lack professional mentors. For women in Science, Technology, Engineering and Math professions, the lack of mentors and role models is problematic. In recent years, a new word has emerged: sponsors. There has been a new call to action, one that says, yes women need mentors, but they also need sponsors. While mentorship is providing advice and counsel that will enable a mentee to achieve their goals, sponsorship is using your own network and power to help them achieve those goals.
Women in Science, Technology, Engineering and Math professions continue to face barriers to advancement. This is evident in the lack of representation of women in leadership positions. As more research emerges about the benefits of having inclusive workplaces, more questions arise about how to affect this change and who should be at the table. Evidence reveals that gender-parity efforts are most effective when men believe they have a dignified and important role to play, that transformation in the workplace is something they can share in. We cannot look to women alone to solve organizational cultures. However, the question remains: What are the best strategies for engaging men as allies in the workplace?
Talented employees have skills and expertise that companies need. But do they also:
- Know how to get ahead in a company?
- Understand which advancement strategies are most effective?
- Turn awareness into action in their own careers? If they don’t know how to advance within a company culture, they’ll find another place to work and advance. Participant Benefits
- Discover which strategies lead to advancement for women vs. men and why.
- Expand their professional networks within the organization. Organizational Benefits
- Provide employees with concrete tools to help them advance
- Demonstrate commitment to developing from within.
Given that many senior executive positions are held by men, women are often not considered for job openings. This can make women in the workplace feel excluded, undervalued, and discriminated. It may also impact their ability to progress or might stifle their ambitions. For women in leadership positions, these biases affect the way that others respond to their leadership style. We welcome the speaker to focus on their own experience as a leader and how they work to champion diversity to ensure that women can achieve their full potential within the organization. The speaker should provide the audience with practical tips on inclusive and impactful leadership, how to lead through change and uncertainty, and combating bias.