There are clear, actionable steps that every company can take to advance diversity, equity, and inclusion initiatives.

The higher up the corporate ladder, the fewer women we see. That’s true in Canada and around the world.

Consider the data: in Canada, men continue to hold over 90 percent of C-level executive roles. In 2021, women were only 52 of the 533 named executive officers among Canada’s publicly-traded corporations.

Despite this, there have been some gains. In Canada, women accounted for slightly more than a third of all managers last year. The proportion of women in senior management roles globally grew to 31 percent, the highest number ever recorded.

That’s meaningful progress, but there’s still a lot of work left to do to reach gender equity in leadership, especially at the highest ranks.

Here’s where companies can start:

Secure commitment at the top

Ensure that senior leaders, including the CEO, are committed to the intentional and hard work it takes to close equity gaps.

Measure what matters

Commit to diversity, equity, and inclusion (DEI) measurement and transparency. Measure employees’ experience of inclusion. Measure and track board diversity, workforce diversity by employee level, and gender pay equality. Establish DEI targets and mechanisms for holding senior leaders accountable for progress.

Create equitable pathways

Develop fair and transparent talent management systems and procedures to mitigate unconscious bias, including objective advancement criteria, specific and constructive feedback, and equitable allocation of high-visibility jobs associated with leadership positions.

Prioritize sponsorship

Sponsorship is an important career accelerator for women, particularly women from underrepresented ethnic or racial groups. Sponsorship programs can help build an inclusive leadership pipeline for organizations.

Be flexible and practise empathy

Make empathy a management practice. Empathic leadership improves inclusion, engagement, and retention and decreases burnout, particularly for women of colour. Understand what your employees need and design inclusive, flexible work options and hybrid work models to meet those needs.

As we enter year three of the pandemic, I’m optimistic that we have an opportunity to reimagine the workplace and reimagine leadership. Let’s use this moment to drive equity for women.

The post How Companies Can Reimagine Leadership for Women appeared first on HiveInnovates.

Getting cleantech innovations to market can be challenging. KPM Power’s Battery Management Systems are helping to remove major barriers to electrification.

When Karen Lai established KPM Power in 2017, getting lithium batteries to market was a huge challenge. “Dealing with lithium is a very expensive process and a lot of the government funding was being cut at the time,” says the President & Founder of KPM Power, a Canadian company specializing in customized lithium-ion battery solutions. Wanting to help get cleantech companies and alternative energy products to market, she eventually settled on battery management systems (BMS) as the quickest and most affordable way. BMS is an electronic system of hardware and software that monitors and controls the state and performance of the battery.

Only Canadian company with a UL1973 and UL2580 certified BMS

KPM Power’s Anzen line of BMS has a key feature for allowing customization for various applications and battery types and is approved for chemistries ranging from lithium to nickel zinc. This year it received UL1973 and UL2580 certifications for safety for stationary applications (back-up power, off-grid power, vehicle auxiliary power and light electric rail applications) and moving electric vehicles, respectively. Being the only Canadian company to have both certifications not only eases KPM Power’s own entry to the North American market, but also that of its original equipment manufacturer (OEM) customers. “It will also open the door to a lot of OEMs out there because it simplifies the certification process and makes it easier for them to get their cleantech to market,” says Lai.

Being a female founded and run company, KPM is eager to support young women and girls in pursuing the science, technology, engineering, and math (STEM) fields through hackathons and bursaries. “Right now, girls make up only about 20% of enrolment in STEM programs, so we’re working to help more girls join STEM fields,” says Lai.

The post KPM Power’s Battery Management Systems a Catalyst for Cleantech Innovation appeared first on HiveInnovates.

Daniella Toledano

Partner, Cyber Risk Services, Deloitte Canada

Learn how Deloitte’s Women in Cyber campaign is building a community of women cyber professionals to help cultivate more diversity in an industry with millions of open jobs.

Cybersecurity is a booming industry with one big problem — there just aren’t enough qualified people to fulfill the industry’s demand for workers. According to an (ISC)² study, the industry expects to see an estimated 3.5 million vacant jobs globally in 2021.

To meet the demand, the industry needs to grow more than 145 percent. While the industry aims to attract more talent in general, it also faces a diversity gap — despite the millions of open jobs, there just aren’t enough candidates to fulfill these roles. And yet, according to Cybersecurity Ventures, only 25 percent of cybersecurity jobs this year will be held by women, despite women making up almost 47 percent of the general workforce.

“While there are many opportunities for young women in this profession, there’s a disconnect between what cyber professionals do and the skills needed to be one,” says Beth Dewitt, Partner and Board Member at Deloitte Canada and Women in Cyber Leader. “I don’t come from a traditional computer science or engineering program. Today, cybersecurity requires diverse perspectives and experiences to solve complex issues and threats. We need to include people with non-traditional and non-technical backgrounds so that this diversity of thought and experience can inform how we build and protect the very services and systems that help keep us connected and progressing as a society. Without this kind of diversity, we won’t be able to reflect our own social diversity or create more inclusive communities.”

Diverse backgrounds bring diverse perspectives

Dewitt, whose career started in international development and anthropology, came into the cybersecurity field through her work in health research and health privacy. She leads Deloitte’s global Women in Cyber campaign — which aims to showcase that behind every functioning society, there’s a woman in cyber. The campaign, which focuses on the stories of real women working in cybersecurity at Deloitte, aims to attract more women to the industry, while celebrating those who are currently making an impact.

“The more we get our own stories out there, the more young women and girls will see that there are opportunities for them,” says Dewitt. “Organizations need to position cyber as a career choice for all individuals with different backgrounds, degrees, and experience. Cyber is a risk profession, not just a technology profession. It’s a business enabler and it’s strategic, more so now than ever.”

In addition to breaking down misconceptions, Dewitt says that it’s important for organizations to be deliberate in how they’re recruiting and hiring for roles in cyber. Since the campaign started, Deloitte has seen a rise of over 30 percent in female applicants.

“This demonstrates early in our campaign that there are many women who are interested in working in this space and that through this campaign, and through seeing women like them who they can easily relate to, they better understand what opportunities are possible and accessible,” says Daniella Toledano, Partner, Cyber Risk Services at Deloitte Canada. “Diversity leads to a wider range of perspectives and voices, as well as experiences and skills, which together lead to interesting and innovative solutions to our cybersecurity threats.”

In addition to the digital component of the campaign — which will feature videos, articles, and podcasts — Deloitte is also developing a grade school program to introduce girls to cybersecurity earlier, and help improve their understanding of online safety. Deloitte’s Women in Cyber team has also designed a leadership development program aimed at uniquely supporting its own women cyber professionals.

What’s next for women in cyber: beyond landing the job

The campaign isn’t done, and Dewitt points out that it’s important to have continuous awareness opportunities to inspire growth, development, and to promote women into leadership roles. She suggests those interested in a career in cyber to “just go for it.”

“There are increasingly more professional and community groups focused specifically on women in cyber, and equally as many women professionals who are committed to helping other women start a career in cyber. I encourage those interested to reach out and get connected,” says Dewitt.

The post Women in Cyber: How Deloitte Is Working to Fix the Diversity Gap appeared first on HiveInnovates.

Attracted by opportunities for advancement, diversity, and inclusion, Canadians are discovering the growing insurance sector’s ample opportunities.

Have you thought about a career in insurance? And no, it’s not a punch line to a joke. The insurance sector has an abundance of excellent job opportunities available to Canadians. But unfortunately, some have outdated ideas about the industry. They may believe it’s boring and one-dimensional. Times have changed and so has insurance, and it’s worth understanding the facts.

Thousands of Canadians have chosen to work in the insurance sector. It’s a dynamic, growing industry that employs people for a wide range of jobs, from customer service and data analytics to sales and claims. Each one is as unique as the person who holds it and the skills they bring. Insurance companies have a reputation for building diverse teams. They hire individuals with various educational and cultural backgrounds. Whatever your background is, there’s a job that’s the right fit for you.

Careers in insurance are richly rewarding

There are many reasons why people are drawn to working in insurance. The industry offers ample opportunities, which may include flexible schedules, on-the-job training, education, excellent health care benefits, competitive salaries, opportunities for career advancement, and skills development. It’s also a very secure industry with long-term viability since people will always need insurance to protect their homes, cars, health, and businesses. And companies will be looking to fill hundreds of new positions in the near future.

Many in the insurance field find their jobs fulfilling. Recent data from the Insurance Institute of Canada shows that 94 percent are proud to work in the industry and 97 percent feel that they’re contributing to their company’s success. A career in insurance can be tremendously rewarding, as Danny Davies, Chief People Officer at Aviva Canada, points out. “The best-kept secret in the industry is that we help people get through some of the most challenging moments of their lives, whether it’s repairing their home after it’s been pummelled by golf ball-sized hail or calling them a tow truck when they’re stranded on the side of the highway with their toddler in the backseat,” he says. “Everything we do is about helping people when the unexpected happens.”

We are absolutely, as an industry, stepping into the future of work and that makes it a unique time to work in an insurance company,” says Davies. He describes the industry as undergoing “genuine disruption.” As consumers increasingly expect modern products and digital options, they influence insurance companies like Aviva to evolve and bring forth more innovative solutions. These changes shed old myths about the insurance business and what it’s like to work in it.

Being part of a culture of care

Caring for customers is at the core of Aviva Canada, shaping its corporate culture and how the company cares about its employees. At Aviva Canada, creating a diverse, inclusive organization is a fundamental part of its purpose. In the last three years, the company has tripled the number of women and quadrupled the number of visible minorities in succession positions for its most senior roles.

In addition to diversity and inclusion initiatives, Aviva Canada offers paid parental leave regardless of gender or sexual orientation. The company also recognizes that giving back to the community means different things to everyone, and so it offers a unique employee giving program that allows employees to take up to three paid days off per year to volunteer for any cause they’re passionate about, not just for registered charities.

The post Rewarding Careers Abound in the Dynamic Insurance Industry appeared first on HiveInnovates.

Meet Lexie

Lexie knew she wanted to be a scientist from an early age, and by grade 11, she had her career path completely mapped out. A university degree and a post-graduate certificate later, Lexie was living her dream as a research and development chemist. She was proud of her achievements but wondered about girls who hadn’t had the same opportunities and encouragement in STEM. “I wanted to help young girls get into higher education,” she says. “I wanted to bridge that gap and be a role model.” Was there an organization where she could do that?

Making a difference

Lexie did some research and discovered CAGIS, a national STEM club for girls. Now she helps members aged 7 to 16 get a glimpse of science in the lab and workplace. She works with other volunteers to organize monthly events, like taking a trip to a bird banding station, doing a coding workshop, or visiting a university genetics lab. She’s even led events in her field of expertise. At one, she took girls through the process of making their own bath bombs, teaching them about pH and chemical reactions along the way. They had a blast, and so did all the volunteers.

“I saw I could make an impact,” says Lexie. “By showing the things I was interested in, I could inspire someone else to be interested, too.”

Going virtual during COVID

Throughout the pandemic, Lexie has continued to stay involved and come up with ways for kids to explore real science at home. She spoke to a national audience of participants at two recent virtual events. At one session focused on soaps and shampoos, girls performed three simple experiments using ordinary household materials, while Lexie modelled how to think like a chemist. During another event, she talked about the properties of fluids and showed how to stack liquids of different densities to make a colourful rainbow. She was struck by how absorbed the members were. “They were so hungry to learn more,” she says.

Being part of CAGIS gives Lexie the chance to inspire and be a role model. Most importantly, it lets her spread the message she wants to share: “If there’s a career you can dream of, you can be it.”

Follow CAGIS for science activities, inspiring STEM stories, and more!

• Facebook
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• Instagram

The post How Women in STEM Can Inspire the Next Generation appeared first on HiveInnovates.

Next year marks the 30th anniversary of the Rio Earth Summit, the birthplace of the Convention on Biological Diversity and a critical first step toward global change. At that same time in June 1992, I was staring at my freshly-printed Bachelor of Science degree from the University of Toronto, a little fearful of the great unknown that lay ahead but excited for the possibilities hiding around the next corner. I felt hope for the planet and hope for me, but little did I know where my willingness to take the less-beaten path would lead me. I have never undervalued the contribution of women scientists in forming the person I am today, especially those who saw enough potential to get me started on an incredible science journey. After more than 20 years in the trenches honing my skills as a reproductive biologist, I turned yet another corner and took on a new challenge as Director of Conservation Science at the Toronto Zoo. I’m as excited about science today as I was on that fateful day in 1992.

More than 30 years ago, the Toronto Zoo made a commitment to science. It was the only zoo in Canada, and one of only a handful of zoos in North America, to lead the way in establishing a multidisciplinary approach to understanding and resolving complex issues impacting the health and survival of animals in managed care and in the wild. Today, the Toronto Zoo continues to push the boundaries of conservation science with local and national partnerships for research and education. Along with the impressive team of scientists who bring together over 150 years of experience, the zoo’s diverse animal community is an invaluable resource that allows scientists to dig deeply into questions that cannot be easily addressed in free-ranging animals. In the next stage of the zoo’s science journey, building and strengthening connections between knowledge holders and conservation practitioners from all communities will be the cornerstone of a conservation science strategy that ensures meaningful and significant conservation impact. Let’s dare to dream what the next 30 years of science at the zoo will bring.

I will never forget the first embryo I created in the lab. We had rescued sperm and eggs from recently-deceased animals and introduced them together in a petri dish. We waited and watched until they started to divide — one single-cell egg split into two cells, which went on to become four cells. Within seven days, that single egg turned into a microscopic ball of about 200 cells that could, if transferred into a surrogate female, develop into a living, breathing animal. Until that point in my career, I had waffled between several scientific disciplines, but that embryo sealed my fate within reproductive physiology. She may not realize, but the few hours my manager spent with me at the microscope laid the foundation for my career. Since then, I’ve witnessed the potential for assisted reproductive technologies to support rare and threatened animal populations by protecting genetic diversity and slowing the rate of extinction. For some populations, like the northern white rhinoceros, these technologies are the only resource that remains. That’s so powerful and enticing, how could I not be enthralled with that tiny embryo?

I was a late joiner to both the veterinary and zoo worlds. I was more than halfway through a marine biology degree before realizing that there was really only one Jacques Cousteau. It took another few years and career ideas to finally end up in vet school. My first job after veterinary college took me to a mixed-animal practice in northern Alberta where I managed to get kicked a hundred times, but one eventually learns where not to stand! Working in a remote area serviced by a few veterinarians was a great opportunity to develop skills, confidence, and independence. While women veterinarians in large-animal practice still face barriers to acceptance, the field is robust with female trailblazers, mentors, and supporters. A few years later, I’m thrilled to be the Conservation Research Veterinarian at the Toronto Zoo. I couldn’t have dreamt up a better job surrounded by highly competent and driven women in positions of leadership. I’m fortunate to spend my days in a mix of research and medicine with amazing animals, all in the service of conservation!

There is rarely a straightforward career path in conservation science, and exotic animal nutrition is no exception. With strong women inspiring me to follow my own unique path, I stumbled upon the wonderful world of zoo nutrition during an internship at the Fort Worth Zoo in Texas, when I was 20 years old. It was exciting, inspiring, and aligned with my passion for advocating for animals. From that moment, I knew that I would become a conservationist dedicated to nutrition. I focused my graduate studies on horse nutrition to build a solid science-based foundation for exotic species. Without a formal training path for zoo nutritionists, after graduate school, I sought out zoo nutrition internships and residencies. My path led me to the Toronto Zoo as the recipient of the Zoo and Wildlife Nutrition Foundation’s Sue Crissey Animal Nutrition Residency Fund. My role is to actively learn how to improve nutrition welfare via the foods we offer — in the nutrients they provide and the animals’ interactions with them. How fortunate to be in a career where your contributions lead to improving the lives of animals!

The post Building Connections for Wildlife Science and Species Survival appeared first on HiveInnovates.

Taylor Jamieson-Datzkiw

Intern, Mitacs

Diversity brings different perspectives, interpretations, and thinking to a challenge and, in STEM fields, this translates to greater innovation.

The importance of gender diversity in the workplace is a well-known topic backed by research, statistics, and social observation. Studies have shown that a diverse team, for example, is likely to outperform a team lacking diversity, even if members of the less-diverse group are individually more highly skilled. Diversity brings different perspectives, creativity, and thinking to a challenge and, especially in science, technology, engineering, and mathematics (STEM) fields, this translates to greater innovation.

According to a report published in September 2019 by the Government of Canada, A Gender Analysis of the Occupational Pathways of STEM Graduates in Canada, women now account for the majority of overall university graduates. And yet, this same report states “Over one-third of men (37.5 percent) with a bachelor’s degree had studied in a STEM field, compared to 15 percent of women with a bachelor’s degree.”

What, then, can companies do to attract more women to these fields, which offer lucrative careers in high-demand sectors?

Mitacs works with STEM businesses and universities to fill the gap between business innovation and skilled talent. Students are able to apply what they’ve learned to a work setting during their studies. Not only is this an effective way to give women the experience of what it would be like to work in their industry, but we found that these interns tend to stay in the field once they enter the workforce.

Knowing what’s out there

One of the ways organizations are drawing women to STEM is ensuring that they’re aware of the opportunities and supports that are available to them while they pursue their education.

Sherry Zhao is a Senior Account Manager and BC Business Development Team Lead with Mitacs, a national not-for-profit organization that designs and delivers research and training programs focused on innovation with the support of governments, academic institutions, and industry.

“Mitacs works with STEM businesses and universities to fill the gap between business innovation and skilled talent,” said Zhao. “Students are able to apply what they’ve learned to a work setting during their studies. Not only is this an effective way to give women the experience of what it would be like to work in their industry, but we found that these interns tend to stay in the field once they enter the workforce.”

Mitacs’ flagship internship program is called Accelerate. Through the program, businesses are connected with post-secondary institutions and students to develop a research project and apply for the grant. “Students work with a company or community organization to help solve challenges the organization faces,” says Zhao.

Taylor Jamieson-Datzkiw is a Mitacs intern and MD-PhD candidate at the University of Ottawa. She believes that it’s important to receive the kind of on-the-job learning that Mitacs offers. “The internship takes you out of academia,” she says. “As a grad student, you learn through your courses or seminars and through meeting other scientists. But, as an intern, you get to see people in different roles — working full-time jobs in the manufacturing facility — and it shows you where your career could go.”

“The program supports female students by creating alternative pathways to show how and where women can apply what they’ve learned in the classroom to a real-life situation, on a real-life problem. Not only that, but it also demonstrates to potential employers how STEM can be applied in their business,” explains Zhao. “When we work with a company, we translate a business need into an R&D project and, when a woman is on the team, it brings a different perspective to solving that challenge.”

The program supports female students by creating alternative pathways to show how and where women can apply what they’ve learned in the classroom to a real-life situation, on a real-life problem.

Career advice included

Aside from her research project, Jamieson-Datzkiw engaged in workshops offered through Mitacs. “One of the talks I attended was given by a woman who started in the lab and took us through her career trajectory. It was really nice to get tips and tricks from another woman in the field, from networking advice to issues surrounding intellectual property,” she says.

Besides the Accelerate initiative, Mitacs offers additional programming for women in STEM. Elevate, for instance, is an annual competitive initiative that includes a research management training program and a postdoctoral fellowship. The organization also offers a Business Strategy Internship program, a Canadian Science Policy Fellowship, and international opportunities.

The post How Mitacs is Helping Businesses Connect with Women in STEM appeared first on HiveInnovates.

Science, technology, engineering, and math (STEM) skills have long been associated with innovation and a resilient economy, but women, particularly those who are newcomers to Canada, are often underrepresented in STEM fields.

According to the National Sciences and Research Council of Canada, “Canada’s greatest potential can only be realized when all people are welcomed into the laboratory, the classroom, and the field. We all benefit from the wide range of perspectives and talent that make our research and our society better. In a competitive global economy, Canada can’t afford to leave talent on the sidelines.”

“Now more than ever is a time to come together and focus on leveraging our collective expertise and identifying creative solutions that will support the employment and training needs of our province’s workforce,” says Minister Monte McNaughton, Minister of Labour, Training and Skills Development. “Our job is to connect the dots and ensure newcomers have the support they need to pursue the in-demand and fulfilling careers available in their new home and to provide for their families. These training investments will go a long way to strengthening our economy and local communities.”

OWN it: take tech training

Lighthouse Labs is a national organization that was created in 2013 by a team of software developers who have a love of code, a belief in the power of mentorship and education, and a drive to contribute to the development of Canada’s tech talent.

One of the company’s programs is the Ontario WebDevelopers Network (OWN) initiative, funded in part by Skills Advance Ontario. Originally developed to address labour market access barriers for both newcomer women and the employers who hire them, Lighthouse Labs partnered with Achēv, the Ottawa Chinese Community Service Centre, the YMCA of Greater Toronto and the Canadian Advanced Technology Alliance, amongst others, to deliver a pioneering program that funds and trains unemployed, underemployed, and underrepresented Ontarians in the skills needed to work in the digital economy.

“The pandemic has accelerated the future of work, and now more than ever, having technical skills is essential to entering the workforce,” says Jeremy Shaki, CEO and co-founder of Lighthouse Labs. “Ontario is home to some of the world’s most prominent tech hubs. Opportunities like the OWN initiative will not only give participants the skills required to be part of this booming industry, it will help strengthen and rebuild our economy.”

A bootcamp for the brain, not the body

Eligible participants are enrolled in Lighthouse Labs’ highly successful, 12-week immersive Web Development Bootcamp to learn everything from JavaScript to software architecture. Additional resources, such as career coaching and interview prep, are offered to ensure that each student is ready to make their leap into a career in tech.

And the success rate speaks for itself: in its 2020 Student Outcomes Report, Lighthouse Labs reports that out of 478 total Web Development Bootcamp graduates, 97 percent of the job-seeking grads found employment and 87 percent were hired within 180 days.

The post OWN Your Career: Technical Training For Underemployed In Ontario appeared first on HiveInnovates.

Dr. Banu Őrmeci

Professor & Faculty Advisor, Carleton University

Carleton University is committed to bridging the gender gap in STEM (science, technology, engineering, and math) fields through its recently-launched program.

The Women in Engineering and Information Technology (WiE&IT) Program is one of the first of its kind in Canada and is geared toward helping women students thrive in their studies and helping set their career up for success.

“By collaborating with partners who are leaders in engineering and IT, Carleton will connect students to industry and government professionals and do our part to reconcile a culture that has historically treated women as intrinsically different,” says Carleton’s Engineering and Design Dean Dr. Larry Kostiuk.

The program is supported by 15 industry and government partners, including Trend Micro, the Canadian Nuclear Safety Commission, CGI, Gastops, Leonardo DRS, Lockheed Martin, Amdocs, Blackberry QNX, CAE, the Canadian Internet Registration Authority, EllisDon, Ericsson, Nokia, Ross, and Solace. By partnering with Carleton, women students will have access to networking and mentorship opportunities, and will be equipped with knowledge and tools to enter the engineering and IT profession with confidence.

Bridging the gap between university and the workforce

Dr. Banu Örmeci, professor and faculty advisor for Carleton’s Women in Science and Engineering chapter, believes that, “By connecting our students with working professionals in the engineering and IT fields through the WiE&IT Program, we can enhance women’s educational journeys and help to close the gender gap in STEM.”

Carleton offers some of the most hands-on and invigorating engineering and IT programs in the country. By preparing students for careers that are in high demand, it’s committed to remaining a leading and inclusive institution.

The post Carleton University’s WiE&IT Program Helps Close Gender Gap in STEM appeared first on HiveInnovates.

Nasira Aziz

Board Member, SCWIST

As an immigrant to Canada from Malaysia at 10 years old, I’ve always felt embarrassed by my accent and I was often teased about not having an “English” name. Although a long time has passed, “You’re a scientist? But you’re a girl!”  is still something I hear when I share my research.

Sadly, my story is hardly unique. Nasira Aziz, also an immigrant, chose to stay home to raise her children for 15 years. Despite having an MBA in Innovation Leadership and substantive work experience, she faced challenges in returning to her profession.

As Board members at SCWIST (Society for Canadian Women in Science and Technology), we share our experiences, support each other, and provide mentorship for women in STEM.  Our goal is to bring equity, diversity, and inclusivity to the forefront. This includes innovating ways of learning, advocating for more diverse representation in leadership, and creating opportunities for culturally diverse people to thrive in their careers.

We believe that a community becomes diverse when we dissolve boundaries that separate scholarship based on discipline, equitable when traditional boundaries of knowledge and acceptance are disrupted, and inclusive when different ways of knowing and learning are embraced. Removing barriers for women in STEM will unlock the innovation potential and economic prosperity for all.

As the voice for women in STEM for 40 years, SCWIST is a national non-profit that promotes, encourages, and empowers women and girls through programs including STEM Job Board, Make Possible mentorship and Make DIVERSITY Possible. Dr. Poh Tan is an entrepreneur, TEDx speaker, and published author. As SCWIST Director of Strategic Partnerships and Fundraising, Dr. Poh expands the impact of programs that engage youth, create mentoring connections, advance leadership capacity, and advocate for change. Nasira Aziz was the Director for Leadership and Immigrating Women in STEM (IWIS) program.

The post SCWIST Removes Barriers to Unlock STEM Innovation appeared first on HiveInnovates.