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I met with Mark, a friend of Arnold’s, at the Union Street Diner, uptown near the campus of Ohio University, which makes Athens its home. The diner was a low-key place that stayed open twenty-four hours, with Formica tables and plastic cups, and a late-night clientele that was a mixture of townies and drunken students. I ordered a cheeseburger and onion rings. Mark ordered something healthier. (He asked me not to use his last name.) The son of a state highway patrolman, he had graduated from Athens High School five years ahead of me. Afterward, he worked as a cable installer, and got married at twenty-three. His wife worked at the Super Duper grocery store. Their pay was meagre and they were at the mercy of their bosses. So, the next year, they decided to buy a convenience store on the edge of town.
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Compliance and Reporting ThoughtCo A final lesson from the technology industry suggests that support for women’s advancement must go beyond networking and forums towards true sponsorship and career advancement opportunities. Both male and female leaders should take on sponsorship roles to promote high-potential women’s access to diverse opportunities, and to avoid the common problem of female leaders becoming overburdened with mentee requests. IBM’s Technical Women Pipeline Program is a good example. Established in 2010, it engages mid and senior-level women identified as strong leadership candidates in a two-day program aimed at boosting their careers. The women are paired with executive advocates with whom they work on development plans and check in on a quarterly basis after initial face-to-face meetings. Women also join quarterly, international calls with others in the Pipeline Program community. The program has improved retention rates for mid- and senior-level technical women and increased the number of women considered distinguished engineers.
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