From the Web: Women Cracked Wartime Codes. They Can Fix Tech Today, Too.

 

Female coders’ contribution to ending World War II has gone long unappreciated, but Liza Mundy’s Code Girls: The Untold Story of the American Women Code Breakers of World War II brings to the forefront the stories of codebreaking heroines who helped win the war, such as Ann Caracristi, Genevieve Grotjan and Grace Hopper.

In Liza’s New York Times’ article “Women Cracked Wartime Codes. They Can Fix Tech Today, Too”, she delves into the importance of inclusion in computer programming and other STEM-related careers, attributing the end of WWII to the welcoming of diversity and inclusivity. When the military needed to quickly fill a large number of factory, radio, chemistry and computer programming positions, they turned to a previously untapped resource: women. Although allowing females to take on these STEM roles was seen as a temporary emergency measure, there is more than sufficient evidence that it changed the course of the war. Ann Caracristi, for example, broke the Japanese code and pinpointed their exact location for our troops, while Genevieve Grotjan figured out the cipher-generating machine used by Japanese diplomats.

However, since the late 1940s, there hasn’t been much improvement in increasing female representation in the STEM field. Today, women only make up a little more than one-quarter of the STEM workforce, according to the National Science Board. However, with computer occupations expected to grow by almost half a million new jobs by 2024 (Bureau of Labor Statistics, 2016), there will be plenty of availability for women, but is there plenty of opportunity? Liza Mundy says there are still mental barriers for females in STEM to overcome, specifically regarding engineering and computer positions. However, as her article and novel state, there have been many brilliant, strong women paving the way for future female scientists, technologists, engineers and mathematicians, and it’s our job as mentors, educators and women to continue that path for future generations.

Read Liza Mundy’s New York Times article here: Women Cracked Wartime Codes. They Can Fix Tech Today, Too 

 

Aoife Brings Culture to the Forefront

Aoife Kennedy has been with Nypro Bray since 2008, and as a Human Resources Business Partner, she had a critical role following Jabil’s acquisition of Nypro in 2013. Using her extensive experience in performance management, Aoife used the acquisition as an opportunity to put culture at the forefront of employee relations.

“I’m very passionate about where I work and the people I work with,” Aoife said. “Without unity around company values, there is the potential for negative impacts on productivity and subsequently the customers.” Recognizing the business value of cultural alignment, she set out to ensure there weren’t lingering effects from the acquisition. Drawing from her human resources and previous journalism experiences, she and her team successfully developed, implemented and communicated the “Grow Your Culture” program, which resulted in nearly 100 percent participation in the activities designed to increase awareness of Jabil’s cultural values. The program used fun, team-building exercises and educational sessions to demonstrate how their previous Nypro standards easily aligned to Jabil’s culture of Integrity, Ingenuity and Inspiration.

Aoife’s success can be attributed to both her passion and the support she received from her coworkers. “This really couldn’t have been done without the efforts of all the employees at the site,” she said. Aoife credits the inspirational atmosphere she works in, especially that created by her mentor Ruth Lloyd, Senior Human Resources Manager. Ruth has championed an open, creative and educational relationship to help Aoife grow professionally and personally, exemplifying Bray’s, and Jabil’s, culture of collaboration.

From the Web: How More Women Can Get to the Top

Article being featured is Harvard Business Review’s “We Interviewed 57 Female CEOs to Find Out How More Women Can Get to the Top” (2017)

Many companies are lacking gender diversity in the senior-most levels, with only 6.4% of Fortune 500 companies headed by females (HBR, 2017). Although this year’s numbers increased by a little more than 50% from last year, Jane Edison Stevenson and Evelyn Orr from Harvard Business Review set out to find what women can do to seize those CEO positions. Of the many interesting findings, one directly pertains to Jabil Joules: a background in STEM is a large stepping-stone for women to get to the top. Based on their research, 40% of female CEOs started out in some type of technical expertise position in the science, technology, engineering or mathematics field (HBR, 2017).

Also, Jane and Evelyn found that women who harness the power of teams and ensure sponsorships are more likely to make it to the C-Suite offices. Many Joules have demonstrated their ability to collaborate and work with their peers, such as Emily Zhu, and other Joules like Sandra Gibson are dedicated to forming sponsorships with coworkers and being that mentor for others to go to for guidance.

With role models like these and all the other Jabil Joules who are dedicated to educating and connecting female coworkers, there will always be hope that we can increase the female representation in c-level positions.

Be sure to read more about the research completed by Jane Edison Stevenson and Evelyn Orr here.

Isabel Wins for the Employees

 

Isabel Romo’s story begins in high school while working at a friend’s family business. When she received her first paycheck, she was shocked and disappointed how small her payment was for all the labor involved. It was in that moment that she knew her future career would be working for employees.

She has dedicated her career to helping her coworkers, and her hard work paid off when Isabel won first-place in the Employees category at Jabil’s continuous improvement competition, Deliver Best Practices, this year. As Senior Compensation Analyst, Isabel’s goal was to decrease the turnover rate by focusing on those who were leaving the company for compensation reasons. Once her team uncovered the problem was the lack of a career path for those the manufacturing roles, they set out to change that by creating five new career paths. After their plan was implemented, not only did the site see a 56% reduction in turnover but also 2,800 employees and their families were positively impacted.

“What I enjoy most about my current role is the fact that I have an immediate impact on our people’s lives,” Isabel said. She also credits her success to following the advice her mother gave her after graduation: always do what is in your power to positively affect those working around you.

Isabel will continue to work on employee-improvement projects and encourage others at the site to have the same mentality. She appreciates the experience of interacting with Jabil’s senior executives at the competition and the opportunity to exchange ideas with the other competitors. Using her Deliver Best Practices experiences and her passion, Isabel hopes to become a mentor for others who are dedicated to helping employees’ lives. “My mentor, David Bordson, has always empowered me to turn my ideas into action, so I hope to be able to do that for someone else one day,” she said.

From the Web: How the Shalane Effect Works

On November 5, 2017, Shalane Flanagan was the first American woman in 40 years to win the New York City Marathon. Although this 26.2-mile course was an individual-runner event, Shalane was not alone as she crossed the finish line.

In 2009, she began her training with Jerry Schumacher and his Bowerman Track Club in Portland, Oregon, where she was the only female runner. It was there that she began to create a network of mentorships and a strong support system by recruiting female runners to join the track club. As she recently stated on her Instagram: “My other dream in life has been to build one of the best women’s training groups in the WORLD.” Shalane has proven that mentorships can take you to the top.

A New York Times article titled “How the ‘Shalane Effect’ Works” by Lindsay Crouse describes how Shalane’s success is not just a result from her athleticism but also due to her ability to form a group of co-inspirers around her. Along her journey to the New York City Marathon, Shalane trained with and helped other females runners, leaving a role model legacy in her wake. Shalane pushed passed the societal, hierarchical movement of ‘girl boss’ in favor of a more collaborative, lateral effort. Through the Bowerman Track Club, she has influenced and mentored female runners of all ages – from 2015 World Champion Bronze Medalist Emily Infeld to the middle school-aged girls on the Bowerman’s youth cross country team. She coached those around her to build them up, and as a result, ensured she is always surrounded by supportive women who will also push her to train harder, run faster and always be better.

The ‘Shalane Effect’ of mentoring and connecting females is very similar to the focus of the Jabil Joules program. It demonstrates the importance of building up the women around you, which subsequently results in you never being alone or without help. It’s the perfect blend of being competitive yet a team-player and having some self-interest but also caring that others succeed. If that collaborative atmosphere is created, then any hardship that surfaces will be easier to face. And, when you make it to the top, you’ll be surrounded by other empowered women!

Read the full New York Times article here: How the Shalane Effect Works