Women in Leadership

Dr. Monique Frize, P. Eng., O.C.

Systems and Computer Eng (Carleton U.)

School of Information Tech and Eng (U. of Ottawa)
Visiting Professor, Coventry University
 What leadership?
• In school: top of the class, scholarships
• University: Student society executive
positions, trail blazer, agent of change
• Professors: Tenure and Promotion;
administrator (department chair, deans,
and upper echelons); Research Chairs;
• Leading roles in scientific and professional
associations;
• Awards, prizes, recognition, kudos
 A major challenge ...

Women’s contributions and

abilities are LESS valued
than men’s.
Women’s contributions and abilities
are less valued than men’s
• Hiring, promotion, salary, retention
• Awards, scholarships, prizes,
Chairs
• Fellowships and memberships
• Grants and grant size
• Publications, citations
• Decision-making roles
 A few examples
• Sweden: 2.5 more productivity to
receive same award (postdoctoral
fellowship) [Wenneras and Wold]
• 2000 Research Chairs --In Canada,
overwhelmingly awarded to men, in
spite of a growing pool of qualified
women
• USA: Study of outstanding scholars:
women appointed as Assistant
professor, men Associate professor
[Sonnert and Holton]
 Girls and young women

• Win school prizes and university

scholarships, BUT
• Less self-confidence than boys
• Very few choose ICT careers
Time will NOT fix this
The history of women in science has
NOT been characterized by a
march of progress but by cycles of
advancement and retrenchment.
• Women’s situation has changed
along with social conditions,
climates of opinion and leadership].
Strategies for increased leadership
roles of girls and women
• Sensitise women and men about the
importance of valuing and respecting
women’s contributions and abilities
• Empower girls and women to believe
in themselves (power camps Canada);
• Explain opportunities, mentoring,
networking, support (all stages)
• Continue major efforts not to lose
ground
Strategies: schools and parents
• Increase the profile of successful
women
• Demystify various disciplines, show
human connection
• Male role models who support progress
• Nominate women for awards and prizes
• Support women in meetings to build-up
their credibility
 More strategies
• Training on different communication styles
& approaches

• Encourage men to share parenting and

household work (ex. OIQ: 21% men take
parental leave in 1998; none in 1991)
 More strategies
Professional development sessions
• imposter syndrome
• how to become leaders (book and
workshops)
Read books such as:
• The Chalice and the Blade (R. Eisler)
• Why so Slow? (V. Valian)
 Conclusion

We must challenge the

world to a NEW VISION of
women’s role and
contributions in ICT (a
Knowledge-based Society)
 Contact information

http://www.carleton.ca/cwse-on
• http://www.inwes.org

• mfrize@connect.carleton.ca