Pausing your career to pursue other priorities is important and should not stand in the way of your next chapter. And now, you’re ready to help develop technologies and create solutions that drive the energy transition. So we created the SLB Technology Returnship program for you. We are looking for experienced and passionate engineers eager to return to technology after a break of two or more years. This 3-months paid returnship refreshes your technical skills with technical training suited for your key job responsibilities, along with professional development and peer mentoring with full access to SLB technical communities. We designed our returnship with an intent to hire - i.e., the possibility of becoming a full-time employee after program completion with a technology leader in the energy industry.

Asia-Pacific is a region on the rise – the IT industry is expected to grow at a rate of 8.3% over the next five years. However, around 60%-80% of APAC organisations find it difficult to fill vacancies in many IT roles. With gender parity in the tech workforce still some way off, it’s clear there is a huge, untapped opportunity. FDM Group has revealed its top 5 tips for attracting, engaging and retaining women in the industry. The economic benefits of women in tech The Alpha Female report, published recently by Bank of America, found that companies in Asia-Pacific with a higher proportion of women in management, on average, outperformed by 26 per cent over a five-year period. But the gender pay gap persists. Greater female participation would help address the already significant skills shortage in the tech workforce, but it is not just about equality and equity. Diverse teams are more likely to generate innovative ideas and solutions, leading to more creativity and improved problem-solving.
A spokesperson for FDM comments: “Women make up some of the most skilled professionals in the industry and by failing to attract, engage and retain women in tech, businesses are losing out.” On comparison, companies with high gender-diversity outperform and deliver better financial returns. Those that hire and retain more women automatically gain a competitive advantage, a benefit that extends to all stakeholders. Advancing women’s employment could add $12 trillion to global GDP and boost some countries’ economic output by as much as 35%, yet global progress is stagnating. The World Economic Forum’s 2022 Gender Gap Report rather gloomily predicts it will take 151 years to close economic gender gaps.

A recent study of the 33 biggest multilateral institutions found that of 382 leaders in their history only 47 have been women. And the percentage of women running Fortune 500 companies has only just recently crested a meager 10%. The researchers wondered why institutions consistently fail to promote women to top jobs. The recent study of 913 women leaders from four female-dominated industries in the U.S. (higher education, faith-based nonprofits, law, and healthcare) sheds light on this pernicious problem. As they found, there’s always a reason why women are “never quite right” for leadership roles. Women are criticized so often and on so many things that they are acculturated to receiving such disparagement, taking it seriously, and working to make improvements. And any individual woman may take it personally, believing the criticism directed at her to be warranted. But their research reveals that the problem lies elsewhere. Virtually any characteristic can be leveraged against a woman in a discriminatory fashion. Such criticisms often relate to facets of women’s identity in an overt or subtle way, such as race, age, parental status, attractiveness, and physical ability. More specifically, the research revealed 30 different characteristics and qualities of a woman’s identity that emerged as points of criticism creating barriers to women’s success.

A pilot’s license can cost thousands of dollars. The app Pilot Fast Track connects rising aviators with scholarships to help them chase their passion. Meet Angelina Tsuboi, a 16-year-old pilot and app developer who is using her skills and passion to provide others - particularly women and people of color - with resources to pursue careers in aviation. Her journey wasn’t easy. Obtaining a pilot’s license costs thousands - if not tens of thousands - of dollars in coursework and flight time. To fund her training, Angela put a lot of energy into searching for scholarships. The more time she spent in aviation, however, the more she started to notice that most people in the industry don’t look like her. So she sought to help aspiring pilots, especially women and people of color, gain access to aviation by developing an app, Pilot Fast Track, to connect them with a marketplace of scholarships to offset the daunting cost of flight training.

It’s no secret that the tech industry has struggled with diversity and inclusion—particularly when it comes to women in leadership positions. However, talent and determination have seen more and more women rising to fill top roles in technology companies, as well as many female entrepreneurs pioneering new products and services. Among the members of Forbes Technology Council are many female leaders who continue to bring invaluable talent, perspective and strength to the tech industry, and they’re eager to share what they’ve learned with the next generation. Here, 14 successful women in tech share advice and encouragement, as well as wisdom gained from their own experience, for female tech professionals who want to rise to top leadership positions in the industry.

To ensure we continue to discover important medical breakthroughs, pioneer groundbreaking technologies, and address global environmental challenges, we must attract the brightest minds to STEM fields. However, it's been shown that girls and young women lose interest in math and science as they move through their school years, leading to fewer women in STEM-focused careers. As someone who has devoted her career to building educational solutions that inspire all students to learn, Bethlam Forsa is passionate about developing curricula that help girls stay engaged in these subjects and see themselves in STEM careers one day. The unfortunate truth, according to research, is that women, along with Black and Hispanic workers, are underrepresented in STEM professions. Women comprise only 28% of the STEM workforce in the United States. With jobs in STEM fields expected to grow twice as fast as those in non-STEM fields, there's a window of opportunity for young women to step into this rapidly growing sector. However, if current trends persist, women face exclusion from professional opportunities. The key to shifting stereotypes lies in teaching math and science in a way that better engages girls. Here are three ways educators and parents can guide girls and young women toward the "on ramp" to STEM subjects.

What could be a better boost for your career than a work experience in one of the largest scientific experiments in the world at the cutting edge of technology, to develop your technical skills, knowledge and expertise? If you’re a recent graduate from university or a technical institute, you’re no doubt looking for the chance to make your mark. Here it is: you could spend up to three years working right at the forefront of scientific research. As a Graduate, you could join us for research work in particle physics or take part in advanced development work in a broad range of applied science, engineering and technical fields. Whichever route you take, it will be an extraordinary experience. CERN offers different categories of graduate opportunities in line with different levels of education and experience.

With a few existing board members completing their terms this year, the AWIS Board of Directors will be adding two (2) new directors for the July 1, 2023 through June 30, 2026 term. If you or someone you know would like to set the strategic direction of AWIS, share your circle of influence to grow the organization, and further the AWIS mission. You are wellcome to apply if you have any of the following skills/expertise: Accounting and auditing skills (chair the audit committee), Development/Fundraising expertise, Innovative mindset and experience transforming organizations, Knowledge of science policy and advocacy or STEM workforce experience.

TECH JOBS TOOK a heavy hit in 2022. According to Layoffs.fyi, 424 tech companies laid off 120,253 employees in the first two months of 2023. But it might not be as bad as it sounds. "This kind of realignment happens regularly, and often companies take the opportunity to do this under cover of an economic downturn," explains Rachel Bellow, a cofounder of Bonfire, a talent development accelerator for the rising generation of women in the workplace. If we examine hiring and firing numbers over the past 24 months, we see that companies like Meta, Salesforce, Microsoft and others have hired far more employees than they have fired, sometimes by a factor of 10. But according to LinkedIn's February Workforce Report, the industries that have seen the biggest declines since last spring are technology, information, and media (down 41 percent). To stay competitive in those fields, job seekers must keep their tech skills strong.

The ATHENA project is committed to strive towards gender equality, mitigating barriers to the recruitment, retention, and career progression of female researchers, and addressing gender imbalances in decision-making processes. ATHENA delivers and implements Gender Equality Plans (GEPs) in 8 research performing (RPOs) and research funding organizations (RFOs). ATHENA ensures that all people, disregarding of their gender, will have the opportunities to express their potential in research and contribute to an innovative, competitive and thriving Europe society”. Women are still underrepresented in most scientific disciplines, which constitutes a waste of talents for the European Research Area. We do not need only legal and administrative supporting mechanisms, we need to replace existing unconscious bias, with a more equal, inclusive, and fair understanding and practices of gender roles.