Harvard Case - The Experience of Wendy Chan: Challenges Faced by Woman Leaders in STEM-Related Sectors
"The Experience of Wendy Chan: Challenges Faced by Woman Leaders in STEM-Related Sectors" Harvard business case study is written by Maw Der Foo, Angeline Lim, Wee-Kiat Lim, Yi Tung Leong. It deals with the challenges in the field of Human Resource Management. The case study is 5 page(s) long and it was first published on : Feb 26, 2019
At Fern Fort University, we recommend a multi-pronged approach to address the challenges faced by women leaders in STEM-related sectors, focusing on fostering a culture of diversity and inclusion, promoting career advancement opportunities, and implementing effective leadership development programs. This will require a collaborative effort from both organizations and individuals to create a more equitable and supportive environment for women in STEM.
2. Background
The case study focuses on Wendy Chan, a highly skilled and experienced engineer who faces significant challenges in her career due to her gender. Despite her impressive qualifications and contributions, Wendy encounters workplace discrimination, limited career advancement opportunities, and a lack of mentorship within her organization. Her story highlights the systemic barriers that women in STEM often face, including gender bias, stereotypes, and a lack of representation in leadership positions.3. Analysis of the Case Study
This case study can be analyzed through the lens of organizational behavior, specifically focusing on leadership styles, organizational culture, and diversity and inclusion.
Organizational Behavior Framework:
- Leadership Styles: The case highlights the importance of inclusive leadership that values diverse perspectives and promotes employee engagement. Wendy's experiences suggest that her male colleagues often exhibit authoritarian leadership styles, which can create a hostile environment for women.
- Organizational Culture: The company's culture appears to be resistant to change and lacks a strong commitment to diversity and inclusion. This is evident in the lack of women in leadership roles and the prevalence of gender bias in decision-making.
- Diversity and Inclusion: The case underscores the need for organizations to actively promote diversity and inclusion through hiring and recruitment practices, employee training, and mentorship programs.
Additional Considerations:
- Technology and Analytics: The case study highlights the importance of leveraging technology and analytics to identify and address gender disparities in STEM fields.
- Employee Retention: The lack of career advancement opportunities and the prevalence of workplace discrimination can lead to employee retention issues, particularly for women in STEM.
4. Recommendations
To address the challenges faced by women like Wendy Chan, we recommend the following:
1. Foster a Culture of Diversity and Inclusion:
- Implement Diversity and Inclusion Training: Conduct mandatory training for all employees on gender bias, microaggressions, and inclusive leadership.
- Develop a Diversity and Inclusion Strategy: Create a comprehensive strategy with clear goals, metrics, and accountability for achieving a more diverse and inclusive workforce.
- Promote Diversity in Leadership: Actively recruit and promote women into leadership positions, setting targets and tracking progress.
- Establish Employee Resource Groups (ERGs): Create ERGs for women in STEM to provide support, mentorship, and networking opportunities.
2. Promote Career Advancement Opportunities:
- Implement Transparent Promotion Processes: Ensure fair and transparent promotion processes that are based on merit and performance.
- Provide Mentorship and Sponsorship Programs: Offer mentorship and sponsorship programs to connect women with senior leaders and provide guidance and support.
- Invest in Leadership Development Programs: Develop tailored leadership development programs specifically for women in STEM to equip them with the skills and knowledge needed to advance their careers.
3. Implement Effective Leadership Development Programs:
- Focus on Inclusive Leadership Skills: Include training on inclusive leadership, communication, empathy, and conflict management in leadership development programs.
- Promote Role Models: Feature successful women leaders in STEM as role models and mentors for aspiring female leaders.
- Create a Culture of Feedback and Support: Encourage open communication and feedback, and provide support systems for women leaders to address challenges and navigate workplace dynamics.
5. Basis of Recommendations
These recommendations are based on the following:
- Core Competencies and Consistency with Mission: By promoting diversity and inclusion, organizations can tap into a wider pool of talent, fostering innovation and driving business growth.
- External Customers and Internal Clients: A diverse and inclusive workforce can better understand and serve the needs of a diverse customer base.
- Competitors: Companies that prioritize diversity and inclusion gain a competitive advantage by attracting and retaining top talent.
- Attractiveness: Investing in diversity and inclusion initiatives can improve employee morale, engagement, and retention, leading to increased productivity and profitability.
6. Conclusion
By implementing these recommendations, organizations can create a more equitable and supportive environment for women in STEM, enabling them to reach their full potential and contribute to the success of their companies. Addressing the challenges faced by women in STEM is not only a matter of social justice but also a strategic imperative for organizations seeking to thrive in a competitive global marketplace.
7. Discussion
Other alternatives not selected include:
- Quotas: While quotas can help increase the representation of women in leadership positions, they can also be seen as discriminatory and may not address the underlying cultural issues.
- Focus on Individual Responsibility: Placing the onus solely on individuals to overcome challenges can perpetuate systemic biases and ignore the broader organizational context.
Risks and Key Assumptions:
- Resistance to Change: Implementing these recommendations may face resistance from individuals who are comfortable with the status quo.
- Lack of Commitment: The success of these initiatives depends on the commitment of leadership and the willingness of employees to embrace change.
- Time and Resources: Implementing these recommendations requires significant time, resources, and ongoing effort.
8. Next Steps
- Develop a detailed implementation plan: Outline specific actions, timelines, and resource allocation for each recommendation.
- Form a steering committee: Establish a committee with representatives from different departments to oversee the implementation of the plan.
- Track progress and measure impact: Regularly monitor progress towards achieving the goals outlined in the diversity and inclusion strategy.
- Communicate regularly with employees: Keep employees informed about the progress of the initiatives and solicit feedback.
By taking these steps, organizations can create a more equitable and inclusive workplace for women in STEM, paving the way for a future where talent and potential are valued above all else.
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Case Description
This case examines gender challenges confronting women leaders, particularly in Science, Technology, Engineering, and Mathematics (STEM)-related sectors through the lens of Wendy Chan, a data science team leader in Europa a multinational insurance company, and the challenges she encountered in her role, as well as the steps she took to address her situation. It highlights issues concerning bias against women leaders, gender differences toward work issues, and work-life balance. This case caters to undergraduates and graduate courses on management and/or entrepreneurship that focus on diversity and leadership issues, especially those covering the topic of gender. It is also suitable for gender studies and women's studies courses with a focus on diversity and leadership issues.
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