The last two years have been brutal for women in the workforce. Maybe this is a drum that this column beats a little too often, but it’s a genuine crisis not only for women today, but for generations to come.
I was also fortunate to have been at GE at a time when leaders were nurtured—and in turn, learned to nurture others. In addition to other deliverables, you were considered a successful leader if you knew how to grow other leaders. I was fortunate to be noticed by a very senior leader there when I was a materials scientist at GE’s corporate R&D. He became my sponsor at the time, when I didn’t even understand what that meant.
With 40% of women leaving STEM+ roles within their first 5-7 years, the result is a significant financial loss to employers, to individuals, and to the Gross Domestic Product . This problem has been exacerbated by the “she-session” brought on by Covid-19. Today, there is high demand for STEM+ talent, which is also twinned with employers’ focus on the DEI space. Our cost-effective, on-the-go, and nano-learning services offer a transformative solution for employers and STEM+ women.
Women are rethinking their careers in a new light. In addition to benefits and flexibility, they want to work in environments where they feel valued and energized. Often when women have bad experiences or their needs aren’t being met, they leave without saying why to avoid burning bridges. Instead, they simply tell their managers that they are leaving for a better opportunity, better compensation, or for personal reasons. And the issues stay unresolved with no one learning about the root causes.
We need to help employers attract and retain their top talent while also ensuring STEM women grow in their careers, both things our programs are designed to do. Our approach truly resonates with STEM+ women because they can relate to our content, which is created by STEM+ women for STEM+ women.
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