Excellence does not mean Equality

• Own research• Work done within the WIR task force in the EU (2003-

2004)– http://ec.europa.eu/research/science-society/women/wir/inde

x_en.html– http://ec.europa.eu/research/science-society/women/wir/doc

_pub_en.html

• Nothing much has changed

Orna Berry, Ph.D., Chair of IVA, Gemini Israel Funds, member of WIR, March 2008

Own Research

• My PhD Thesis, completed in the mid 80s, demonstrated a speed up of distributed simulation.

• It surpassed all known speed ups barriers published till then including the one just published by Prof. Len Kleinrock of UCLA in COMPUTER Magazine

• It was, hence, in identifying less restrictions and greater yield in computations that had some discrete logic (e.g., order, time notion) in ordering them

Bridging Token Rings

• Bridges suffice for internetworking (rather than routers) in networks of tens of nodes (IEEE 802.1D, IEEE 802.5)

• Ethernet was doomed to be too slow, out of 10Mbps– not very efficient random access and collision detect, max 36%

utilization– no priorities or synchronization, and – not suitable for triple play

• Token Ring and FDDI were the bigger hopes – Both were token based– Token Ring was 4 Mbps and 16 Mbps– FDDI was optical and had dual redundancy, was 100 Mbps!!!!– Backbone!!!

• My architecture became a standard (DEC and first Gult War)

Becoming a Manager

• A great team addressing great challenges• Time of rapid changes and growth in Data

Communications, intellectual and personal FUN• During salaries reviews - the discovery of inequality in

pay, corrections… Outcome• Entrepreneurship• Administering R&D on a national level (OCS)

– enhancing such topics as WDM

• ...To investments in innovation (VC) and becoming its chair

Executive summaryExecutive summary

Report prepared by a group of leading representatives from research-

based companies in Europe and the US.

At the request of the European Commission's Directorate-General

for Research. It is one of a series of initiatives from the DG Research

to foster better use of the talent pool of women in science and in

science policy.

While data exist on the participation of women in

publicly funded academic research, this is the first report on women

in industrial research.

This report on Women in Industrial Research (WIR) is concerned

with Europe as a whole, but concentrates on the 15 European Union

(EU) Member States in the year 2002.

Why wake up ?Why wake up ?

The European Council agreed at the Barcelona summit

that the proportion of Gross Domestic Product (GDP)

spent on R&D in the European Union (EU) should increase

from 1.9 % in 2000 to 3 % by 2010.

This will mean substantially increasing the numbers of

researchers: indeed, investment in industrial R&D is

expected to double by 2010.

Why wake up ?Why wake up ?

Source: OECD Main S&E Indicators (2002)

Total researchers in OECD countries

stronger increase in all areas compared to EU

% Growth 93 - 97

240

140

110

115

3,500

3,000

2,500

2,000

1,500

1,000

500

01993 1995 1997

(000's)

US EU Japan Other OECD

Why focus on women Why focus on women for science and development ?for science and development ?

Global business needs diversity

Inequalities waste potential

Excellence requires diversity

Why focus on women Why focus on women for science and development ?for science and development ?

About 50 % of university graduates are now women in the EU

Changing demographic patterns mean that there is a smaller

potential workforce to draw upon over the next decade, just

as the number of industrial researchers will need to grow !

The workforce is also ageing.

There can be no waste of potential (i.e. loss of trained

employees) in lean companies.

Women have increasing buying - and decision making power

Major Increase Major Increase

in Women's Qualificationsin Women's Qualifications

200

180

160

140

120

100

80

60

40

20

0

EU

Bel

giu

m

Den

mar

k

Ger

man

y

Gre

ece

Sp

ain

Fra

nce

Irel

and

Ital

y

Lu

xem

bo

urg

Net

her

lan

ds

Au

stri

a

Po

rtu

gal

Fin

lan

d

Sw

eden

Un

ited

Kin

gd

om

Icel

and

Isra

el

No

rway

Bu

lgar

ia

Cyp

rus

Cze

ch R

epu

blic

Est

on

ia

Hu

ng

ary

Lat

via

Lit

hu

ania

Mal

ta

Po

lan

d

Ro

man

ia

Slo

vaki

a

Slo

ven

ia

European Union Accession countries European Economic

Area

Source: Eurostat

Women are largely invisible in Women are largely invisible in Industrial ResearchIndustrial Research

Numbers and proportions of female researchers in industrial research (BES), EU, 1999

Source: DG Research, Unit C5Data: Eurostat, New Cronos; DG Research, WiS databaseExceptions to the reference year: Austria (1998); France, Italy (2000); Ireland (2001)* = Full time equivalent; ** = No gender differentiation data availableNo data for Belgium and the Netherlands

Countries

Germany*

Denmark

Greece

Spain

France

Ireland

Italy

Luxembourg**

Austria

Portugal

Finland

Sweden**

UK**

EU (10)

All researchers ranked by total number

Number of women % of women

150,149

1,217

13,966

11,292

3,931

17,310

86,215 17,787

536

5,490

1,900

29,706

14,414

2,218

940

3,353

3,999

3,328

22,515

39,921

9.0

no data

1,258

793

20.6

28.2

18.5

no data

9.6

19.6

23.9

19.4

340,312 50,789 14.9

23.8

17.8

no data

98,587 no data no data

no data

Proportions of Male and Female Graduates Proportions of Male and Female Graduates in Tertiary Education, in selected Fields of in Tertiary Education, in selected Fields of

Study 2000, EU-AverageStudy 2000, EU-Average

Female

Male

Science, mathematicsand computing

Others

Education

Humanities and Arts

Social Sciences

Health and Food

Engineering

100

80

60

40

20

0

Source: DG Research, Unit K3Data: Eurostat, UOEHealth and Food = Health and Agriculture: ISCED fields 62 (Agriculture, forestry and fishery), 64 (Veterinary) + 72 (Health)

Distribution of Women PhD Graduates Distribution of Women PhD Graduates (ISCED 6), by Broad Field of Study, 2000(ISCED 6), by Broad Field of Study, 2000

0 % 25 % 50 % 75 % 100 %

Belgium (Flemish)

Ireland

Belgium

France

Belgium (French)

United Kingdom

Sweden

EU – 15

Spain

Italy

Portugal

Austria

Denmark

Germany

Finland

Netherlands

Science, mathematics and computing Engineering, manufacturing and construction

Health and welfare Education and training

Humanities, arts and services Agriculture and veterinary

Social science, business and law Unknown / other

Source: DG Research, Unit C5

Why increase DiversityWhy increase Diversity

Monocultures do not survive.

Ironically, while downsizing companies are also facing skill shortages.

This means fishing in a wider pool.

"Hybrids" are increasingly in demand.

To recruit such new breeds of industrial researchers and

to build up multi-skilled teams, means accepting candidates

from less traditional routes.

Many are likely to be women.

Diversity policies combat nepotism and patronage and privilege

merit as a discriminator, over "who you know".

Changes in Lifestyle require Changes in Lifestyle require Human Resources Departments Human Resources Departments

to change Policiesto change Policies

Lifestyle choices of new entrants to the workforce are clearly

different from those of their parent's generation.

Eldercare will become almost as important an issue for many

employees as childcare.

"Reconstituted" families increasingly characterise modern

western society.

Company policies based on the outmoded notion of a white

nuclear family with a breadwinner husband and a homemaker

wife will fail and not be as attractive for recruiting and retaining staff.

National DifferencesNational Differences

Significant national differences among European countries

in childcare provision.

Often childcare facilities do not meet the needs of working

mothers and fathers.

Such factors are likely to be a major reason for the very

unfavorable position of Germany (9.6 % of women in

industrial research versus on average of 15 % and e.g.

20.6 % in France or 19.6 % in Denmark)

Benchmark :Benchmark : The Situation in the Associated countries (1999)The Situation in the Associated countries (1999)

In the US, 19 % of all researchers in industry are womenSource: DG Research, Unit C5Data: Eurostat, New Cronos; DG Research, WiS database.Notes: No data for Israel, Malta, Poland and Romainia.Exceptions to the reference year: Iceland, Lithuania (2000)* = Full-time equivalent.

Countries

Bulgaria

Switzerland

Cyprus

Czech Republic

Estonia

Hungary

Iceland

Lithuania

Latvia

Norway

Slovenia

Slovakia*

Researchers in industrial research*

Women researchers inindustrial research

Women researchers inindustrial research (%)

1,435

17,210

189

9,448

651

4,063

842

339

211

12,626

1,772

2,552

637

2,845

39

1,559

232

948

197

33.6

153

71

2,476

35.6

23.3

23.4

45.1

44.4

16.5

20.6

16.4

19.6

28.6

29.4742

506

Conclusion IConclusion I

These are preliminary results – but they indicate the large, widely untapped potential of women.

Research is loosing out on a high potential of highly qualified people.

There are significant differences in the employment of women in industrial research between countries, sectors, and disciplines.

There is an urgent need to harmonise supporting structures across Europe to allow for better mobility for working parents.

A concerted action is needed from the EU, national governments and companies.

In addition, in order to meet the challenges of the future more girls have to be attracted to science in order to widen the recruitment base (EURAB).

Conclusion IIConclusion II

If intelligence is distributed evenly among women and men

and

if about 50 % of those graduating from universities are women

and 50 % are men

and

if on the European average only 15 % of women work in

industrial research

this means :

a selection by industry toward less optimal choice from the

talent pool and against excellence

(The same argumentation does of course apply for other

dimensions of diversity much as ethnic origin, race, etc.)

RecommendationRecommendation

Isolated efforts by simple companies or simple governments are not enough.

Europe needs a concerted effort.

Public policies must therefore support and/or push company policies.

Measures at government level include whole-day schools and tax laws supporting parents - men and women - independent of the classical "male bread-winner / female homemaker" family model.

This report calls for further research into the different national European governmental and company policies, which have led some European nations and companies to lead the way in maximising returns from a broad and diverse talent pool in the innovation process.

This report also calls upon the European Parliament and the European Commission bodies to adopt and implement good practices, monitoring procedures, and "buy-in from the top".

AcknowledgementsAcknowledgementsAcknowledgementsAcknowledgements

We should like to acknowledge the hard work, support and advice received

from a range of companies and individuals listed at the end of this report.

In addition, we are most grateful to the European Commission services,

in particular Helga Ebeling, who so ably co-ordinated the project, and her

tireless colleague Vera Fehnle, from the Women and Science Unit of the

Directorate-General for Research.

Other members of the Commission services also provided invaluable information,

statistics and support, in particular Marge Fauvelle, Mary Dunne, Dr. Angela

Hullmann, Lieve van Woensel, Nicole Dewandre and Dr. Rainer Gerold.

We thank them all for going far beyond the call of duty.