Archive | September, 2010

Women’s networks: what works, what doesn’t?

26 Sep

Earlier this week I went along to a discussion called Networked Women,  hosted at Intellect (the trade body for the UK’s technology industry) by Tracey Carr and Jan Peters. Unlike some of the events I’ve covered before,  where there was a lot of standing around and no particular focus,  this meeting was well organised and took as its theme the value and benefits of women’s corporate/in-house networks: have they succeeded or failed? And what is best practice – and,  more importantly,  what isn’t?

The first speaker was Eileen Brown,  the founder of a collective called Connecting Women in Technology (and here’s a link to Eileen’s blog),  which has members from such IT giants as Microsoft, Cisco, Intel Dell, HP and IBM.  They take it in turns to organise two events per year,  hosted by one of the member firms,  as a way for the women to network outside their own company and across different business and functional sectors.

CwiT has been running events for the last three years,  and Eileen shared their following top three learnings with us:

  • Women want mentors and advice from women in similar roles and at similar levels – so try to make sure that you have a good mixture at your events.
  • Get senior people (ideally men) to come and speak at your events,  particularly men who manage women – they add value and credibility to the subject in hand
  • Allow time for post-event networking and chat,  as well as a mid-event coffee break,  in case anybody has to leave promptly at the end – this way they won’t miss out on the chance to make new connections.

(c) We Are The City

Next on was Vanessa Vallely,  who,  in addition to a very impressive sounding day job in finance,  is the co-founder of the Network of Networks,  a collective of corporate/FTSE companies who come together from time to time to discuss best practices in areas such as networking and diversity.  Vanessa is also the creator of information portal We Are The City,  which is aimed at women in the City (of London) who want information on career and lifestyle issues.  Vanessa is the absolute Queen of collaborating with other people and other networks on events  and she suggested that SUCCESS for women’s corporate networks is dependent upon:

  • Getting senior sponsorship for your network – from a senior leader who is passionate, involved and active.
  • Creating a really strong business case for your network,  with proper objectives, and resources.
  • And while you’re at it – ask for a budget!
  • Thinking about your communications – use lots of channels.  And say to your members: here we are,  what do you want us to do?
  • Organising a range of diverse events,  for all levels of women in the organisation, with different role models and which take place at different times of the day

In order to avoid FAILURE,  Vanessa recommends:

  • Not working as a silo – get lots of involvement,  from many different champions
  • Remembering that the network is more than the individuals who run it
  • Keeping it simple
  • Involving men,  by ensuring that your events are always cross-gender and open to all.

(She reminded us at this point that it can be daunting for a man to walk into a roomful of women at one of these events – which can also serve the dual purpose of providing said bloke with an insight of what it can feel like to be a woman in the workplace,  perhaps walking into a roomful of men.)

A lot of real life networking tends to focus in on events,  so Vanessa’s top tips for anyone wanting to create a successful and vibrant event are as follows:

  • Make it exciting!
  • Get membership participation
  • Canvas feedback – how was it for you,  what could we do better?
  • Rotate the organising team and the sponsors (keep it fresh, in other words)
  • Have a good mix of what she dubbed both “hard” (business related) and “soft” (lifestyle) events.

And she closed by reminding us to be wary that a network’s reputation takes a while to build,  to remember that you will need a budget of some sort,  even if it’s only tiny and that you can’t be all things to everyone – there will always be some people who just didn’t enjoy whatever it was that you’ve organised.

That’s life – and it’s actually a useful life lesson, too.

All very helpful stuff,  and a reminder that Real World events are a very useful (and fun – cheese! Wine!)  add-on to the social networking piece about which I wrote on here last month.

Q is for Quota

21 Sep

There’s been a degree of press coverage of late around the suggestion, as put forward by Viviane Reading, who heads up equality and equal rights in her role as the European Union’s Fundamental Rights’ Commissioner, that European companies may soon be forced to implement a system of gender quotas at board level.

Predictably,  the Confederation of British Industry have responded to this with horror, thus:

“… the best and most sustainable way to promote diversity in the boardroom is by selecting candidates from as wide a talent pool as possible, and by making appointments based on merit.”

Well,  yes.  This is true.  But,  given that this “best and most sustainable way” doesn’t seem to be happening of its own free will, how about a bit of a push?

Read more about the back story, and what’s happening in other countries around the Q word, in my latest article for The Glass Hammer – by clicking here.

Invisible woman syndrome

16 Sep

Let’s talk about role models.  I think it’s universally agreed that role models are A Good Thing,  especially for women;  they provide a sense that change is possible,  a glimpse of the future,  an alternative perspective on what life might be like “there”,  perhaps some tips and hints on how to get there.  When I was researching and then writing The Leaking Pipeline,  which featured interviews from 79 senior business women, all great role models, around the world,  I took and learned so much from their stories and their determination.

Of course,  role models can come in all shapes, sizes and walks of life,  as the PinkStinks campaign team demonstrate so admirably on their website,  which is in turn a great example of how to harness multi-media technology in this ever changing world.  When I was growing up, pre the computerised age,  my role models were the women I saw around me:  my mum (a mature student, a successful career woman in later life and now, in her sixties, a “sandwich generation” carer to both her grandsons and her own mother AND one of the applicants to volunteer at the 2012 London Olympics), teachers, librarians,  perhaps TV presenters such as Valerie Singleton.  I don’t really remember many women, other than actresses, on TV in the 1970s,  across the three channels to which we had access – Anna Ford and Angela Rippon read the news and that was about it.

So why am I pondering on this now?  Well,  a few months ago,  I watched a fabulous three part BBC4 series called Electric Dreams,  in which a family of six (parents and four children, including two daughters) spent a month replicating the arrival of the last thirty years’ worth of technology.  Their home was taken back to how it would have been,  in technology terms,  in the 1970s and they were stripped of TVs, mobile phones, computers, gaming consoles and all the associated domestic electrical gadgets: no microwaves, automatic washing machines or any other time and labour saving devices.  As each new day of the experiment arrived,  the time machine moved forward a year and the family took delivery of a new piece of technology – so we saw them getting to grips with early VCRs, black and white computer monitors, mobile phones the size of a brick and so on.

(c) BBC

The family were supported by a team of three technical gurus,  including Dr Gia Milinovich, who is a technology writer and self-confessed geek.  I thought she was fabulous in the series – clever,  funny,  great sense of history,  with a real appreciation of how technology has been such a huge enabler over the last thirty years.  The other two team members were blokes – see photo – so I think Gia served as a very positive role model for women in technology (and, perhaps,  for the two girls in the house).  I subsequently watched another three part BBC series which she presented (for which I can’t find a link – perhaps I dreamed it?) about the development and emergence of technology which made it seem really interesting and accessible, even to the non-Apple-owning types amongst us.

And I’m focusing on Gia because …? OK. Last month,  Gia wrote this article for the Guardian,  in which she highlighted how she has basically become invisible since her husband of six years,  rock star/God like physicist Prof. Brian Cox,  hit the media spotlight and became the acceptable (and sexy) face of popular science.

“When we first met”,  she writes,  “I was the expensively groomed television professional, working on mostly science and technology shows, and he was the newly appointed physics academic with a student’s wardrobe and a single bed.”

But, then:  “… he presented Wonders Of The Solar System and everything changed.”

She goes on to detail how her husband’s level of fame and recognition (in supermarkets, on the street) then escalated to the point where other women are zoning in on him in public and on Twitter and behaving as if Gia simply … doesn’t exist.

As if all of that wasn’t bad enough,  Gia has also had to take a hit in career terms,  as she explains that:

“…A few years ago, I started to notice that the more Brian appeared on TV, the less interesting I became to other people. I started to morph from Gia Milinovich, independent woman with her own life and separate bank account, into “Mrs Brian Cox”, then into “wife”. Pre-fame, I was asked for my opinions; now, I’m asked what Brian thinks.”

And,  circling back to our role models angle,  Gia has now decided to take a step back from continuing to work in TV,  describing here how she has found herself treated in a way which is doubtless only too familiar to women in corporate life – as if what she says has no value,  unless and until the very same words are uttered by a male colleague in the same meeting,  at which point they are fallen upon as if they are true pearl encrusted nuggets of gold.

“The respect for my professional abilities has declined in inverse proportion to the number of Google searches for “Is Prof Brian Cox divorced yet?”

“The first signs were there five years ago when Brian and I went to pitch some ideas to a producer at a well-known production company. I’d had a science-technology series broadcast on Channel 4 several months earlier, and Brian’s appearances as the science expert on This Morning were going very well.

“From the start, the producer’s attention was on Brian. Every time I spoke, he’d look at me as though I was interrupting their conversation. At one point, I came out with what I thought was an excellent idea. The producer again turned towards me, said nothing and then turned slowly back to Brian. About a minute later, Brian repeated my idea almost word for word and the producer told him it was brilliant.”

So,  how sad is this?  This clever, funny, educated woman,  a fabulous role model for women in science, women in TV,  women everywhere really,  has decided that –

“Brian has made a well-loved science series and I, well, until I work out how I fit into all of this, I’ll just continue washing his pants.”

Don’t do it, Gia.  Hang on in there – we need more women like you on TV!

Mostly men: engaging men in culture change

11 Sep

(c) emberin

Earlier this summer,  I wrote and edited a white paper for emberin,  around the significance of teaming with men for success and how getting the opposite sex on board with gender diversity and change programmes was the  only real way to make progress.

To support their work, emberin undertook a survey of male Australian business leaders and asked them some tough questions about their attitudes, behaviours and views on gender diversity.

Here’s an extract from the paper’s Executive Summary:

Earlier this year, the New York Times published an article entitled The Feminism of the Future Relies on Men. The author argued that twenty-first century programs focused on increasing gender diversity will only succeed if the men in the company are on-board with the idea in ideological terms and also support it in practical ways, suggesting that:

“The feminism of the future is shaping up to be about pulling men into women’s universe — as involved dads, equal partners at home and ambassadors for gender equality from the cabinet office to the boardroom.”

Gender diversity is now no longer about women smashing the glass ceiling and forcing their way into the men’s world; instead, it’s time to reverse twentieth century thinking and ask: what do the men want, think and feel about gender diversity?  And if men listen to other men – how can we help to change the way in which they think and speak when it comes to levelling the playing field?

emberin, as Australia’s leading gender diversity consultancy, is already very aware of this school of thought and has undertaken pioneering, award-winning work to support the concept that we call Mostly Men.  We know, via our qualitative research and our feedback from emberin programs such as my mentor – mastering gender leadership, that getting the guys on board and creating great male role models for other men (men who leave the office on time, men who promote and support women, men who convert their male colleagues to these behaviours) can make a real difference in Australian corporate life.

In 2008 emberin conducted the first Australian piece of qualitative research on the view of senior men who were champions of gender diversity. In conjunction with Telstra we then created a program for men. In the last two years almost 2000 men have completed that program and we have received significant feedback from them as individuals.

This report shares our findings with you and forms a pioneering piece of research on the current state of men in business in Australia today.

(c) emberin 2010

* * * * * * * * *

For more on this line of thought, click here to read an excellent article on theGlasshammer.com in which they pose the question:

“Would you want your daughter to work here?”

- and then go on to suggest that,  for men in the corporate world,  answering “no” to that question has to mean that they need to be part of the solution.   A senior partner from Deloitte US continues with her belief that considering the question helps senior men see the work environment and culture from a very different and personal perspective.

Keep calm and –

8 Sep

- call Don Draper,  according to this rather cool t-shirt image …

(c) oldskoolhooligans.com

… which is also by way of a Public Service Announcement for UK readers,  reminding you that the new series (season 4) of Mad Men starts tonight on BBC 4 at 10pm.

Be there or be … well,  somewhere else with your martini and ashtray,  I suppose.

An alternative approach to 21st century networking

1 Sep

(c) Aquitude

From my new article on networking 2.0,  published today in TheGlassHammer:

“I haven’t got time for networking”, one senior woman from a major City of London investment bank told me recently.

“All that standing around in rooms full of complete strangers,  drinking either bad wine at the end of a long day,  or bad coffee and stale croissants at the start of another day – no thanks. It’s so unstructured and unfocused,  and such a bad use of my time.  I’m sure there probably ARE useful and interesting people at some of these events – but how on earth do you find them in a packed room,  and what use might we be to each other?”

Other women told a similar tale,  with one commenting that she had now stopped going along to organised “group meet ups”,  as she found that she either knew no-one,  or would see a familiar face in the crowd and then “cling to that person for the whole evening,  thus negating the idea of meeting new people!”

In response to this changing mindset – and independently of each other – two London based women have begun to evolve a more nuanced, “networking 2.0” framework,  which delivers the benefits of what we might perhaps call “old school” networking – expanding your contacts, sharing connections and skills – but which also uses technology and social media interfaces.

Read on here …

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