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Video: Fortune 1000 Executives: New President Must Fix Education Gap
Date:9/17/2008

g them more than half (58 percent) recruit from colleges and universities that traditionally serve women and minorities.

Still, recruiting women and minorities can be challenging and frustrating, according to the executives. Four-in-five executives (80 percent) report their companies face challenges in hiring adequate numbers of women and minorities for STEM positions. Of those, half (50 percent) say they are frustrated by their companies' inability to hire adequate numbers of women and minority STEM workers.

The main sources of frustration include a limited number of women/minorities qualified for STEM positions (44 percent); problems identifying/locating/recruiting qualified candidates (29 percent); and, difficulty attracting/retaining them due to company location (19 percent).

Once hired, most executives (63 percent) report their companies have specific programs designed to nurture and retain women and minority STEM workers. Programs are one thing; C-suite role models are another. While nearly all the executives (96 percent) recognize the importance of female and minority role models in senior management positions, they are split over how well their companies do in providing such role models to younger workers, with half (55 percent) assigning themselves an A/B grade and half (45 percent) a C/D.

"The importance of role models and mentors cannot be overstated," explained Dr. Jemison, who is also a physician, chemical engineer, renowned science educator and CEO of BioSentient Inc., an emerging medical devices company.

"For younger employees, seeing people who look like you achieving at the highest levels in your chosen field is a strong signal that a company is serious about diversity. Being actively mentored takes that seriousness of purpose one step further and shows younger employees the company is committed to developing their talent and ensuring their success. It's leading from the front."

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SOURCE Bayer Corporation
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