Posted on December 11th, 2011 No comments
Atlanta, GA—December 9, 2011—WITI (Women in Technology International), the world’s leading trade association for professional, tech-savvy women committed to using technology, resources and connections to advance women worldwide, named Ann Franks, managing principal of AGSI, as recipient of WITI Atlanta’s Inaugural Female IT Leader of the Year Award. The award honors executive IT leaders for making outstanding contributions to the technology industry, their community, and for inspiring others.
“The WITI Atlanta Female IT Leader of the Year Award recognizes outstanding women who have made significant achievements and contributions to the technology industry, for their leadership, and also for their attitude of service.” said Cynthia Coker and Theresa Spralling, WITI Atlanta Co-Directors. “Ann has made significant contributions to the IT industry through her many achievements. She exemplifies the true meaning of a great leader through her commitment to give back and to inspire others who follow in her path.”
Ann Franks is a business oriented senior technology executive with 25+ years of experience, which includes domestic and international IT operations, serving an expatriate assignment in Europe. Ann advanced through the ranks of Lanier Worldwide culminating with her appointment to Vice President Information Technology, CIO, followed by the appointment of Chief Information Security officer (CISO), North and South America for Ricoh Americas. Her responsibilities have included the integration efforts of 13 European countries; responsibility for IT strategy, program/project management, infrastructure/application portfolios, security and business process improvement for U.S. operations; and the establishment of an Americas program management office managing information security throughout the region. Ann joined AGSI in 2010, delivering executive services, including CIO advisory services, to F1000 companies. Ann was honored with the appointment of Georgia CIO of the Year in 2005. She currently serves on the Board of Directors for Junior Achievement of Georgia and Theatrical Outfits. Ann actively supports and participates in several community organizations, one of which is mentoring women in advancing their career to the executive ranks. Ann exemplifies the characteristics of the technology woman this award represents.
The WITI Atlanta Female IT Leader of the Year Award was presented at WITI Atlanta’s Annual Holiday Event and Special Awards Presentation, held on December 5th, 2011, at the Ravania Club. The premier event sponsors included ADP and Intel.
For more information about the WITI Atlanta Chapter, please visit, WITI.com/Atlanta or contact: firstname.lastname@example.org. 1818.788.9484.
WITI is the world’s leading trade association for professional, tech-savvy women committed to using technology, resources and connections to advance women worldwide. With a global network of smart, talented women and a market reach exceeding 2 million, WITI has established powerful strategic alliances and programs to provide resources, and opportunities within a supportive environment of women committed to helping each other. WITI’s mission is to empower women worldwide to achieve unimagined possibilities and transformations through technology, leadership and economic prosperity. For more information please visit http://witi.com
Asocia Group, is a leading provider of information technology and talent management consulting and staffing services, focused in the commercial, public and healthcare sectors. Asocia Group is based in Atlanta, GA, and has been consistently ranked as one of the top diversity, woman-owned firms in the US. Asocia Group is a WBENC/WBE certified firm. www.asociagroup.comWomen In Technology Female IT Leader fo the Year, Female IT Leader of the Year Atlanta, Female IT Leaders, Female IT Leaders Atlanta, WITI, WITI Atlanta, women in technology, Women In Technology Associations, Women In Technology Associations Atlanta, Women In Technology Awards, Women In Technology Awards Atlanta, Women Technology Executives, Women Technology Executives Atlanta, Women Technology Leaders, Women Technology leaders Atlanta
Women In Technology International:WITI Atlanta Holiday Event And Female IT Leader Of The Year Award – December 5th, 201IPosted on November 18th, 2011 No comments
WITI Atlanta Presents:
WITI Holiday Networking Meeting & Female IT Leader of The Year Award Presentation
Monday, December 5, 2011 | 5:00 – 8:30 PM
Join WITI Atlanta for our Holiday networking meeting. We will be presenting our award for the Female IT leader of the Year.
WITI’s Holiday Networking Event: SMART Connections
SMART–Structured to Maximize your Advantage with the Right Technology–Connections was designed by WITI to offer its members and guests a structure for networking.
Come network, share and celebrate in the holiday festivities. Meet local IT executives, share real world issues and solutions and have a little holiday fun.
We will be presenting the WITI Female IT Leader of the Year Award for 2011. Come help us celebrate!!
As part of this meeting we’re also asking participants to bring a new toy for the U.S Marine Corps Reserve Toys for Tots Program as a way for us to give back to the local community.
Event Date and Venue:
This event will be held from 5:00 – 8:30 PM on Monday, December 5, 2011 at:
2 Ravinia Drive
Atlanta, Georgia 30346
5:15-8:15 SMART Networking/Female IT Leader of the Year Award
8:15-8:30 Wrap Up, Drawing
About Our Sponsor(s):
ADP:Automatic Data Processing, Inc. (Nasdaq: ADP),with nearly $9 billion in revenues and about 550,000 clients, is one of the world’s largest providers of business outsourcing solutions. Leveraging over 60 years of experience, ADP offers a wide range of HR, payroll, tax and benefits administration solutions from a single source. ADP’s easy-to-use solutions for employers provide superior value to companies of all types and sizes. For more information about ADP or to contact a local ADP sales office, reach us at 1.800.225.5237 or visit the company’s website at www.ADP.com.
Intel is a place where employees can pursue their passions, support world-changing initiatives, and thrive intellectually. Our employees are as diverse as our customers, vendors, and colleagues in the global market. This worldwide perspective helps us anticipate and provide for the growing needs of a changing marketplace.
For complete details, please visit: http://www.witi.com/atlanta/meeting.php?id=2557
Founded in 1989, WITI (Women In Technology International) is the leading Global Trade Association for professional, tech-savvy women, WITI is your resource for information and connections to a well-educated, talented group of women who are the buyers and decision-makers at their companies, organizations, homes, and on the net.
WITI reaches more than 2M women in every industry worldwide. Collectively, WITI women purchase more than 3 billion dollars worth of technology for our professional and personal lives. WITI women work in large corporations, run their small businesses; we are professionals in every field who consider technology central to our businesses, careers and professions.
Asocia Group, is a leading provider of information technology and talent management consulting and staffing services, focused in the commercial, public and healthcare sectors. Asocia Group is based in Atlanta, GA. Asocia Group is a WBENC certified firm. Asocia Group’s family of companies include: Asocia Healthcare and Asocia Executives. Asocia Executives provides global executive search and leadership development services with a specialization in Women In IT, providing training, career planning and recruiting services focused on Director to C-Level, specifically for women in IT. www.asociagroup.com
Posted on September 4th, 2011 No comments
How can we achieve diverse corporate boards – and how can we do so in a way where experience isn’t sacrificed for the sake of social equity?
European countries such as Norway, Spain and France are poster children for implementing the “stick” approach with aggressive gender quotas (40% women).The recent UK government inquiry into women directors on the FTSE recommends goals of 20% by 2013 and 25% by 2015. Just this week, the EU Justice Commissioner Viviane Reding asked public companies to “voluntarily” commit to filling 40% of all board positions with women by 2020 so that “regulators do not have to become creative” in forcing corporations to meet these benchmarks.
Is change best achieved through a legislative stick? Or is the mere threat of such a stick enough, as is in the case of EU, where regulators recognize that a sanctioned one-size-fits-all approach to boardroom diversity may not in reality provide a one-size-fits-all benefit to the bottom line of European corporations.
In a recent article in Forbes, they interviewed Diana Taylor, managing director, Wolfensohn & Company, and former New York state Superintendent of Banks, and Janice Reals Ellig, co-CEO of Chadick Ellig. The article noted that the US faces it’s own unique challenges in closing the gender gap in the boardroom. No single force will be responsible for ultimately changing the face of America’s boardrooms, particularly not any bureaucratic stick. Rather, change in the U.S. will be driven through an organic, collective effort within the business community and from multiple voices continuing to advocate the bottom line benefits of leadership diversity.
Who are the change agents and what should they be doing?
• CEOs need to take a public stand that diversity is a business imperative. This requires a dedicated effort by the CEO to educate their boards, senior management and middle management, employees, shareholders and the public that more gender diversity means better financial performance for their organization.
• Most importantly, CEOs need to go beyond lip service through creating transparent success metrics that they hold themselves and the leadership team against.
Board of Directors:
• Expand the Talent Pool: Nominating Committees need to go beyond their biases that only current or retired CEOs and those with board experience should be in the consideration set. Is the success of a board truly correlated to 100% of the board holding this background?
• Develop a True Talent Pipeline: Boards must build a specific action plan focused on recruiting, developing and retaining top talent within their organization — not just in order to fill the next board opening but also those three, five, 10 years down the road.
• Creating a company’s talent “bench” not only includes cultivating the careers of those stars within your senior ranks, but also those in middle management who have the opportunity to take on roles within your organization that best develop the leadership and operational skills in greatest demand at the C-level.
• Candidate Slates: When filling a board position, insist on having viable candidates – and 50/50 gender representation.
• Reexamine Board Assessments and Board Tenure: Shareholders should not just know how a board operates but also how individuals are contributing. Just like a CEO or senior manager may not be the right leader three years down the road—so too with board members as the company evolves.
• Educate boards on the bottom line and performance benefits of building a diverse board. While many boards may appreciate this feedback, they nonetheless often source new members through their own professional and personal networks. In fact, a recent PWC survey found that 86% of survey participants relied on exiting board contacts to recruit new directors
• When executing a search, have the courage to present out of the box candidates. Go beyond the trophy names, those who are “over boarded,” those who do not have the time. Look for those whose experience matches the needs of the board seat and not just necessarily the traditional criteria check boxes.
• Source candidates from a variety of global pools including many of the powerful, influential women’s organizations including Catalyst, C200, IWF, WCD, New York Women’s Forum. Also tap into the top women’s professional associations associated with the talent needs of a particular board seat.
The Investment Community:
• As diverse boards have been correlated with enhanced financial performance, investors must actively evaluate boardroom diversity when assessing the vitality of an organization – and not vote for non-diverse board seats. PAX Mutual Funds, for example, will not vote for a board where there is no diversity.
• Be part of the solution: On the institutional investor side, pension funds such as Calpers and CalSTRS are putting together a diverse database of potential board candidates for the companies whose stock they own, to consider for their boards.
• If you want to land a board seat, understand the skill sets and career experiences that serve as the basic bar of entry for consideration. This often translates to deep operational or financial experience within a large corporation, most commonly managing a significant P&L.
• Be your own best advocate: Women need to make it known that they are seeking a board opportunity and how they are uniquely qualified –and understand what type of board where you can truly add value.
• Women need to network with centers of influence, those who can be a sponsor to them while leveraging the insights and expertise of women who already hold positions on a board.
ASOCIA Executives, a division of ASOCIA Group, is privately-held, global executive search and corporate executive development firm. Asocia Executives specializes in Information Technology, Healthcare and Diversity/Female, Senior-Level Executive Search.
ASOCIA Executives recently launched an initiative – Women To Boards- to help promote more women into board roles for leading corporations. ASOCIA Executives works with Fortune 500 companies to identify and place qualified females Directors for their boards. For information, please contact: Womentoboards@asociaexecutives.comExecutive Search Atlanta Executive Search, Atlanta Executive Search Firms, Corporate Board Executive Recruiters, Corporate Board Executive Recruiting, Diversity, Diversity on Corporate Boards, Executive Recruiters Atlanta, Executive Recruiting Atlanta, Executive Search Board Placements Atlanta, Global Executive Search, Influential Women in Technology, Influential Women In Technoloy Atlanta, New York Executive Search Board Placement, San Francisco Executive Search, women in technology, Women on Boards, Women On Coporate Boards
Posted on August 27th, 2011 No comments
What are the challenges facing women in technology? And what can be done to help deal with these challenges? Task-force participants at “The Wall Street Journal’s Women in the Economy Conference“ split off into six industry groups to discuss and debate these issues, each coming back with their top four priorities moving forward. We have provided the summary on the technology sector below.
SCIENCE AND TECHNOLOGY
Top Four Recommendations
1. Brand the Bling: Build a vision for females, using branding and glamour to attract them to the field. Build up role models, make them more prominent. Clone Marissa Mayer. Tech-industry groups should run an ad campaign that highlights women tech executives. The group could also produce a movie that glamorizes women in technology. Get Harvey Weinstein involved.
2. Female-Friendly Education: Develop mandatory classes for science and technology for entire bodies of schools. Universities should assign all students to small sections of entry-level computer-science courses based on their level of experience. Problem sets should be more relevant to women’s lives. Help young females understand technology through internships. Let women discover which fields interest them most.
3. Culture Change: Technology companies should evaluate their corporate culture for any adverse impact on employment and retention of women in engineering and computer science, and make adjustments based on their findings. Review internal systems and leadership-development policies. There must be a deliberate, long-term focus on women, coming from the top.
4. Insist on Diverse Hiring: Technology companies should insist that every candidate pool contain women and every interviewing panel contain women. Also, look to hire female-friendly men. Use evidence-based hiring. Diverse hiring must permeate the entire organization, coming from the top down, with the CEO committed to it.
Read the complete Women in the Economy report: Task Force Leaders for Industry Group Discussions
Journal Community -www.wsj.com
Join the Discussion: Women make a powerful impact on the economy. How can companies harness the opportunities offered by this vital segment of the workforce? What’s happening in specific industries – finance, technology, science and health care, law, government, and media? This group is inspired by the participants of the Wall Street Journal’s Women in the Economy conference, but all are welcome to take part in these conversations.
ASOCIA Executives, a division of Asocia Group, is global executive search firm, with a specialization in Executive-level search and executive development for women in technology. www.asociaexecutives.comExecutive Search, Information Technology Consulting & Staffing, IT Hiring Trends Atlanta Female Executive Search, Executive Development Women in IT, Executive Recruiters Women in Technology, Executive Search for Women in Technology, Executive Women in IT, talent management, Talent Management Atlanta, Talent Management New York City, Talent Management San Francisco, women in it, Women in IT Atlanta, Women in IT California, Women in IT Executive Search, Women in IT New York, Women in IT on Boards, women in technology, Women In The Economy WSJ
Posted on May 10th, 2011 No comments
Asocia Group Expands SWIFT Services: Executive Search and Leadership Programs Exclusively for Attracting, Retaining and Developing Women Leaders in IT
Atlanta, GA- Asocia Group, a leading provider of information technology consulting, staffing and executive services focused in the commercial, government and healthcare sectors, announced in 2010 the launch of a new organization S.W.I.F.T. – Supporting Women in the Field of Technology. S.W.I.F.T. is solely focused on supporting women in technology careers.
There is a vast underrepresentation of women in technical positions in US companies. Women hold only 24% percent of technology jobs, yet represent half of the total workforce. This underrepresentation persists even though the demand for technical talent remains high: computer occupations are expected to grow by thirty two percent between 2008 and 2018. Companies are increasingly aware of the benefits of diversity for innovation, and are looking for solutions to recruit, retain, and advance women.
JOIN THE SWIFT CAREER MOVEMENT – SUPPORT WOMEN IN THE FIELD OF TECHNOLOGY
1. Executive Search Services- For Corporations Seeking to Retain Top Female IT Talent:
- New Positions in IT for Women
- Promoting Women into Senior IT Positions & C-Level positions
- Board Opportunites for Women in IT
2. Executive Development Services: For Individuals and Corporations to Develop Leadership Skills. These programs are customized for the Female IT Professional.
The SWIFT Differentiator: The SWIFT Team is comprised of Women IT industry veterans. We provide customized programs for corporations to develop current women IT leaders and to attract future leaders.
S.W.I.F.T. will also be partnering with other women-focused technology organizations and leading corporations to help offer and increase opportunities for women in technology.
Asocia Group is a top-tier information technology consulting, staffing and executive search services provider focused in the commercial, government and healthcare sectors. Asocia was ranked as one of the nation’s top 500 diversity businesses in 2009 by Diversitybusiness.com. www.asociagroup.com.
Asocia Group was named one of the Top 500 Diversity Businesses in the US in 2009 by Diversitybusiness.com. Asocia Group is a minority, woman-owned business (WBE), certified by the Women’s Business Enterprise National Council (WBENC). www.asociagroup.com/WBENC
For additional information about S.W.I.F.T or Asocia Group, please contact:
1.800.481.0352Executive Search Atlanta Diversity Executive Recruiters, Atlanta Executive Recruiters, Executive Recruiting Atlanta, Female Executive Coaching, France, IT Diversity Executive Search, IT Diversity Search Atlanta, IT Executive Coaching, IT Executive Coaching Programs Atlanta, New York, New York City, New York City Diversity Executive Search, NY, Paris, San Francisco, San Francisco Diversity Executive Search, Women Executives, women in it, women in technology
Posted on March 29th, 2011 No comments
Fast Company recently announced their pick of the 2011 Most Influential Women In Technology. The list highlights thirty women in six categories. All of them bring unique brands of thought to their industries.
Asocia Group would like to send our personal congratulations to Carolyn Leighton, the founder of Women In Technology, International(WITI).
Limor Fried, Founder. Adafruit Industries
Prerna Gupta, CEO, Khush Inc.
Alexa Hirschfeld, Co-Founder, Paperless Post
Jennifer Hyman and Jennifer Fleiss, Co-Founders, Rent the Runway
Julia Kaganskiy, Editor, The Creators Project
Kellee Santiago, President, That Game Company
Jessica Kahn, Vice President of Engineering, Disney Mobile
Veronica Belmont, Host, Revision3
Heather Kelley, Founder, Perfect Plum
Erin Robinson, Independent Game Developer, Adventure Game Studio
Jennifer Aaker, General Atlantic Professor of Marketing, Stanford GSB
Rachel Sterne, CEO, Ground Report
Dr. Robin Murphy, Founder, Robot-Assistance Search & Rescue
Cynthia Breazeal, Founder, Personal Robots Groups MIT
Natalie Jeremijenko, NYU engineer & environmental scientist
Telle Whitney, President, Anita Borg Institute
Sona Mehring, Founder, CaringBridge
Katrin Verclas, Founder, MobileActive.org
Ory Okolloh, Policy Manger, Africa for Google
Alisa Miller, CEO, Public Radio International
Nichole Goodyear, CEO, Brickfish
Shira Lazar, Host, Partners Project
Chloe Sladden, Media Partner, Twitter TV
Heather Harde, CEO, Techcrunch
Rachelle Hruska, Founder, GuestofaGuest
Carolyn Leighton, Founder, Women in Tech Intl
Leslie Bradshaw, Founder, Jess3
Cher Wang, CEO, HTC
Marissa Mayer, Vice President of Geo-Location Services, Google
Mary Meeker, Partner, Kleiner Perkins Caufield & Byers
For full details on the list, please see Fast Company
Posted on July 17th, 2010 No comments
A new research report released by the Anita Borg Institute for Women in Technology (ABI) outlines the attributes of success for Senior Technical Women who, at only four percent of the 1,795 technical men and women surveyed for the report, represent a rarity in the technology industry.
The report, titled Senior Technical Women: A Profile of Success, examines the characteristics of high-ranking women in technology, how they perceive themselves and their top attributes for success, and what organizational practices they most care about. The ABI report is publicly available at www.anitaborg.org.
Senior Technical Women: A Profile of Success explores the demographics and attributes shared among women who defy the odds and achieve senior level positions on the technical track. It also makes recommendations for companies looking to retain senior technical women and for women seeking to advance to senior level positions.
A growing body of research has documented the underrepresentation of women in technical
positions in US companies. Women hold 24 percent of technology jobs, yet represent half the total workforce. This underrepresentation persists even though the demand for technical talent remains high: computer occupations are expected to grow by 32 percent between 2008 and 2018.
Companies are increasingly aware of the benefits of diversity for innovation, and are looking for solutions to recruit, retain,and advance women.
A combination of factors helps to explain the dearth of women in technical positions:
• A shortage of women graduating with degrees in technical fields. Women earned 18.6 percent of Computer Science bachelor’s degrees in the US in 2007, and 18.5 percent of engineering degrees. For computer science, this represents a sharp decline from the 37 percent of women graduating with a bachelor’sdegree in 1985.
• For women who do enter technical careers in industry, persistent barriers to retention and advancement have been documented, including: isolation and lack of access to influential social networks and mentors;unwelcoming cultures; work-family conflict and family configurations that differ from male colleagues;organizational cultures that do not reward mentoring and employee development; and hidden bias andstereotyping that become embedded in organizational processes.
• The mid-career level has been identified by researchers as an especially difficult juncture when 56 percentof technical women leave their companies, representing twice the turnover rate of their male colleagues.Furthermore, half of those women leaving their companies end up leaving technical fields entirely.
What about the women who persist and advance past the mid level? Little is known about the women who defy these trends and achieve senior level positions on the technical track.
ASOCIA Group is a leading information technology consulting and staffing firm and is 100% woman-owned and certified(WBE) by the Women’s Business Enteprise National Council(WBENC).
Dont Miss The Largest Women In Computing Conference: Grace Hopper Celebration- September 2010-AtlantaPosted on July 2nd, 2010 No comments
“Collaborating Across Boundaries”
September 28 – October 2, 2010
Co-founded by Dr. Anita Borg and Dr. Telle Whitney in 1994 and inspired by the legacy of Admiral Grace Murray Hopper, the Institute’s Grace Hopper Celebration (GHC) Of Women In Computing Conference is designed to bring the research and career interests of women in computing to the forefront. It is the largest technical conference for women in computing and results in collaborative proposals, networking and mentoring for junior women and increased visibility for the contributions of women in computing. Conference presenters are leaders in their respective fields, representing industry, academia and government. Top researchers present their work while special sessions focus on the role of women in today’s technology fields, including computer science, information technology, research and engineering.
Past Grace Hopper Celebrations have resulted in collaborative proposals, networking, mentoring, and increased visibility for the contributions of women in computing.
Keynote Speakers Include:
-DUY-LOAN T. LE, Senior Fellow & World Wide Advanced Technology Manager, Texas Instruments
-CAROL BARTZ, Chief Executive Officer, Yahoo!
-BARBARA LISKOV, Institute Professor Department of Electrical Engineering & Computer Science, MIT
-AMY ALVING, Chief Technology Officer, SAIC
-KELLI CRANE, Senior Vice President and Chief Information Officer, Thomson Reuters
ASOCIA Group is a woman-owned enterprise(WBE), certified by the Women’s Business Enterprise National Council(WBENC) since 2007. www.asociagroup.com/WBENC
ASOCIA Group provides IT staffing and executive search services. We strive to help support women in all levels in information technology careers, from entry-level to executive management.
Posted on March 29th, 2010 No comments
A majority of senior technical women consider themselves to be assertive, collaborators, hard workers who work long hours, unafraid to question, risk-takers, and analytical in nature, according to a new report published today by the Anita Borg Institute for Women in Technology (ABI). The report, titled Senior Technical Women: A Profile of Success, examines the characteristics of high-level women in technology, how they perceive themselves and their top attributes for success, and what organizational practices they most care about. The ABI study is publicly available at http://anitaborg.org/files/Senior-Technical-Women-A-Profile-of-Success.pdf.
“Our survey explored both men and women’s perceptions of what the key attributes are for success in technology,” said Dr. Caroline Simard, vice president of research and executive programs for the Anita Borg Institute and author of the study. “The findings have helped identify common characteristics of those who have been able to break through the barriers associated with climbing the technical ladder. By shedding light on these attributes and encouraging further research on the subject, we hope to facilitate greater diversity, which is so critical to innovation, at all levels of the technology industry.”
Attributes of Success: The study identified top attributes for success for senior technical women -
• Analytical: The majority of senior technical women perceive themselves as analytical. Indeed, all technical employees tend to see themselves as high on this attribute, as technical careers tend to first and foremost look for analytical and problem-solving skills.
• Unafraid to Question/Desire to Learn: A majority consider themselves as questioning – having the ability to ask the right questions, which is critical to problem-solving.
• Risk-Takers: A majority of senior technical women view themselves as risk-takers, which was identified by technical employees as one of the top four attributes of success. Moderate amounts of risk-taking are an important part of leadership, and senior women and men are equally as likely to perceive themselves as risk takers. This research shatters the stereotype that men are more likely to be risk takers than women are.
• Collaborative: Senior technical women are collaborators. A collaborative work style is perceived as a critical success factor in high-technology by both technical men and women, and is consistent with a culture that values innovation, which cannot be achieved without extensive collaboration. Collaboration is both a critical source of success but also a great source of career satisfaction.
• Hard-working/Long Hours: Advancement for senior women comes with long working hours. This finding is consistent with the culture of technology where advancement is tied to increased responsibility and significant availability. This can be a barrier for women who seek advancement while juggling family responsibilities in dual-career couples. 72 percent of the senior technical women surveyed reported cutting back on sleep to advance their careers and nearly a third have delayed having children.
• Assertive: A majority of senior technical women describe themselves as assertive – significantly more so than women at the entry and mid levels. In a professional culture that rewards speaking up, self-promotion, and ambition, senior women interviewed uniformly said they had to learn to be assertive and promote themselves in order to advance. However, research also shows that women have less freedom than men in assertive behavior. Because women’s assertiveness defy long-standing gender stereotypes, women often experience a “likeability penalty” when they are assertive.
About the Anita Borg Institute for Women and Technology (ABI)
The Anita Borg Institute provides resources and programs to help industry, academia, and government recruit, retain, and develop women leaders in high-tech fields, resulting in higher levels of technological innovation. ABI programs serve high-tech women by creating a community and providing tools to help them develop their careers. ABI is a not-for-profit 501(c) 3 charitable organization. ABI Partners include: Google, Microsoft, HP, Cisco, First Republic Bank, Intel, National Science Foundation, NetApp, SAP, Sun Microsystems, Symantec, IBM, Lockheed Martin, Thomson Reuters, CA, Intuit, Wilson Sonsini, Goodrich & Rosati, Yahoo, Amazon, Facebook, and Raytheon. For more information, visit www.anitaborg.org.
Posted on March 20th, 2010 No comments
The Anita Borg Institute for Women in Technology announced the winners of its 2010 Women of Vision Awards recognizing women who have made significant contributions to technology. One winner is selected in each category: Innovation, Leadership, and Social Impact.
The honorees are:
Kathleen R. McKeown, Henry and Gertrude Rothschild Professor of Computer Science, Columbia University
Kristina M. Johnson, Under Secretary for Energy, U.S. Department of Energy
Lila Ibrahim, General Manager, Emerging Markets Platform Group, Intel Corp.
The Women of Vision Awards recognize women who make significant contributions to technology in three areas: innovation, leadership and social impact. To be selected for the award, women have to demonstrate “consistent, significant contributions to technology innovation and application”; effect positive changes in the way technology impacts society; or demonstrate leadership in the technology industry, according to The Anita Borg Institute.
McKeown’s contributions to natural language processing in artificial intelligence, information extraction and human-machine interaction distinguished her for the innovation category.
Johnson’s roles as Under Secretary for Energy and as dean of Duke University’s Pratt School of Engineering garnered her a Women of Vision award in the leadership category. At the Department of Energy, Johnson is working on a plan to achieve an 83 percent reduction in greenhouse gases by 2050. At Duke, she led the expansion of the engineering school.
Ibrahim’s work for Intel scored in the social impact area. She currently leads the research, definition, development and marketing of technologies specifically intended for education worldwide. Previously, Ibrahim led Intel’s Digital Village Initiative, which delivers technology projects that advance education, health and e-governance in the developing world.
The Women Of Vision Conference is being held on May 12, 2010.
Congratulations McKeown, Johnson and Lila! Thank you for your work and dedication.