Excellence does not mean Equality

1. Excellence does not mean Equality • Own research • Work done within the WIR task force in the EU (2003-2004) • http://ec.europa.eu/research/science-society/women/wir/index_en.html • http://ec.europa.eu/research/science-society/women/wir/doc_pub_en.html • Nothing much has changed Orna Berry, Ph.D., Chair of IVA, Gemini Israel Funds, member of WIR, March 2008

2. Own Research • My PhD Thesis, completed in the mid 80s, demonstrated a speed up of distributed simulation. • It surpassed all known speed ups barriers published till then including the one just published by Prof. Len Kleinrock of UCLA in COMPUTER Magazine • It was, hence, in identifying less restrictions and greater yield in computations that had some discrete logic (e.g., order, time notion) in ordering them

3. Bridging Token Rings • Bridges suffice for internetworking (rather than routers) in networks of tens of nodes (IEEE 802.1D, IEEE 802.5) • Ethernet was doomed to be too slow, out of 10Mbps • not very efficient random access and collision detect, max 36% utilization • no priorities or synchronization, and • not suitable for triple play • Token Ring and FDDI were the bigger hopes • Both were token based • Token Ring was 4 Mbps and 16 Mbps • FDDI was optical and had dual redundancy, was 100 Mbps!!!! • Backbone!!! • My architecture became a standard (DEC and first Gult War)

4. Becoming a Manager • A great team addressing great challenges • Time of rapid changes and growth in Data Communications, intellectual and personal FUN • During salaries reviews - the discovery of inequality in pay, corrections… Outcome • Entrepreneurship • Administering R&D on a national level (OCS) • enhancing such topics as WDM • ...To investments in innovation (VC) and becoming its chair

5. Executive summary • Report prepared by a group of leading representatives from research- based companies in Europe and the US. • At the request of the European Commission's Directorate-General for Research. It is one of a series of initiatives from the DG Research to foster better use of the talent pool of women in science and in science policy. • While data exist on the participation of women in publicly funded academic research, this is the first report on women in industrial research. • This report on Women in Industrial Research (WIR) is concerned with Europe as a whole, but concentrates on the 15 European Union (EU) Member States in the year 2002.

6. Why wake up ? • The European Council agreed at the Barcelona summit that the proportion of Gross Domestic Product (GDP) spent on R&D in the European Union (EU) should increase from 1.9 % in 2000 to 3 % by 2010. This will mean substantially increasing the numbers of researchers: indeed, investment in industrial R&D is expected to double by 2010.

7. Total researchers in OECD countries (000's) 3,500 3,000 2,500 2,000 1,500 1,000 500 0 % Growth 93 - 97 US EU Japan Other OECD 240 140 110 115 1993 1995 1997 stronger increase in all areas compared to EU Why wake up ? Source: OECD Main S&E Indicators (2002)

8. Why focus on women for science and development ? • Global business needs diversity • Inequalities waste potential • Excellence requires diversity

9. Why focus on women for science and development ? • About 50 % of university graduates are now women in the EU • Changing demographic patterns mean that there is a smaller potential workforce to draw upon over the next decade, just as the number of industrial researchers will need to grow ! • The workforce is also ageing. • There can be no waste of potential (i.e. loss of trained employees) in lean companies. • Women have increasing buying - and decision making power

10. European Economic Area EU Belgium Denmark Germany Greece Spain France Ireland Italy Luxembourg Netherlands Austria Portugal Finland Sweden United Kingdom Iceland Israel Norway Bulgaria Cyprus Czech Republic Estonia Hungary Latvia Lithuania Malta Poland Romania Slovakia Slovenia European Union Accession countries 200 180 160 140 120 100 80 60 40 20 0 Major Increase in Women's Qualifications Source: Eurostat

11. Women are largely invisible in Industrial Research Numbers and proportions of female researchers in industrial research (BES), EU, 1999 Source: DG Research, Unit C5 Data: Eurostat, New Cronos; DG Research, WiS database Exceptions to the reference year: Austria (1998); France, Italy (2000); Ireland (2001) * = Full time equivalent; ** = No gender differentiation data available No data for Belgium and the Netherlands

12. Science, mathematics and computing 100 80 60 40 20 0 Female Male Others Engineering Health and Food Education Humanities and Arts Social Sciences Proportions of Male and Female Graduates in Tertiary Education, in selected Fields of Study 2000, EU-Average Source: DG Research, Unit K3 Data: Eurostat, UOE Health and Food = Health and Agriculture: ISCED fields 62 (Agriculture, forestry and fishery), 64 (Veterinary) + 72 (Health)

13. 0 % 25 % 50 % 75 % 100 % Belgium (Flemish) Ireland Belgium France Belgium (French) United Kingdom Sweden EU – 15 Spain Italy Portugal Austria Denmark Germany Finland Netherlands Science, mathematics and computing Engineering, manufacturing and construction Health and welfare Education and training Humanities, arts and services Agriculture and veterinary Social science, business and law Unknown / other Distribution of Women PhD Graduates (ISCED 6), by Broad Field of Study, 2000 Source: DG Research, Unit C5

14. Why increase Diversity • Monocultures do not survive. • Ironically, while downsizing companies are also facing skill shortages. This means fishing in a wider pool. • "Hybrids" are increasingly in demand. • To recruit such new breeds of industrial researchers and to build up multi-skilled teams, means accepting candidates from less traditional routes. • Many are likely to be women. • Diversity policies combat nepotism and patronage and privilege merit as a discriminator, over "who you know".

15. Changes in Lifestyle require Human Resources Departments to change Policies • Lifestyle choices of new entrants to the workforce are clearly different from those of their parent's generation. • Eldercare will become almost as important an issue for many employees as childcare. • "Reconstituted" families increasingly characterise modern western society. • Company policies based on the outmoded notion of a white nuclear family with a breadwinner husband and a homemaker wife will fail and not be as attractive for recruiting and retaining staff.

16. National Differences • Significant national differences among European countries in childcare provision. • Often childcare facilities do not meet the needs of working mothers and fathers. • Such factors are likely to be a major reason for the very unfavorable position of Germany (9.6 % of women in industrial research versus on average of 15 % and e.g. 20.6 % in France or 19.6 % in Denmark)

17. Benchmark :The Situation in the Associated countries (1999) In the US, 19 % of all researchers in industry are women Source: DG Research, Unit C5 Data: Eurostat, New Cronos; DG Research, WiS database. Notes: No data for Israel, Malta, Poland and Romainia. Exceptions to the reference year: Iceland, Lithuania (2000) * = Full-time equivalent.

18. Conclusion I • These are preliminary results – but they indicate the large, widely untapped potential of women. • Research is loosing out on a high potential of highly qualified people. • There are significant differences in the employment of women in industrial research between countries, sectors, and disciplines. • There is an urgent need to harmonise supporting structures across Europe to allow for better mobility for working parents. • A concerted action is needed from the EU, national governments and companies. • In addition, in order to meet the challenges of the future more girls have to be attracted to science in order to widen the recruitment base (EURAB).

19. Conclusion II If intelligence is distributed evenly among women and men and if about 50 % of those graduating from universities are women and 50 % are men and if on the European average only 15 % of women work in industrial research this means : a selection by industry toward less optimal choice from the talent pool and against excellence (The same argumentation does of course apply for other dimensions of diversity much as ethnic origin, race, etc.)

20. Recommendation • Isolated efforts by simple companies or simple governments are not enough. • Europe needs a concerted effort. • Public policies must therefore support and/or push company policies. • Measures at government level include whole-day schools and tax laws supporting parents - men and women - independent of the classical "male bread-winner / female homemaker" family model. • This report calls for further research into the different national European governmental and company policies, which have led some European nations and companies to lead the way in maximising returns from a broad and diverse talent pool in the innovation process. • This report also calls upon the European Parliament and the European Commission bodies to adopt and implement good practices, monitoring procedures, and "buy-in from the top".

21. Acknowledgements We should like to acknowledge the hard work, support and advice received from a range of companies and individuals listed at the end of this report. In addition, we are most grateful to the European Commission services, in particular Helga Ebeling, who so ably co-ordinated the project, and her tireless colleague Vera Fehnle, from the Women and Science Unit of the Directorate-General for Research. Other members of the Commission services also provided invaluable information, statistics and support, in particular Marge Fauvelle, Mary Dunne, Dr. Angela Hullmann, Lieve van Woensel, Nicole Dewandre and Dr. Rainer Gerold. We thank them all for going far beyond the call of duty.