I have a passion for promoting standards formulation, standards adaptation, standards implementation, Indigenous development and working for a sustainable technological base in developing countries. It is due to this passion that I work with Pakistan Standards and Quality Control Authority, Pakistan Engineering council and other professional forums. My HRD project aims to empower deprived woman and their children in order to give better human beings to this world. I operate in Pakistan, but I plan to expand to other countries. Women in this part of the world are very deprived; they do not stand equal to men (male- dominated society).
Although my grandmother has been dead, for over ten years her cousin Magalene Dulin Gaither, still refers to me as “Betty’s grandson.” Magalene, while mature in age is far from being absentminded as a matter of fact, she reigns as a sort of Queen Mother of Davie County. She is active in a number of civic and social organizations; she organizes weddings; her phone is the first to ring upon a death – even before the undertaker; she writes, directs and produces dramatic performances; she is an acclaimed historian, educator, and musician; she assists folks with their college thesis and anyone seeking public office or any other place of notoriety is sure to ring her phone and to knock at her door to receive her blessings. In the words of our late cousin, Sadie Dulin Jones, “if Mrs. Gaither doesn’t know about it, then it just didn’t happen…”
A discussion of engineering careers for women was recently held at the office of the Interim Dean at the UTC College of Engineering and Computer Sciences/ University of Tennessee at Chattanooga. The dialogue highlighted issues of work-life balance, career choices and STEM education. Convened by Lulu Copeland, the diverse discussion group included the following participants from the Chattanooga and North Georgia area.
I’m aware that there are quite a number of groups and organisations that provide networking opportunities, support, training and work related opportunities for women. As a result when it became international news that over 200 hundred girls had been kidnapped in Northern Nigeria, I thought that there would be messages of concern and support added to our #BringBackOurGirls campaign from women’s groups across the world. When I mentioned this to a friend, she said that it probably didn’t happen because most groups focus primarily on women at the professional level.
The night falls and the women are in the street,
single alone as it seems never to be shown,
Desperate she is forced to do what others sin,
Rewarded for her love and care she could bring,
the doors close as once she is inside,
Raped and tortured by those who were hers,
A woman cries and no one hears.
In honor of Women’s History Month, I share with you my five most admired American women. Dynamic and diverse, my fab five are versatile females who defied convention and sidestepped traditional boundaries. From the outspoken survivor, to the fashionista turned politician, to a daughter carrying on her father’s legacy, these courageous women exemplify the American role model. Gutsy, generous, innovative, and graceful under pressure, Molly, Margaret, Odetta, Millicent, and Marlo inspire me. With accomplishments spanning over eighty years, each one is determined and driven, feisty and fabulous, colorful and full of character.
One of the positive side effects of the recent, rather dismal, report on Google’s diversity workforce data is the determination to see it as “a double dog dare” challenge. When PBS NewsHour alerted me in advance of the airing of the show, I leaped at the chance to jump into the fray. My thanks to PBS for providing a transcript for “Google’s diversity record shows women and minorities left behind.” Here are highlights from the PBS NewsHour conversation on the diversity of STEM nationally and how Chattanooga is responding to that challenge on a local level.
For many career women success means achieving not just professional recognition but also a fulfilling family life and personal happiness. But what is the price is paid by a career women and other women leaders in the diversity of culture they represent? There are many different answers to this question and the diverse cultures are key. My answer comes from the perspective of a Latina working for a Fortune 500 company who also constantly feels the need to challenge cultural differences in leadership styles. At the same time, it’s coming from a person who looks for life work balance, whether that means enjoying time in the kitchen cooking my favorite traditional cuisine, or impressing upon my children the value and importance of their multicultural background.
Most people don’t change, or willingly go along with change, because the change is “the right thing to do.” They do it if there is an important reason to change. Businesses don’t change their corporate cultures so that they retain women because doing so is nice for women. They do it if there is a compelling business reason to do so. The bottom line reasons to achieve gender diversity in leadership are exactly that—compelling.
