SWE - Winter 2008 - (Page 40)

logical clock is on a colliAbility to Deliver Business Results sion course with their careers. Because of this, many women settle for the second tier,” Mason said in “The Parent Rap,” an article on the University of California, Berkeley’s Web site. Flex programs are Women want it all — more common in some but not all at once. From industries than in the superwoman of the others. According to 1980s, juggling family life WFD Consulting’s with her ascent up the 2006 New Career ladder, to the 1990s socParadigm study, cer mom who stopped exempt workers in high her career midstream, technology, consulting, women’s careers have and insurance are careened through several more likely to find flexipermutations. Today’s Source: Business Impacts of Flexibility: An Imperative for Expansion, A Corporate Voices for Working Families Report. Researched by WFD Consulting. Sponsored by Alfred P. Sloan bility options. Men and women don’t want it all Foundation, Nov. 2005 women in low-skilled at the same time. “The and low-income levels generations are changdon’t have much flexiing,” said Whitney Forstner, principal owner of Bureau of Labor Statistics. bility. However, small Momentum Resources. She observes that in their The old workplace is on the exit ramp. Betty companies either have 20s, women focus intently on their careers. By Purkey, manager of Work/Life Strategies at flex options in place or their 30s, they start families. Women want to Texas Instruments, observes that the traditional are willing to implehave both, and corporations are changing their workplace was inflexible and face-time orientment them as they are policies so they can. Momentum Resources, ed. Employees entered a company and continmore nimble. which places professionals in part-time or flexiued in a linear mode to retirement. “We might ble work aras well get over it,” she says to those who try to rangements, is manage using the outdated model. Use of Flexible Work Options by Industry one of several Globalization has had a great impact on caHi-Tech: Electronics Manufacturing, career rereers. As Jan Civian, senior consultant at WFD Software, and Services 83% launching comConsulting, which conducts research for large Consulting: Business or Technology 77% panies firms, explained, “Employees link with people all Insurance 77% springing up over the world, blurring the lines between work Pharmaceuticals/Medical Products 70% due to the and personal time.” She ascertains that compaHealth Care 68% demand. nies have had to give employees some autonomy Banking, Credit, Investment Services 65% Instead of and control since they are working at night from Professional Services: Accounting, Law 62% taking the offhome making international conference calls. Retail 59% ramp as the Peggy Shiller of the Center for Work-Life Policy Energy 55% only solution, noted a technology that allows people to virtualwomen remain ly face one another across a conference table. This Manufacturing 49% connected to and other technological advances such as a caller Source: The New Career Paradigm: Flexibility Briefing, American Business Collaboration and WFD Consulting, 2007 their careers ID system for telecommuters no longer confine through flexithe workplace to a cubicle or corner office. ble work options. The off-ramp, on-ramp surCombined with technological advances and vey came to the same conclusion. More than 93 globalization, generational differences rework percent of women seek help to reenter their cawhat constitutes a workplace. Members of reers. “The trend is for women not to opt out Generation Y don’t want the same extreme job but to ask for flex work arrangements doing lifestyle that puts work at the top of the list. similar jobs,” said Susan Hunsberger, senior Trading money for time, they favor flexible ophuman resources manager for engineering at tions that allow for personal pursuits — and GE Aviation. “They might conduct stress analycompanies concede the need to provide them. sis across one engine line instead of three. They The bottom-line incentive to transform the have the same work challenges and real assignwork model ments, which help them continue to grow.” The different way women see their careers, Flexible work schedules keep women in the the effects of globalization, technology, and inworkplace so that they don’t have to take the creasing numbers of Gen-Y employees created a off-ramp. In 1991, only 14 percent of women momentum that corporations had to acknowlhad flexible work schedules. In 2007, the numedge. Though women’s retention and flexibility ber jumped to 26 percent, according to the Where to Find Flex 40 SWE WINTER 2008

Table of Contents Feed for the Digital Edition of SWE - Winter 2008

SWE - Winter 2008 Heritage Club President’s Note View from the Executive Suite Editor’s Page Readers’ Forum EWeek 2008 New Faces of Engineering The Leaky Science and Engineering Pipeline Why Do Women Leave the Engineering Work Force? A Greener America = New Growth Fields for Engineers The Off-On Ramp Revolution Recognizing the Historic Contributions of African-Americans Membership Information & Calendar A&B Women in Tune with Technology: SWE 2007 Conference Overview Keynote Address Achievement Award Region, Section, and Collegiate Awards SME Bowl and SWE Anniversaries Engineering World: Point of View: Why I Blog Career Toolbox Book Review SWE Smiles Opportunity Index SWE Scrapbook

SWE - Winter 2008

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