Impact of career programs on young women

When we launched Google’s “Mind the Gap” program back in 2008, the goal was clear - to start closing the gender gap in technological roles by exposing, encouraging and inspiring more young female students to explore computer science studies. The program is focused on introducing young female students to successful female engineers and scientists at Google, with the understanding that these young students need to see what they could one day be. We have conducted multiple studies over the years on the impact of the program, some in collaboration with the Technion in Israel, which highlighted time after time the importance of role modeling, and showed that 20% more female students changed their perception regarding their decision to major in computer science, and around 40% have expressed a greater interest in the field of tech, following their visit to the Google offices and meeting with female software engineers. 15 years later, the program is now active in 17 countries, and touching approximately 100K young female students around the world. There is so much more to be done until we have 50% women in tech, and it has to start early, with young female students, before the world around them, unintentionally, puts barriers in their path. A recent study by Google in Europe, based on interviews and surveys with more than 3,000 students and education leaders across the continent, found 6 main barriers that are holding girls and young women back from accessing computer science studies in school - see attached study to learn more. Next week, we are incredibly excited to expand “Mind the Gap” further in North America, hoping to broaden the impact of this crucial initiative to more young female students around the world. https://lnkd.in/dyJAgpcg #google #dei #impact

How does mentoring help young women forge meaningful careers in sustainability? 💚 Yesterday, I facilitated a check-in with our Catalyse Change CIC mentors, now halfway through our programme, supporting young women into sustainability and climate careers. It was a powerful space to reflect on what’s working, what’s challenging, and what makes mentoring transformational. 💚 A huge shout-out to our incredible Catalyse Change mentors! 🙏🏽 As their extraordinary generosity, care and thoughtfulness shone through! 💚 Here are 7 key insights and strategies they shared : 1. Normalising self-doubt and building confidence - Lack of confidence comes up again and again. Mentors found that normalising this - and sharing their own early-career doubts - helped mentees feel reassured and less alone. - Career growth was reframed as a series of small steps outside the comfort zone, rather than a single overwhelming leap.  2. Reflecting achievements back Mentors actively “held up the mirror,” reminding mentees of what they’ve already achieved, e.g., new roles, leadership courses, and personal growth. Making their strengths visible helped counter self-criticism and build a more positive self-view.  3. Challenging perfectionism and ‘A-grade only’ thinking Several mentors noted that high standards are becoming a blocker. By naming perfectionism directly and encouraging “good enough” and bite-sized goals, progress felt more achievable and less pressured. 4. Reframing sustainability  Mentors helped demystify sustainability by mapping existing skills - finance, engineering, communications, project management - into purpose-led roles. Breaking down jargon reduced anxiety and helped make green careers feel far more accessible. 5. Values-based work to address burnout and self-belief Revisiting core values revealed that wellbeing-protective values such as joy, rest, and balance weren’t being honoured. Setting goals aligned to values - not just performance - supported confidence and resilience in a much more sustainable way. 6. Small, safe steps into visibility  Rather than “big scary moves,” mentors encouraged manageable risks, paired with visioning exercises and perhaps a guiding word or mantra. This helps to create motivation without overwhelm. 7. Permission to change goals.  Making it clear from the outset that it’s ok to change or slow down their goals. Helps reduce shame and performance pressure, making them more willing to show up and try. The common threads? Normalising doubt. Making strengths visible. Shrinking the risk. And anchoring growth in values and well-being - not just output. The time, care and wisdom our voluntary mentors pour into our Catalyse Change CIC programme never fails to amaze me. It’s what makes this work so special and genuinely life-changing for the women involved. Thank you, mentors. We couldn’t do this without you! 🙏🏽 #Mentoring #GreenCareers #Sustainability Picture: Catalyse Change mentors and mentees at 2024 graduation.

Workplaces Do It, So Can Schools: Real-World Relevance Keeps Girls In STEM 👩🏽🔬 "Women comprise only 28% of the STEM workforce in the United States. And a recent survey by MetLife found that women in STEM were nearly twice as likely than women in other industries to say they are considering leaving the workforce, citing burnout, being passed over for promotions, not being paid equally, and lack of purposeful and meaningful work. Studies focusing on college and the workforce have consistently shown that when women understand the impact of STEM on improving the world, they’re more likely to persist in STEM classes, majors, and fields. According to new research from the University of Wisconsin–Madison, simply asking college students to explain in writing how the scientific concept they’re studying applies either to their own life or to helping others led more people, especially those under-represented in STEM, to stay in the field. Judith Harackiewicz, the professor who studies motivation and whose lab found these results, thinks these short prompts tap into a powerful source of motivation: relevance. A recent study by Girls Who Code in conjunction with Logitech found that an overwhelming majority of women (92%) said the ability to make a meaningful contribution to society is a primary factor in their career progression. Delphine Donné, General Manager, Creativity & Productivity at Logitech, told me it was 'eye-opening' to see the 'importance of inspiring women of the role they can have and understanding the impact of their work.' A clear take-away for teachers wanting to keep more girls engaged in STEM, Donné underscored, is to emphasize the impact of what you can do in STEM fields and that it isn’t 'technical or boring.'" #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels https://lnkd.in/g_HDY4cy

"You can't be what you can't see." This simple phrase encapsulates a powerful truth about female role models and their impact on young women's aspirations. Picture this: A young girl dreams of becoming a CEO, but every business leader she sees on TV is a man in a suit. What message does that send? Now, flip the script. Imagine that same girl seeing Indra Nooyi leading PepsiCo or Mary Barra at the helm of General Motors. Suddenly, her dream doesn't seem so far-fetched. This isn't just feel-good speculation. The numbers tell the story: → 81% of girls with female role models are more likely to pursue leadership positions → Companies with women at the top see 50% higher profits on average → In STEM fields, female students with female professors are 20% more likely to take advanced courses The ripple effect is real. 69% of women who've been mentored go on to mentor others. It's a virtuous cycle of empowerment. So, what's the game plan? For trailblazing women: - Visibility is your superpower. Step into the spotlight, warts and all. - Mentorship isn't optional. It's your duty to the next generation. For organizations: - Showcase your female leaders like the assets they are. - Mentorship programs aren't just nice-to-haves. They're strategic imperatives. For aspiring women: - Seek out female role models like your career depends on it. Because it does. - Don't just admire from afar. Reach out. Most successful women are itching to pay it forward. Here's the bottom line: When we amplify female success stories, we're not just changing individual trajectories. We're rewriting the narrative of entire industries. We're not just inspiring the next generation. We're shaping it. P.S. Think of a woman who changed your career trajectory. Now, how can you do that for someone else?

50% of women abandon their tech career by age 35 And what do companies offer in response? Good intentions: ❌ Speaker panels (especially unpaid) ↳ Women don't need another panel to hear how resilient they are (hint: they know). ❌ Mentoring (without sponsorship) ↳ Mentorship offers advice to women, but rarely shifts career outcomes. ❌ Branded merchandise (“You Go Girl” swag) ↳ Tote bags and water bottles feel patronising when real problems go unaddressed. ❌ Imposter Syndrome Training ↳ Teaching women to 'fix' imposter syndrome shifts the blame off the workplace. ❌ One-Off Diversity Events ↳ Diversity breakfasts are feel-good gestures unless backed by real change. The best way to stop women leaving tech? Change what actually matters: 1/ Equal Pay 💡 Women are paid on average 16% less than men for the same roles → Run regular pay audits and share the results. → Put budget behind programs that fix pay equity. → Tie executive bonuses to closing the gender pay gap. 2/ Bias Free Environments 💡 48% of women experience gender discrimination at work → Enforce zero-tolerance policies for harassment and discrimination. → Report volumes of discrimination complaints and resolutions. → Track hidden bias, like who gets key projects and leadership exposure. 3/ Flexible Work Arrangements 💡 67% of women say work-life policies hurt their leadership prospects → Offer flexible hours, remote options, and parental leave for all. → Design roles for job-share and part-time, including senior levels. → Provide on-site childcare or offer childcare subsidies. 4/ Leadership Pathways 💡 Only 11% of executive roles in tech are held by women → Set KPIs to track women’s progression at every level. → Require diverse candidate slates and transparent promotion processes. → Fund retention programs for mid-career women with leadership potential. 5/ Sponsorship & Role Models 💡 58% of women say they don’t have equal access to networking → Pair women with senior leaders accountable for their progression. → Hold networking events during work hours, not after hours. → Track sponsorship impact through promotion outcomes. 6/ Return To Work Programs 💡 40% of women leave tech due to caring responsibilities → Offer paid returnships with training and meaningful work. → Re-hire for transferable skills, not just linear career paths. → Set targets for returner hiring and publish progress. Tech hasn’t just lost women, it’s pushed them out. The way back? Leadership that wants to fix it. Ditch the slogans. Start changing what matters. 👉 What would make more women stay in, or come back to, tech? _____________ ♻️ Repost to help your network ➕ Follow Maryann (MJ) for daily career posts

Our new article highlights the voices of young women living in the informal settlements of Kampala, Uganda and the powerful impact that vocational training can have on their confidence, well-being, and future opportunities. Through their stories and discussions, we saw how learning practical skills opened doors: earning an income, gaining independence, building community, and feeling a renewed sense of hope. It’s a reminder that investing in youth, especially young women, can transform lives in ways that go far beyond job training. Grateful to our partners at the Uganda Youth Development Link and to the young women who shared their experiences. This work is part of our interdisciplinary TOPOWA Project addressing the social drivers of poor mental health. Read more here: https://lnkd.in/ebFE2NsA #GlobalHealth #TOPOWAproject #YouthEmpowerment #PublicHealth #Uganda #VCUpublichealth #transforminglives VCU School of Public Health #skillstraining #Kampala #vocationaltraining