In my career, I was often the only woman in a men’s room, which is a very common situation in technology -related areas. Since the beginning of my engineering trip, I was among a handful of women in the graduate program. This trend continued when the first software engineering function started as the only woman in my team, and after eight years, I am still a minority in the world of technology.
Women are currently about 35 percent of the technical workforce. This statistics highlights the constant challenge of gender difference in technology, as women were historically represented. The gap becomes more evident in leadership roles, as women make up about 25 percent of the technology executives, According to one report.
while Sex gap Remains Jobs in technology. With these five -executed tips, women can take responsibility and possess their spaces in the world of engineering.
Negotiate with your compensation with confidence
Women’s engineers in the United States Earn about 10 percent Less than their male counterparts in similar roles. When my career started, I thought that I had always worked to solve the problems I enjoyed, my compensation was not really important. But with the passage of time, I realized that this mind is defective. Compensation is not only related to money. It reflects your value and your contributions to the company.
You can feel negotiating on hard salaries, especially if you feel uncertain about what is fair or struggle to clarify your value. But this is your chance to own your value.
The first step in negotiating your salary is to learn your market value. Like web sites Glassdooor and Levels.fyi Providing salary visions based on data from employees in similar roles. They are excellent starting points for identifying basic salaries, bonuses, stock options and other compensation factors.
Your network can provide another valuable source of information. Ask friends or trusted colleagues who work in companies similar to what someone can pay your experience. It avoids formulating the question as a default and immediately puts anyone to reveal their salaries, with still beneficial information. Once the market value is clearly understood, you are in a strong position to negotiate your compensation, whether it is to switch jobs or discuss an increase with the current employer.
If you are in the midst of the job key and received an offer, you have already proven your value for the new company. The employment team has invested a large time and resources in the interview and is keen to bring you on the plane. They are often ready to negotiate at this stage, but it is necessary to know when you have influence. One of the best times to negotiate is when you have more than one view or approach the final rounds of interviews with other companies. This creates health competition for your skills.
There are also ways to prepare if you are approaching the compensation cycle in your current company. Start early: Start talks with your boss three to five months before the changes are expected, as compensation is completed in the coming months. You should also know your company’s policies; Some employers may increase the salary, while others focus on the benefits or long -term job growth. Compensation is not just a salary – stock and rewards are also important. When you are ready, talk to your manager with confidence and with the right data. The good manager will appreciate your request for what you deserve.
Post -PhD Researcher Caitlin McCowan adjusts the microscope of the dedicated survey tunnel. Craig Fritz
Do not attribute your success to sex
When organizations are committed to the progress of diversity, studies Suggest The audience tends to realize the promotions of women as paid less than their intelligence and effort, and more than their gender. If these perceptions also prevail in her company, women may be informed that they have an unfair advantage. These types of observations can make it easy to start interrogating, for example, if you really have a promotional offer.
If you are facing such situations, you can instead embrace your accomplishments and take over the ownership of the work that led to them. Keeping the “Book of Book” to record your achievements and strength can be a reminder of your real capabilities. This list can include concrete results or features of landmarks that you have reached through effort and skill, as well as the personal qualities that contribute to your success.
Creating a booser menu is not about nourishing the ego. It comes to reminding yourself of the hard work that you set and admit that you belong because of your talents.
Nando Corbli [front] Lulu Yao works with a high -structural capacitor developed by engineers at the University of California, San Diego.David Pilot/California University in San Diego Jacobs School of Engineering
Open doors are closed to you
If the door is not open to you, this does not mean that you do not belong to the other side. I often was surprised by the extent to which women are missed, as we do not ask about the opportunities that concern us. If you think you are able to get a chance, express your interest clearly to your manager.
When you approach them, explain the type of opportunities you seek, such as leading the project or moving to a new role. Then distinguish your strengths by connecting your request to your previous successes. This indicates that you have been delivered in the past and be ready for the next step. Determine where you can add a value will make your order more convincing. If you see a gap or area for improvement, frame your request on how to help the team or institution.
If the opportunity is not immediately available, request comments about your willingness and how to prepare for future opportunities. This indicates that you are keen to learn and improve. Continuously continue to express your constant interest as well.
Paula Kiria, a graduate student at the University of California University, San Diego, is studying microcircifies and nanoparticles on the Morph’s butterfly wings to assess the fibrosis level in the biopsy samples.David Pilot/California University in San Diego Jacobs School of Engineering
The practice of authentic driving
As women, we have often possessed command The features that differ from what is expected of men. These are societal expectations, cultural influences and the workplace dynamics that historically identified driving in a certain way. The features that are often associated with women It can be seen negatively In driving due to gender biases.
I have worked with many intense sympathetic women who make excellent leaders. However, they may be seen as weak because traditional driving standards give priority to shoes and power over emotional intelligence. Supports such as strengthening relationships should not be considered as weaknesses because they are not suitable for traditional driving templates. Instead, these qualities can bring a different approach to leadership.
It may be useful to create a Venn chart that highlights your strengths, improvement areas, and overlap between them. This process may reveal properties that are not necessarily defects, but when effectively harnessing them, it can become strengths. By recognizing these features and deliberately applying them, you can turn it into major advantages in your leadership style.
You do not need to correspond to a specific image of what the driving should look like. Instead, exercise authentic leadership by providing guidance in a correct way for you.
You see yourself as a leader
My latest advice is a simple advice: driving is not only for other people – it’s also for you too. When my manager asked for the first time if I wanted to play a new role with the team’s progress, I felt overwhelmed. But when I went home, self -doubt and anxiety led to Ghamd on my enthusiasm. The image I got about a technical leader was the image of a man, and I could not imagine myself in this role in the beginning. Over time, this mental image changed.
Start imagine yourself as a leader in your organization, regardless of your current position. Driving is less than ownership and more than the mind. Take the initiative, lead the role model, and make decisions that contribute to the success of your team. When you start thinking and behaving as a leader, others will also start seeing you this way.
Mobility in the technology industry as a woman can be difficult, but it is important to recognize your value and embrace it. By negotiating with confidence in compensation, raising your success to your skills, asking about new opportunities, embracing authentic leadership, and seeing yourself as a leader, you can transfer your space in the world of engineering. These strategies will not only enable you, but also contribute to a more comprehensive and varied technology.
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