How To Keep Women In The Talent Pipeline

How To Keep Women In The Talent Pipeline

An equal world is an enabled world

One of the reasons I celebrate International Women’s Day (IWD) is statistics.

The number of women working in engineering and advanced manufacturing has not increased in 20 years. The percentage of women moving into management and senior management levels still remains far below their male counterparts.

We have not yet reached gender parity – and we need to. This year’s IWD theme -- #EachforEqual – underscores why: an equal world is an enabled world. At our company, we know that diverse teams make better decisions. And Inclusive teams, where employees feel valued and heard, are more creative and innovative.

A Goal Within Reach

A recent Women in the Workplace study from McKinsey & Company shows signs that the glass ceiling is cracking – more women are rising to top levels of companies than ever before.

Still, women are underrepresented at every level. Despite progress, we are far from gender parity.

Broken Rung

The study references the ‘broken rung.’ That’s the first step up to manager. While women start at entry level positions at about the same percentage as men, for every 100 men promoted/hired to manager, only 72 women are promoted/hired. This has a long-term impact on the talent pipeline, as fewer women are able to take the next steps to senior levels.

Statistics like those cited in the report fuel my passion for creating a culture where all employees – women and men – can be comfortable bringing their authentic selves to work, and realize equal opportunities for learning and career growth.

This month our company is recognizing women – the innovators, problem solvers, builders and makers – who believe our world can work better. People like:

Bianca Soares

Bianca Soares

Bianca Soares

Bianca’s roles as mentor and mentee have helped her grow both in skills and her appreciation for people who are different from herself.

“Rockwell gives me space to put what I learn into practice. To reach our full potential as a company we must support women. This is a great place for women to work, and I want to do my part to help other women succeed.”  

Julie Lu

Julie Lu

Julie Lu

The first woman in our company to achieve the respected title of senior principal engineer, Julie hopes to inspire other women to follow a technical career path.

“Stay open and share your opinions. Listen to others and don’t hesitate to challenge ideas that may be flawed. Problem solving is a constant process. Summon your courage and focus your energy. I hope everyone has a great journey creating a better self.”

Kristin Roth

Kristin Roth

Kristin Roth

As a woman and a person of color, Kristin is uniquely qualified to help young women see themselves in engineering professions and in the industry.

“I appreciate our company’s wide range of career paths. There’s no shortage of opportunities to learn and contribute. Throughout my career, I have felt supported in an environment that values and demonstrates trust and respect. This culture understands that talent and leadership can show up in many different forms.”

Rebecca Ball

Rebecca Ball

Rebecca Ball

Located in Dubai, Rebecca is the region’s first female country sales manager.

“When you are the minority you have to work extra hard to have your voice heard. That can be intimidating. I’m not the loudest voice but I have opinions to share so one of the areas my mentors helped me develop is finding my voice – and using it at the right time, in the right way.”

Together, we are expanding human possibility.

Michele Matthai
Posted February 27, 2020 By Michele Matthai, Director, Culture of inclusion, Rockwell Automation
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