Blogs about the #EIDI event in Las Vegas
SAP Network Blog: About 'Embracing Inclusion to Drive Innovation' Matthias Steiner
New Initiative was announced
ASUG Launches New Leadership 2.0 Initiative - ASUG members Greg Myers, Tammy Powlas, Karin Tillotson, Jamie Oswald, Jarret Pazahanick, and Mico Yuk join Leslie as members of the Leadership 2.0 team.
Renderings by Nancy Margulies
Video Message from Vishal Sikka
First Reflections: TechEd TV Interview -
Ten Topis the team choose to address:
1) Where are all the women??? This is one the biggest things we hear from hiring managers is that when it comes to having more women in technical and leadership positions in our industry is that there are no women to hire. Is this true? Is there are shortage of women in the talent pool? Or are they in the talent pool and we are looking in the wrong places? What can be done to create an inclusive talent pool of internal (to the organization) and external applicants?
2) There seems to be a lot of focus on encouraging minority groups toward technology. What do we tell the white middle-aged guys?
3) How do we make this topic of inclusion important for everyone, not just women or other minority groups?
4) Several studies indicate that having women in executive positions leads to better business performance, but this research is anecdotal and circumstantial in that it only shows coincidence and not cause. How do we prove the ROI of inclusion relevant to innovation?
5) With fewer women than ever going for technology/engineering degrees, what can be done to encourage girls to pursue technology education and careers?
6) Will transforming education to incorporate critical thinking through concepts such as decision thinking cast a wider net and attract women into the technology talent pool?
7) What can new learn from the millennials about alternative ways to attract new talent? How can we continue to bring in the BEST TALENT, regardless of gender, age, geography, etc.?
8) Women prefer alternative methods for building networks. What can be done to revolutionize how we help women grow their networks without hurting current networking opportunities for men? How do we create inclusive networking practices?
9) “Opting-out” is a big factor in why women leave the technology industry mid-career, taking years of experience with them. What can be done to encourage qualified, high performing women to stay in technology?
10) Women prefer ad-hoc mentoring over traditional mentoring programs that are currently in place. What are the best approaches to keep traditional mentoring programs while offering alternative programs as well? What would a program that encourages ad-hoc mentoring look like, especially in the mostly global virtual world of technology?