Women In Business & Industry 2015

Making It In

Silicon Valley!

Top Tech Companies For Women

Ensuring Gender Diversity In The Workplace Tech Internships

For Girls

Best Cities For

A Startup Women’s Technology Hall of Fame

Zirtual CEO

Maren Donovan

Practical Experience, Perseverance, & The Right Idea

Embracing Diversity

We embrace diversity in our products, the players who use our equipment, and most importantly, our people.

Tax Accounting • Customer Service • Information Technology Opportunities are available in Southeastern MA and Southern CA. Acushnet Company offers competitive salaries and comprehensive benefits. For more information, check out our website.

Join the Team behind the Brands.

Acushnet Company proudly supports America’s Veterans.

www.AcushnetCompany.com An equal opportunity employer, m/l/d/v

Editor’s Letter Making It In

Silicon Valley!

Also Inside:

Top Tech Companies For Women

Ensuring Gender Diversity In The Workplace Tech Internships

For Girls

Best Cities For

A Startup Women’s Technology

Hall of Fame

Got A Light?

M

ore at the forefront than arguably any time within the past 47 years, civil rights are once again front and center as we go into the summer of 2015. Despite the longer days, we’re seemingly in the midst of a very dark night when it comes to social relations.

Zirtual CEO Think about it; we just saw a candidate for President of the United States blatantly vilify a significant portion of the population he’s seeking to represent—in the speech announcing his candidacy. We’ve witnessed untold numPractical Experience, bers of police officers taking the lives of unarmed suspects Perseverance, & with impunity. A man goes into a church and murders nine The Right Idea people with the stated intention of starting a race war. All while tech companies openly denigrate female employees with no concerns or consequence.

You really have to wonder which direction this country is headed.

With so much darkness about, it’s really hard to say for certain.

In terms of human relations, the tech industry could look a whole lot better. Statistics show women currently comprise a mere 23 percent of the technological workforce, and they’re abandoning the field in steadily increasing numbers. Lately, the shining city Silicon Valley would like us to see is coming across more like a metropolis of misogynists in which women can expect to find way more hostility than opportunity.

Fortunately, some of the top companies in the industry have taken note and are working to rectify the situation. In this issue of Women In Business & Industry, you’ll meet a San Francisco Bay Area Fortune 500 executive working to maintain a level playing field within her organization.

You’ll also hear from a tech chief executive who, in addition to outlining her path to success, will offer some insights as to how others can follow in her footsteps.

With the goal of encouraging companies to diligently recruit, accept, and promote women, one Silicon Valley based organization identifies companies making a difference and ranks them accordingly. For the past five years, it has used the data to determine and announce the top companies for women technologists. You’ll find out which organization is the best of the best for 2015 in this issue.

An old saying goes, “It’s always darkest before the dawn.” In this case, it’s difficult to tell when dawn is coming. Meanwhile, we’re still in the dark. Hopefully, this issue of Women In Business & Industry will serve as a flashlight while we look forward to the dawn.

Maren Donovan

Lyndon Conrad Bell Editor Women In Business & Industry

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Inside This Issue

CLICK ON A PAGE NUMBER TO GO TO THAT STORY

WEBMASTER Vince Ginsburg DIRECTOR OF OPERATIONS Robin Cohen

Maren Donovan leveraged skills garnered while tending bar in Las Vegas into an Internet company employing some 400 people. With little more than a bright idea, determination, and yes, a little help from her friends, Donovan became a tech CEO. How did she do it? Find out on page 21.

WOMEN IN BUSINESS & INDUSTRY is Published by EqualityMagazines.com a wholly Owned subsidiary of JMR Publishing Enterprises PRINCIPAL Robin Cohen

Page 21

If You Start Me Up

If you’re in the planning phase of your new business, or you’re looking to work for a startup, some places are definitely more conducive to your efforts than others. Our resident expert will help you figure out which places are best for what you have in mind.

CLICK ON A PAGE NUMBER TO GO TO THAT STORY

Page 14

It Really Is Lonely At The Top

With so few tech companies making a decided effort to create a welcoming environment for women, the list of the top tech companies for women is a rather short one. However, the few trying earnestly are among the biggest and the best known.

Page 18

Gender Diversity Ensurance

Women absolutely face different concerns when it comes to career planning.

Companies with strategies to help women surmount them can benefit from a significantly broader pool of potential talent. Here’s how one Fortune 500 organization did it.

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Views and opinions expressed within the publication are not necessarily those of the publisher. The publisher reserves the right to reject or edit any copy, advertising, or editorial.

The publisher is not responsible for any unsolicited materials.

Copyright 2015.

All rights reserved.

For advertising, email: sales@EqualityMagazines.com For editorial, email: editor@EqualityMagazines.com EqualityMagazines.com WOMEN IN BUSINESS & INDUSTRY 13351 Riverside Dr. #514 Sherman Oaks, CA 91423 Tel: 818-654-0870 http://www.wib-i.com

Departments: Pg. 3 - Letters From The Editor: Got A Light?

Ad Index: Page 2 – Acushnet Page 5 – Covance Page 8 – Direct Employers Page 9 – Nixon Peabody Page 11 – Lockheed Martin Page 16 – Valley Power

DIRECTOR OF BUSINESS Mark Cohen

ART DIRECTOR Fran Sherman

Maren Donovan CEO, Zirtual

Page 10

MANAGING DIRECTOR OF SALES Jeff Palmatier

EDITOR-IN-CHIEF Lyndon Conrad Bell

On The Cover:

Features:

PUBLISHER EqualityMagazines.com

Page 17 – Vanasse Hangen Brustlin, Inc. Page 20 – Rehrig Pacific Page 24 – Talent Guard Page 25 – Union Pacific Railroad

Page 27 – LAPD/HSB/Equality Page 29 – American Pacific Page 29 – City of Hollywood, Fla. Page 29 – E&J Gallo Winery Page 29 – Golden Corral Page 30 – Equality Magazines

Pg. 6 - What’s News: Silicon Valley Internships For Women Pg. 7 - What’s News: Women In Technology Hall Of Famee Pg. 12 - Cohen’s Corner: New OFCCP Gender Based Rules Pg. 26 - Guide To Women’s Professional Organizations Pg. 28 - Business Bookshelf

DIVERSITY I S

I N

O U R

C U LT U R E

At Covance, we respect, value and understand the differences of each of our employees and create a work environment that encourages, develops and leverages their diverse capabilities to achieve our business goals. Simply speaking, our vision statement is to — build competitive advantage by optimizing the impact of diverse skills, cultures, ideas and experiences of every employee around the globe.

We believe that diversity is not about legal requirements, affirmative actions, quotas, or minority representation. Rather, its focus is on awareness, inclusion, respect, understanding and developing a supportive work environment for all employees regardless of age, gender, ethnic background, or sexual orientation.

Bring your unique talents to Covance. Visit www.covancecareers.com to learn more about a career with Covance and search open job opportunities.

Diversity within Covance is alive and universal. EOE

5 www.covancecareers.com

what’s news

Girls In Tech Silicon Valley PA RT N E R S W I T H

INTERNSHIP PROGRAM Silicon Valley-based non-profit Girls In Tech (GIT) is working to help female engineers thrive in the industry.

GIRLS IN TECH CEO ADRIANA GASCOIGNE

I

n their recent partnership with Silicon Valley Internship Program, (SVIP), they’re focused on educating and connecting female engineers from all over the world with startups in Silicon Valley to secure a one-year internship. The goal is to boost the numbers of women in the space and encourage them to continue their career path.

“It’s sad that the number of women who actually remain in the (engineering) field drops drastically only after a couple of years postcollege,” says Girls in Tech CEO and founder Adriana Gascoigne, “ We want to change the culture and the perception and we feel by partnering with SVIP, we can do just that.”

If your company is interested in impacting the global climate of female engineering, the process is simple. Here are the summarized steps: • SVIP finds and evaluates candidates.

• SVIP processes Intern Visas.

• SVIP will manage all logistics, including flights, bank accounts, first month’s housing, etc.

• SVIP will run an educational program • YOUR COMPANY provides a role to the engineer as a Full Time Development staff member.

• YOUR COMPANY provides a salary stipend + mentorship for the year.

You can visit: http://www.siliconvalleyinternship.com/about to get more details on how to join them. While traditionally, the SVIP has only been available to EU Citizens, studying in UK universities, the GIT Partnership opens up applications to any qualified GIT member worldwide.

Successful applicants will enjoy a one year paid intern-

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ship with a fast growing technology company in Silicon Valley augmented by monthly educational events where SVIPs meet with entrepreneurs, learn about specific aspects of the entrepreneurial value chain such as venture capital, company formation, sales, etc while developing their own ideas through monthly Hackathons.

Ultimately, the idea is to train the next generation of entrepreneurs who can return and contribute to the technology ecosystem in their homeland. Silicon Valley Internship founder, Michael Hughes explains more in this short video: https://youtu.be/ntaIttMEgCU A number of start up companies have been involved in this project, these include: • LoopUp • Viagogo • Guidespark • Bitnami and more...

• Caring.com • Coffee Meets Bagel • Valuation Metrics • MyEatClub

The hope is to encourage female tech developers from around the world to apply for the program. Applications for the Class of 2016-2017 will open in October of 2015. For updates on application deadlines and more, follow the SVIP Facebook page at www.facebook.com/SVIPUK. WIBI

Nichelle Nichols

what’s news

Named To Women In Technology Hall of Fame

W

ITI (Women in Technology International), the leading global business organization for women in technology has named Nichelle Nichols of Star Trek one of its 2015 Women In Technology Hall of Fame Honorees.

The Women in Technology Hall of Fame, one of the most prestigious honors for women in technology, was established in 1996 by WITI to recognize, honor, and promote outstanding contributions by women to technology. Inductees are acknowledged for their efforts to improve and evolve our society, while demonstrating a commitment to supporting and mentoring women and girls worldwide.

A listing of past Hall of Fame winners can be found at: http://witi.com/halloffame Nichelle Nichols portrayed “Lieutenant Uhura” in the Star Trek television series and motion pictures. One of the first African-American actresses on American television, Dr. Martin Luther King, Jr. praised her as a vital role model for Black children and young women.

Nichols was also instrumental in the NASA Astronaut Corps’ pioneering effort to break away from its White male past; among those recruited as a result of her efforts were Dr. Sally Ride, the first American female astronaut. Nichols work was recognized with NASA’s Distinguished Public Service Award.

She is also a strong supporter of President Obama’s STEM initiative. Nichols has demonstrated the perform-

ing arts serve as an attendant to STEM initiatives by inspiring young and old alike to the wonder and majesty of technical innovation and accomplishment.

The 2015 Women In Technology Hall of Fame inductees also included:

• Dr. Cheemin Bo-Linn, president & CEO, Peritus Partners • Ms. Pam Parisian, chief information officer, AT&T • Ms. Sheryl Root, professor, Carnegie Mellon University, Silicon Valley • Ms. Marie Wieck, general manager, Middleware, IBM “We are pleased to hear the conversations around changing the equation for women in technology are amplifying.” says Carolyn Leighton, WITI chairperson, who founded the organization in 1989.

“Our distinguished WITI 2015 Hall of Fame Award recipients, while facing their own battles and obstacles in the tech field, create new avenues for women in technology. They are leaders and mentors striving to make a difference with their voices and actions.”

WITI collaborates with company leaders to find effective solutions for retaining, attracting and advancing women in the technology industry.

Visit http://www.witi.com/ to learn more. WIBI

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anything you can imagine

Imagine the possibilities Visit www.Employers.Universe.jobs or call (866) 268-6206 toll-free to learn more Š 2011 DirectEmployers Association, Inc., a nonprofit consortium of leading global employers

Diversity at work At Nixon Peabody, our commitment to diversity is one of our core values. Our firm is made up of a diverse group of lawyers and professionals whose demographics mirror those of the communities in which we live and work. We believe a diverse environment is a rich environment where an open, inclusive atmosphere benefits everyone within it. Our supportive work culture not only makes the firm more interesting and stimulating, it also enables us to respond with greater agility to the challenges faced by our clients in a diverse, multicultural world.

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www.nixonpeabody.com

VETERANS ENTERPRISE

RIEVA RECOMMENDS

Best Cities for a Startup

BY RIEVA LESONSKY

I

f you’re thinking about starting a small business, some locations are definitely better than others to launch. Yes. But those best cities differ, depending on the criteria.

Two recent surveys have named the top cities for a startup.

Image Courtesy: Downtown Boulder (DBI.org)

First, NerdWallet analyzed 183 metro areas with at least 15,000 businesses and populations over 250,000. They used six metrics to determine if businesses in the city were successful and if the overall economy of the region is strong. NerdWallet concluded smaller cities are better—all the cities on its top 10 list were smaller—with populations under 1 million.

Half of the top 10 is in the Midwest, likely due to a lower cost of living and less competition.

The top five metros are: 1. Boulder, Colorado 2. Wilmington, North Carolina 3. Greater Bridgeport, Connectcut 4. Evansville, Indiana/Kentucky 5. Greater Portland, Maine

Using a different measurement standard, WalletHub looked at the 150 largest U.S. cities and analyzed the relative start-up opportunities in them. They used 13 key metrics and determined: Best Cities to Start a Business

1 2 3 4 5 6 7 8 9 10

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Shreveport, LA Tulsa, OK Springfield, MO Chattanooga, TN Jackson, MS Sioux Falls, SD Memphis, TN Augusta, GA Greensboro, NC Columbus, GA

Worst Cities to Start a Business

141 142 143 144 145 146 147 148 149 150

Anaheim, CA San Jose, CA Santa Ana, CA Oakland, CA Ontario, CA Fremont, CA Yonkers, NY Garden Grove, CA Jersey City, NJ Newark, NJ

© Rieva Lesonsky/GrowBiz Media Inc. Reprinted with permission.

This article originally appeared at www.smallbizdaily.com.”

Obviously here, too, costs count. For instance they found office space is four times more affordable in Toledo, Ohio, than in San Francisco and the cost of living is two times higher in New York than in Laredo, Texas.

But, when examining both lists, it’s obvious you have to look at more than costs before you call the moving van.

I have to share my personal point of view, city #143, Santa Ana, CA is hopping right now, with new shops and restaurants drawing lots of customers. From all the cities shown, that’s where I’d stake my claim. WIBI Rieva Lesonsky is CEO of GrowBiz Media, a content and consulting company specializing in small businesses and entrepreneurship. Rieva has been meeting with, consulting to and speaking to America’s SMBs for nearly 30 years. Prior to co-founding GrowBiz Media in 2008, she was SVP/Editorial Director of Entrepreneur Magazine.

Š 2012 Lockheed Martin Corporation

having a diverse supplier base means never running out of

big iDeas At Lockheed Martin, we believe that in order to have a world-class supplier base, we must provide opportunities for minority- and women-owned businesses to work with us. Supplier diversity not only provides us with greater agility and new perspectives, it has made us one of DiversityInc magazine’s Top 50 Companies for Diversity.

Lockheed Martin. Opening doors by putting supplier diversity into practice. We always have. And we always will.

www.lockheedmartin.com/suppliersdoingbusiness

employment endeavors

New Sex Discrimination Rule Proposed

OFCCP Considers Updating Regulations For Modern Concerns

BY MARK COHEN

R

ecently, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) announced a proposed rule change to revise and make modern the “sex discrimination” guidance issued back in 1970. “This update, the first in more than four decades,” explains an OFCCP spokesperson, “would reflect present day workplace realities and align the OFCCP’s rules with the spirit of the current law under Title VII of the Civil Rights Act of 1964.”

The proposed rule change addresses a wide range of potential barriers to equal opportunity and fair pay for women in the workplace. It has specific language regarding discriminatory wage practices, sexual harassment, pregnancy, stereotyping, gender identity, and family caregiving.

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Specific changes proposed in regards to stereotyping include:

• Failure to promote a woman, based on sex stereotypes about dress, including wearing jewelry, makeup or high heels.

• Harassing a man because he is considered effeminate.

• Adverse treatment of an employee because he or she is in a relationship with a person of the same sex.

• Adverse treatment of an employee or an applicant because of actual or perceived gender identity or transgender status.

• Adverse treatment of an employee or an applicant based on sex-based stereotypes about caregiver responsibilities.

• Denial of opportunities to mothers based on the belief women with children should not or will not work long hours.

In updating the OFCCP language, the Department of Labor and the Equal Employment Opportunity

These rulings also specifically state pregnant employees are entitled to “accommodations.”

Commission (EEOC) are recognizing the increased presence of women in the workplace and the Pregnancy Act (“PDA”).

Regarding the changes, OFCCP director Patricia A. Shiu states, “Our sex discrimination guidelines are woefully out of date and don’t reflect established law nor the reality of modern workplaces.”

Overall, these new recommendations mirror the current social and employment climate. The new language would potentially increase some of the current protections for female workers and industries traditionally held by their gender. For example, caregivers are singled out and identified by the OFCCP for the first time. The EEOC did issue some guidance suggestions in 2007, but they were never universally accepted nor officially adopted by the OFFCP. Furthermore, since the courts have ruled discrimination based on sexual stereotypes is not acceptable and are a concern to caregiver responsibilities, there will be some additional protection afforded this category of employee.

These rulings also specifically state pregnant employees are entitled to “accommodations.” As these recommendations should already fall in line with most current company Affirmative Action Programs, all the OFCCP would have to do is audit current policies and inform management

groups of the new policies needed to stay compliant.

In order to justify these new regulations, the OFCCP cites the need for more and better data to identify alleged barriers to employment, even going so far as to issue a new 500-page Federal Contract Compliance Manual to guide its field auditors. This indicates the Obama administration remains extremely aggressive in its review of contractor compliance and is increasing its vigilance when it comes to audits and violations.

Shiu goes on to say the culture of the typical workplace contributes to discrimination in some employment settings, but to-date, the OFCCP did not have empirical data to target interventions.

Again, this is an indication the OFCCP is going to use the information collected pursuant to these new regulations to challenge a wide range of employer practices and decisions.

In commentary related to the new regulations, the OFCCP makes it clear data collection and analysis will be critical to its enforcement effort, and the numeric goals provide a benchmark against which a contractor’s efforts can be measured. In that regard, the OFCCP says measuring effectiveness without some goal is practically worthless. WIBI

About the Author - Mark Cohen has been working for twenty years to promote diversity and equality in the workplace through minority recruitment and community outreach. In his position as VP and director of New Business Development at Equality Magazines.com, Cohen has become a recognized authority on minority recruitment and good faith compliance efforts.

Equality Magazines.com and its family of Diversity Recruitment Vehicles have been at the forefront of recruitment, compliance and minority community outreach since 1997. Further, they have been advocates of promoting diversity in America’s workforce; bringing the vast and talented pools of African-American, Hispanic, veteran, and female workers to companies in need of them.

For more information, visit http://www.equalitymagazines.com

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employment endeavors

The Top Companies For Women Technologists

BNY Mellon Named The Best WRITTEN BY LYNDON CONRAD BELL.

M

aking up about 23 percent of the technical workforce, and earning about 18 percent of computer science degrees, women are considerably underrepresented in the tech industry. Further, they are leaving the field at twice the rate as men. Among other factors, this has been attributed to the inhospitable nature of the tech environment for women. While horror stories abound, a number of companies are actively working to maintain environments within which women can thrive.

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To identify such organizations, each year for the past five years, the Anita Borg Institute (ABI), a nonprofit organization focused on the advancement of women in computing, evaluates technology companies for the level of women’s representation within their workforces. This includes total current participation at the entry, mid, senior, and executive levels; as well as the rate of recruitment and promotion of female employees.

Based in Palo Alto, California, the Anita Borg Institute (ABI) connects, inspires, and guides women in computing careers with organizations viewing technological innovation as a strategic imperative. Noted computer scientist Anita Borg founded the Institute in 1997.

Borg believed technological innovation powers the global economy. She also believed women are crucial to building technology the world needs. Credited with paving the way for female leadership in technology and computer science, Borg taught herself programming and went on to earn her PhD in computer science from New York University in 1980. She died in 2003.

To determine the top companies for women technologists, ABI’s Top Companies program evaluates the representation of women at all levels of the organizational structure, as well as year-over-year trends in the recruitment and promotion of women by companies within the U.S. technical workforce.

The results are complied to create ABI’s Top Companies Leadership Index (TCLI).

A definitive standard, the TCLI identifies companies enabling and promoting women in technical roles. For the 2015 Top Companies Leadership Index, ABI evaluated 35 technology companies with a total technical workforce of over 435,000 employees.

For women seeking to build rewarding careers in technical roles, ABI’s Top Companies Leadership Index identifies and provides insights into companies producing real results toward improving the inclusion, acceptance, and advancement of women. For participating companies, the TCLI provides feedback on their progress relative to others, while offering more significant insights into larger trends and challenges around gender diversity than they would find if

they were only looking at their own data.

Of course, the TCLI also provides visibility for their successes.

With all of the data compiled and evaluated, BNY Mellon emerged as the winner of the 2015 ABI Top Company for Women Technologists. In total, 13 companies were named to ABI’s 2015 Top Companies Leadership Index.

Telle Whitney, chief executive officer at Anita Borg Institute says, “BNY Mellon and all of the companies on the Top Companies Leadership Index have demonstrated a commitment to advancing women in technical roles by creating a culture within which they can thrive. ABI recognizes the importance of determining where women are getting stuck or leaving the field, so the industry-at-large can better assess progress as well as the challenges women face.”

Lucille Mayer, chief information officer of client experience delivery at BNY Mellon says, “As a global innovator, our success depends upon the talent, skills and commitment of all of our employees. The valued participation of women at all levels of our technical workforce drives new approaches to the industryleading services and ABI’S TOP COMPANIES solutions BNY Mellon’s clients expect LEADERSHIP INDEX us to provide.”

• Accenture “Companies need technical • American Express talent, and women • Apple represent half of • BNY Mellon the intellectual • eBay capital,” says Whit • GoDaddy ney. “If an organi • Goldman Sachs zation is genuinely • Google seeking to attract • IBM the best and the • Rackspace Hosting brightest, it only • Salesforce makes sense to tap • T. Rowe Price into the technical • USAA. skills women have to offer.”

Learn more about the Top Companies for Women Technologists Leadership Index at http://anitaborg.org/awards-grants/top-companies-for-women-technologists. WIBI

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getting ahead

Leveling The Playing Field Teresa Briggs On Gender Diversity At Deloitte LLP A WOMEN IN BUSINESS & INDUSTRY INTERVIEW

O

ne of the world’s most renowned consulting firms, Deloitte is the brand under which tens of thousands of dedicated professionals around the globe collaborate to provide audit, consulting, financial advisory, risk management, tax, and related services.

As vice chair, West Region, and San Francisco managing partner for Deloitte LLP, Teresa Briggs drives national strategy, client and business growth, and strategic positioning in local markets across a ten-state region with 14 offices and more than 7,000 Deloitte professionals.

With Deloitte for more than 30 years, Briggs has always had an explicit interest in growing talent and promoting inclusion within the organization. When she made partner in 1994, only seven percent of the company’s leadership was female. Today, more than 20 percent of Deloitte’s partners, principals, and directors are women.

We spoke with Ms. Briggs to learn how Deloitte accomplished this turnaround.

WOMEN IN BUSINESS & INDUSTRY: What did Deloitte do to make gender diversity a priority? Was it a long process?

TERESA BRIGGS: The process started about 20 years ago. At the time, Deloitte was bringing in a 50/50 balance of men and women each year, but losing women

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at a faster pace. While some of these women had families and chose to stay home afterwards, we were also losing exceptional female talent to other companies.

These women were leaving for better-balanced work/life cultures at other companies. They wanted to have a family and continue their careers, but were having difficulty seeing a clear path to it at Deloitte.

Our CEO at the time wisely decided it was a business imperative to address gender turnover through programs aimed at female retention.

We began by focusing on assignments, promotions and compensation. This significantly reduced the potential for unintended systematic bias. The goal was to eliminate discrepancies in workplace treatment. It’s a practice we employ to ensure our employees are on a fair and even playing field.

Elevating women to leadership roles was also crucial to the success of our efforts. With a better proactive focus, women have increased opportunities to reach new pin-

nacles. The first to evaporate, and “Women are underrepresented in female chief executhey become seen Silicon Valley. In fact, a study found tive at a Big 4 promore as a member females comprise only 24 percent of of the team, rather fessional services firm, our newly engineering and computer profession- than a representative elected CEO Cathy of the minority. als in all of Santa Clara County.”

Engelbert is proof Being outnumbered and seemingthe strategy works. ly pigeonholed can lead to a behavior known It’s vital to prioritize programs to help women as “covering.” People conceal part of their excel and reach their full potential. nature in an effort to assimilate. As a result, WIB&I: How do you ensure this change is really creativity suffers. being practiced?

Promoting an inclusive culture is more than just the right thing to do. Studies from TB: Deloitte has developed a number of Deloitte suggest creating an environment programs to get Deloitte’s female professionwhere people can bring their complete, auals the right development and sponsorship. thentic self to work results in more producMore active than a mentor; sponsors open tivity and stronger commitment. doors, share their networks, seek opportunities, and lobby for their protégés.

WIB&I: What advice would you give I had a strong sponsor who leveraged my to women looking to be successful in skills and his influence to create opportunitheir careers? ties for me. I was on the forefront of Deloitte’s goal to create a culture of sponsorship TB: Be opportunistic and agile. With agiliwhere leaders are encouraged to seek protéty and a willingness to take risks, you’ll allow gés. Now, I’m sponsoring the next generation yourself and your career new opportunities. of leaders.

This will push you to grow and sometimes uncover a whole new passion or talent.

WIB&I: What about an environment My career has been filled with experiences like Silicon Valley, in which women face I never planned on; all of which led me to unique challenges? where I am today.

Also be authentic, and create a work enviTB: Women are underrepresented in ronment in which others feel they can do the Silicon Valley. In fact, a study found females same. When we can share all of our talents, comprise only 24 percent of engineering we feel more valued and engaged, and busiand computer professionals in all of Santa ness results improve too. WIBI Clara County*.

Regardless of the industry though, when * From the Anita Borg Institute report, there are few women in an organization, “Climbing the Technical Ladder: Obstacles they sometimes feel their voice isn’t heard as and Solutions for Mid-Level women in Techstrongly. As more women join, the issue tends nology,” March 2009.

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THE BLACK PERSPECTIVE

office

corner

Zirtual’s Maren Donovan

INTRODUCTION WRITTEN BY LYNDON CONRAD BELL

T

he tech industry is something of a foreboding environment for women. While not exactly a closed society, the culture can be considerably less than gender neutral.

Yet, some women are both finding their way and thriving in tech-oriented businesses. One of these women is Maren Donovan, founder of Zirtual. Established in 2010, Donovan’s Internet-based company provides remote virtual assistants. Given Zirtual’s staff is 90 percent female; we thought Donovan could offer some keen insights on how to succeed in tech as a woman. Here’s her story in her own words…

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People often ask me what Regardless of whether you are female, Personally, I prefer my bar it’s like to be a woman runto an MBA. male, gay, transgender, married, a sin- pedigree ning a company in a male To be successful in busigle parent, developmentally disabled, ness, of course I had to learn dominated industry like technology. In all honor from a traditionally underrepresent- skills such as managing esty, it’s a difficult question pitching invesed racial background, discrimination financials, to answer. I don’t really tors, hiring employees, and can be a huge hurdle to overcome. consider my experience scaling growth; these are key to be much different from to operating a prosperous the next person’s. Yes, I run a company that is almost 90 enterprise. However, working those nightclubs put me in percent female. While I’m extremely proud of that fact, I contact with some great and influential mentors; people think my experience hasn’t necessarily been shaped by it. who helped guide me in the early days of Zirtual. FurHere’s the thing, while women’s issues in the tech ther, bartending taught me compassion for people from field are getting a lot of press right now, there are issues different walks of life, helped me be tough when I need plaguing all sorts of people in the industry right now. to be, and gave me training in standing up to headstrong When someone experiences unequal treatment because men—an ability which has come in handy in a surprisof gender, race, sexual orientation, or any other identify- ingly high number of meetings. ing factor it’s a huge travesty. Regardless of whether you The idea for Zirtual originated in 2010 from a small are female, male, gay, transgender, married, a single Internet business I launched while in college. To accomparent, developmentally disabled, or from a traditionally plish certain tasks, I was outsourcing work to overseas underrepresented racial background, discrimination can virtual assistants. When many of my clients began asking be a huge hurdle to overcome. for virtual assistant recommendations for themselves, I realized I could use this model to create jobs here in the FACED WITH IT, YOU BASICALLY HAVE FOUR CHOICES: United States for Americans who may not otherwise be 1. Stay and put up with it. able to get one.

2. Stay and fight the power.

A very meaningful mission for me, this , more than 3. Leave and find a more likeminded group. anything else, drove me to succeed.

4. Leave and start your own thing.

Today, we have a workforce of over 400 Zirtual Assistants (or ZAs) who work virtually from over 30 states.

Operating under the philosophy it’s easier to climb the Among our ZAs are stay-at-home moms, 21st century ladder if you built it in the first place; I chose to create nomads, disabled individuals, and people who simply a company. With that said, my path to founding Zirtual can’t work a typical job. Without Zirtual, they may not was far from traditional. Like other Silicon Valley entrehave an opportunity to earn an income. For me, this is preneurs launching small Internet businesses, I became deeply humbling. Following your passion and building my own boss at an early age. However, my other worksomething with particular significance for yourself is an experience was less typical—bartending and hosting at undertaking no person—women especially—should shy bars and nightclubs in Las Vegas. away from.

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Going from an English Lit dropout who moonlighted slinging cocktails, to founder and CEO of a 400+ person company has been very exciting. My biggest piece of advice for women looking to follow a similar route is to speak with as many people as you can about your idea to help hone it in. Avoid settling for generic recommendations about how to do anything in life. Instead, get a lot of specific counsel, and from a variety of people.

Listen to them, suss out the patterns in the information presented, and then go with your gut. As for mistakes, yes, you’re absolutely going to make them. The key lies in embracing the opportunity to learn from them.

Ultimately, the biggest mistake you can make is thinking you have to do it by yourself.

Rather than a sign of weakness, asking for help is a sign of humility. It shows you know there are ideas, skills, and key elements of your plan you have yet to work out. This is why you’re looking to those around you who may have gone through it already for support in getting those unanswered questions solved.

The first few years of my entrepreneurial journey, I spent at least a third of my time just talking to, and learning from, smart people I’d meet in professional settings. Some of them became formal mentors—others were simply passing acquaintances. But I’ve learned to try to squeeze out at least a drop of knowledge from virtually every interaction. That way, you’re always learning and growing.

Even if you’re in an environment where entrepreneurially minded individuals are hard to come by, through reading, you can get guidance from authors, founders, executives, and leaders who inspire you. In

my case, I’ve learned a great deal from following the examples of self-made female leaders like Elizabeth Holmes of Theranos, Sara Blakely of Spanxx, Jin Sook Chang of Forever 21, Sophia Amoruso of Nasty Gal, and of course—Judge Judy.

When you begin your journey by saying, “I don’t know, but I would appreciate you helping me.” This is when you begin building the network of support crucial to helping you achieve the goals to which you set your mind. WIBI

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Eleven Women’s Professional Organizations P

rofessional organizations can be invaluable tools when it comes to founding, running and growing your business.

In addition to networking opportunities, you can often benefit from the advice of others who have gone through the experiences you’re having and learn from them rather than living through them. Here are some of the best women’s professional organizations in the U.S.

AMERICAN BUSINESS WOMEN’S ASSOCIATION (www.abwa.org) is dedicated to the promotion of women through leadership, networking support, education and national recognition.

ASSOCIATION OF WOMEN IN COMMUNICATIONS. (www.womcom.org) works for the advancement of women throughout the various communications fields.

The association produces national and regional events and offers both professional and student chapters.

BUSINESS AND PROFESSIONAL WOMEN. (www.bpwfoundation.org) hosts networking events for members to advance careers and work toward equity in the workplace for women.

EMPOWERING WOMEN NETWORK (www.empoweringwomen.net), the largest professional women’s organization in the Midwest, offers monthly networking events.

NATIONAL ASSOCIATION OF F EMALE EXECUTIVES (www.nafe.com) is the largest businesswomen’s organization in the nation.

NATIONAL ASSOCIATION OF WOMEN BUSINESS OWNERS (www.nawbo.org) hosts a number of networking conferences and events each year.

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NATIONAL COALITION OF 100 BLACK WOMEN INC. (www.ncbw.org) is dedicated to Black women in the workplace. The coalition hosts networking events, conferences and leadership retreats.

NATIONAL LATINA BUSINESS WOMEN ASSOCIATION (nlbwa.org) focuses on the advancement of Latinas in business and professional occupations. The association hosts national and regional conferences with networking opportunities.

SOCIETY OF WOMEN ENGINEERS (societyofwomenengineers.swe.org) is a not-for-profit organization dedicated to advancing women in the field of engineering. The society offers networking conferences as well as social networking.

ORGANIZATION OF WOMEN IN INTERNATIONAL TRADE (www.wiit.org) provides educational and networking opportunities for women who work in international trade and business.

WOMEN’S BUSINESS DEVELOPMENT CENTER (www.wbdc.org) has many programs and services for established business owners and entrepreneurs starting a new business. WIBI

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A WORLD OF OPPORTUNITY We are the world’s largest ASME

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K PERSPECTIVE

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A WORLD OF OPPORTUNITY We are the world’s largest ASME Authorized Inspection Agency. Although we are best known for our services as an AIA, we’ve leveraged experience gained over more than 136 years of operation to become an industry leader in a variety of engineering services fields.

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BusinessB INNOVATING WOMEN: THE CHANGING FACE OF TECHNOLOGY Authors: Vivek Wadhwa & Farai Chideya Publisher: Diversion Books Women in technology are on the rise in both power and numbers, so it is more important than ever to “lean in” and close the gender gap.

Although they make up half of the population, only 14% of engineers in the United States are women. They take the seeds of technological advancement and build life-changing, potentially life-saving tools and products. The future of technology depends on the full and active participation of women and men working together, so it is vital women are both educated and encouraged to go into the tech sectors.

LITTLE MISS GEEK: BRIDGING THE GAP BETWEEN GIRLS AND TECHNOLOGY Author: Belinda Parmar Publisher: Lady Geek Publishing With only seventeen-percent of technology jobs held by women and the number shrinking all the time, in this groundbreaking book, Belinda Parmar charts the rise of the Little Miss Geek as she fights her way from childhood through school and into the heart of the technology industry. Along the way, she outlines practical steps for bridging the gap between women and technology to help inspire girls everywhere to be tech pioneers.

SKIP THE TYPING TEST - I’LL MANAGE THE SOFTWARE: ONE WOMAN’S PIONEERING JOURNEY IN HIGH TECH Author: Beverly Schultz Publisher: Booklocker.com Publishing After over 20 years in the computer business, Beverly Schultz shares her insights as a successful female engineer who brought passion and high tech business acumen to the male-dominated computer revolution. Beverly Schultz’s success story blends the challenges and fun of engineering with specifics engineers relate to and others treasure in this unique view of high-tech. Her engineering career tips resound across industries and occupations.

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Bookshelf

CAREER AND BUSINESS NEWS For Current Opportunities Visit: ltl.upsfreight.com/aboutus/careers.aspx

UPS Freight is an Equal Opportunity Employer M/F/D/V

Another four percent of companies planned to give

left many workers disgruntled, frustrated and ready to

smaller bonuses than a year ago, which the same

move on as soon as the market improves. Year-end

percentage who said as much in the 2008 survey.

bonuses may not ensure the loyalty of all unhappy

“Companies are not quite ready to ramp up hiring,

workers, but they could help entice some to stay

THERE’S A BUSINESS IN EVERY WOMAN aboard,” said Challenger. but they are beginning to see the light at theAuthor: end Ann Holmes of the tunnel. While most can probably justify Publisher: Ballantine Publishing

While the human resource executives surveyed did postponing bonuses another year, there are growing If you’ve ever dreamed of starting your own business, or if not provide details the amount bonus you checks, concerns that job market improvements in 2010 you’ve ever wondered about how on to build up the of business already worry becausesaid you some don’t have an MBAmay or achoose John Challenger companies could bring an exodus of workers. Companies are run, but couple of years of college business courses, this book is for you. to be creative when comes to year-end rewards. also sending a message that we appreciateBased that on extensive interviews withit more than eighty women entrepreneurs from around the country, There’s a Business in thisJACOBS has been a tough yearoffor everyone, and that is creating the world tomorrow as one of the largest Every Woman offers inspiring success stories instructive of part architecture, engineering, construction, and other “In some respects, it truly is the(and thought that the providers workers’ in ensuring continued survival is missteps) in a wide range of businesses. professional technical services. Jacobs Technology, a whollycounts. wantof to the be recognized for than their recognized,” saidofJohn Challenger, chief executive UPS Employees Freight is one largest less owned subsidiary JacobsA. Engineering, is a worldwide leader truckload carriers in the U.S. and offers in providing advanced engineering and technical services for contribution to the company. It doesn’t have to be officer of Challenger, Gray & Christmas. government and industry. both LTL and truckload job opportunities. a Wall Street sized bonus check. ManyVisit: workers For Current Opportunities would be happy with a $100 gift certificate to a local Many employers are indeed www.jacobstechnology.com expecting a rapid surge ltl.upsfreight.com/aboutus/careers.aspx in turnover when the economy improves, according

UPS Freight is an Equal Opportunity Employer M/F/D/V restaurant or store. Many would probably be happy

to a survey by consultancy firm Deloitte. The survey

with a couple of extra days of paid vacation at the

found that nearly two-thirds of managers were highly

end of the year. Many are simply happy to have a job

or very highly concerned about losing high-potential

in this economy,” said Challenger.

THE PEEBLES PATH TO REAL ESTATE talent in the year after the recession ended.

WEALTH: HOW TO MAKE MONEY IN ANY MARKET. Author: R. Donahue Peebles with J. P.many Faber.

“In addition to layoffs, the recession forced Publisher: John Wiley and Sons employers to decrease workers’ hours, institute pay

“Of course, those who are just happy to have a job are usually the first ones seeking greener pastures at the first sign of improvement. Companies understand

cuts, force employees to take unpaid vacations and

this and it is why nearly two-thirds of them are finding

halt matching 401(k) contributions. While some of

a way to give bonuses this year,” he concluded. HT

these measures have saved jobs, they undoubtedly

CK PERSPECTIVE

JACOBS is creating the world of tomorrow as one of the largest providers of architecture, engineering, construction, and other professional technical services. Jacobs Technology, a whollyowned subsidiary of Jacobs Engineering, is a worldwide leader in providing advanced engineering and technical services for government and industry. www.jacobstechnology.com

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