the time is now! attracting and retaining dynamic young women to your company 15th shrm vermont...
TRANSCRIPT
The time is now! Attracting and Retaining Dynamic Young Women to Your Company
15th SHRM Vermont State Annual ConferenceHRevolution: Change Tomorrow TodaySeptember 10, 2015
Who we are
Jessica Sabick
Training Manager at Vermont Energy
Investment Corporation
Lindsey Lathrop-Ryan
Consultant & Community
Engagement Advisor for Change the Story
VT
What we’re going to do today
• Stats about women & work• VEIC job shadow program• What you can do• Q&A
*Feel free to ask questions throughout!
Women, Education, & Earnings
Today women earn almost 60% of college degrees, up from one-third in 1960.
Women comprise 65% of workers earning less than minimum wage, while men comprise 75% of workers earning $100,000 or more annually.
AND...
Women in Management
Today women make up almost 40% of full-time workers in management. But the median wages of female managers are just 73% of what male managers earn.
And although women have significantly increased their representation among high earners in America over the past half-century, only 4% of the CEO’s in Fortune’s top 1,000 companies are female.
Women, Aging, & Poverty
Women are twice as likely to live in poverty in their senior years.
The gender pay gap tends to widen with seniority, experience and age.
AND...
2x
Women & Careers
Many fields in which the wage gap is smallest - engineering, computer science, architecture, law enforcement, construction, and maintenance and repair -- are those in which women hold the fewest jobs.
Receiving Career Information
Students report that they are receiving career information later in their high school career.
In 2001, 40% received information in 8th grade or earlier.
In 2012, that number dropped to 33%.
Gender Composition of College Majors
Millennials/Generation Y (born after 1980)
“Today's twentysomething women value life's journeys more than its destinations. Rather than wanting to "have it all," Millennial women want to try it all.”
- Lindsey Pollak, Millennial Workplace Expert96% of Millennial women worldwide list being
independent as their most important life goal
87% define success as being able to shape their own futures
Generation Z (born starting in the mid-90s to the early ’00s)
● Like Millennials, they tend to be independent and want to take an active role in their communities and in their futures.
● They are already out in the world, curious and driven, investigating how to obtain relevant professional experience before college.
● They to prefer in-person to online interaction.● They learn fast and are extremely
resourceful.● They are very diverse.
Part of the solution is:
Creating more career exposure opportunities for young women and girls.
Offer resources and training to nurture supportive relationships.
A job shadow program for young women is born.
Step 1
Champion Executives
● Workplace diversity is part of larger social justice mission
● 70/20/10 - Learning & Development
● Determine investment required
Step 2
Determine Goals
PD opportunity for women “rising stars”
Opportunity to expose girls to non-trad career fields
Step 3
Press Go!
● Consulted with Lindsey to plan program curriculum, recruit participants, & plan orientations for mentors & mentees
Typical Day’s Agenda:
9:00 Welcome and Review Agenda9:15 AM Presentation10:00 Shadow with VEIC Mentor12:00 Lunch & Learn with Mentors 1:00 Shadow with Mentor Part Two2:30 Wrap-up & Reflections
Topics:
Orientation
VEIC 101/Organization Structure
Sustainability/Climate Change
Finance
Presentation / Public Speaking Skills
Negotiation/Advocacy Skills
Growing Strong, Confident Girls (developed by Vermont Works for Women)
Foster a safe, supportive, and non-judgemental environment
Model positive self-esteem
Use inclusive language
Teach participants to be allies for one another
Support healthy body image
Vermont Equal Pay Compact● Launched in April 2015 by Vermont
Commission on Women & Gov. PeterShumlin
● Employers can sign on to commit to tangible, concrete steps that will help close the wage gap between men and women
● Acknowledges that employer interventions are among the most effective remedies to the wage gap and can contribute to lasting, positive change in the workplace.
● Today 23 employers have signed on
Value for the Mentors and VEIC
"It was an opportunity to reflect on my own priorities that come about each day and month. It also provided an opportunity for me to connect with other women at VEIC and ones that I normally do not interact with."
“...improved my confidence in today's youth and their motivation - so often we only hear about those doing negative things. It was so nice to meet young women that are our future leaders.”
Questions to ask:
Why is your company interested in developing a shadow program?
What are the positions/departments where you have identified a talent management need?
How will you leverage the program to attract, retain and develop female employees?
Get Started!
How can you begin engaging young women in your workplace?
