UK Encourages More Women to Join Oil, Gas Industry

At Schlumberger, careful consideration is given to working conditions for employees in remote locations; flexibility for parents needing maternity, paternity or adoption leave, or telecommuting work arrangements; and mobility allowances to be used to travel to home countries or to bring extended family members to them, Cox said.

[ via Rigzone ]

Ambitious Women Face More Obstacles than Just Work-Life Balance

The truth is — as many have pointed out — that lots of ambitious people, male and female, make personal choices that take them off the path of leadership. It’s also true that women are often gently but firmly nudged off this path more frequently than men, when work and family invariably clash. And that is a problem. Not just for the women, but for the companies missing out on the benefits of diversity and the economy that’s not playing with a full talent deck.

[ via Harvard Business Review ]

“Impostors” Downshift Career Goals

While both men and women suffer from impostor syndrome, more women than men experience it, says the study’s principal investigator, Jessica L. Collett, a sociologist at the University of Notre Dame in South Bend, Indiana, in an interview with Science Careers. Women also feel like impostors more frequently than men do, she says, and are more encumbered by it. “Impostorism is something that negatively affects both men and women, but it’s more pronounced among women, and therefore affects their career trajectories more,” she says.

[ via Science Magazine ]

Get more women into tech? My colleagues never got the memo

Even though I’ve done all the things I was supposed to do, I feel abandoned by this movement. In the face of growing female concern over women exiting the workforce, the only messages for young, female professionals are vague appeals to lean in, heed the warnings of the Opt-Out Generation, have it all some of the time or settle for some of those things most of the time. It’s depressing. What I really want to know is how to survive in the male-dominated engineering world, and no one seems to want to talk about that.

[ via New Statesman ]

An Aerospace Engineer’s Top 8 Lessons for Women in Tech

There is something powerful in harnessing the strength that comes from surviving an uncomfortable or unfamiliar situation. The key is to embrace those experiences and learn how to thrive in them. We are not defined by our experiences, but how we react to those experiences and the attitudes we choose to adopt. Transform tension into innovation, tackle challenge with an open mind, and take risks.

[ via The Next Women ]

This Is Why There Aren’t Enough Women In Tech

Last Friday, Valleywag published a post about the tech sector’s increasing abuse of the term “culture fit” as a way to discriminate against potential hires who don’t match the pattern of a successful startup employee. It prompted an outpouring of responses from readers about their own abysmal experiences with the euphemism.

[ via Valleywag ]

Educate Everyone About Second-Generation Gender Bias

Second-generation bias is embedded in stereotypes and organizational practices that can be hard to detect, but when people are made aware of it, they see possibilities for change. In our work with leadership development programs, we focus on a “small wins” approach to change. In one manufacturing company, a task force learned that leaders tended to hire and promote people, mainly men, whose backgrounds and careers resembled their own. They had good reasons for this behavior: Experienced engineers were hard to find, and time constraints pressured leaders to fill roles quickly.

[ via Harvard Business Review ]

Tell Me Something I Don’t Know About Women in the Workplace

Taking a more in-depth examination of women and leadership, our September issue focuses on some of the complicated ways gender manifests itself in our workplaces. We’ve gone beyond “leaning in,” “having it all,” and “opting out” to discuss the powerful and unseen barriers women encounter they’re rising through the ranks, particularly a second-generation bias that few young men and women recognize.

[ via Harvard Business Review ]

Women Rising: The Unseen Barriers

The solutions to the pipeline problem are very different from what companies currently employ. Traditional high-potential, mentoring, and leadership education programs are necessary but not sufficient. Our research, teaching, and consulting reveal three additional actions companies can take to improve the chances that women will gain a sense of themselves as leaders, be recognized as such, and ultimately succeed.

[ via Harvard Business Review ]