For our second installment of our Spotlight Month blog series, the HeForSWE AG team interviewed several allies and shared their interviews below.
First up is Alyssa Risch (she/her/hers) Ecolab, senior chemist in food & beverage RD&E.
What drove and inspired you to advocate and support and become a vocal advocate for women and other minorities in the STEM field? In general, I think it is well known that a variety of perspectives is better for progress, especially in the STEM field. But more personally, I have seen women and BIPOC individuals be talked over or even ignored in team/group settings, despite them having great knowledge/experience/ideas to contribute. Especially if they are on the quiet side or have an accent, it seems like they are not heard or thought about in group settings, when they absolutely should be (and it would usually even help the work be more efficient/higher quality). These individuals have also been some of the best people to work with, in my experience. Altogether, it just frustrates me that women and minorities are not always respected in the STEM field (still, after decades of trying to earn respect), despite them being perfectly capable of doing the same or better work than their counterparts. For all these reasons, I am driven to advocate for and support women and other minorities in the STEM field.
Can you give an example of a time you’ve implemented allyship actions in your workplace? This builds off my last response, but when I notice a woman or person of color being talked over in a meeting or left out in any way, I usually try to ask what they were going to say and get them included in the conversation. I also refer people to my women or BIPOC coworkers when I know that they’re working on something that they have experience in. Like I mentioned, especially if my coworker is quiet or has an accent, I think people don’t take the time to hear out or recognize what they are good at, so if I can ever point out their accomplishments or knowledge to others, I try to.
For example, there was a time when I handed over a project to a person of color, and some members of the team voiced their concern that I was leaving the project. I pointed out that this person taking over the project was actually better equipped to lead the project than I was, with much more experience in this field and specific area of application. I don’t think the team had taken the time to find out what this person of color’s experience or specialty was, so I called attention to their expertise and knowledge in the area. The new leader actually caught a few tasks that needed to be completed that I had missed, which I admitted to the team to help boost their confidence in the new leader. I think the project is better off now than it was when I was in charge of it.
What advice would you give to your male counterparts or team members on how to be an ally and support the inclusion of women in engineering fields? My advice would be to just try to be more thoughtful. Pay attention to the women (and BIPOC) in your meetings. If they are quieter and not being heard, direct the conversation to them so they have a chance to speak. If they are vocal and contribute, but others brush away their ideas, give your support to them or at least try to get the team to consider their thoughts more. And especially if they have different personalities/work styles than yourself, listen to their ideas and at least acknowledge them/validate them before disagreeing or providing a counterpoint. I would also say that you should try to spend more time with the people who are less like you or who you don’t understand well (whether that’s due to different views or simply an accent), because the more time you spend with someone, the easier it becomes to understand them, in my experience.
Next, we have Ryan Gwillim (he/him/his), executive vice president and CFO of Brunswick. Ryan is a champion of the Brunswick Women’s Employee Resource Group, Women on the Water (WoW).
Why is it important to you to be a champion for the women’s employee resource group at your company? Being a champion of our women’s employee resource group is important as it provides a clear “tone at the top” from Brunswick’s senior leadership team that we believe our enterprise resource groups, including WoW [Women on the Water, Brunswick’s women’s employee resource group], help our global employee base feel united and inspired to be their authentic selves while helping to drive our strategic vision. Closer to home, I have four daughters ages 12 to 7, and being a WoW champion and getting the opportunity to interact frequently with the women leaders of Brunswick helps me to be a better advocate for the unique challenges facing my daughters as they progress through school and eventually into careers.
Why is it important for companies to have a women’s resource group? It’s important to have a women’s resource group to ensure that women can continue to see the various opportunities available across our enterprise, to have a forum to meet other women and to share experiences, and to provide an outlet for women to get recognized for all the great work they’re doing around the enterprise.
Next up is Katlyn Jurss (she/her/hers), manufacturing engineering lead at Navico Group. Navico Group has an internal women’s initiative network, Women on the Water, and Katlyn is a co-lead of this group.
What do you think women get out of being part of women’s ERGs? I believe that women’s ERGs provide a meaningful support network, offering women and allies both personal growth and professional development opportunities. By fostering a sense of belonging and community, women can share experiences, insights, and challenges, all while empowering each other. This kind of environment not only nurtures individual growth, but also encourages collaboration and solidarity among women who may face similar obstacles or aspirations.
Why do you encourage men to join women’s ERGs? I would encourage men to join women’s ERGs because men play a crucial role as allies. Their support benefits those involved in the ERG along with those in the broader organization. Being an ally doesn’t just mean supporting women’s issues, but actively working alongside women to foster a more inclusive, equitable, and supportive workplace which contributes to the long-term success of the organization and grow as more empathetic, inclusive leaders.
Also from Brunswick, we have Jeanne Kemp (she/her/hers), VP, enterprise finance transformation.
What do you think women get out of being part of women’s ERGs? Joining women’s ERGs is a great way to make connections around the globe with a diverse community who share a passion for empowering and celebrating women. Members benefit from professional development programs, have unique access to resources, and get the personal fulfillment of belonging. I have benefitted from the advice and coaching of female leaders as I’ve progressed in my career and navigated challenging situations; now I am committed to supporting others on their journey. It can take just five minutes to make a difference!
Why do you encourage men to join women’s ERGs? It is key for our male allies to join women’s ERGs and be part of the conversations to gain new perspectives, so they can advocate with women to accelerate actions for inclusivity. In addition, the network connections and development programs are also relevant to all.
Thank you so much to Alyssa, Ryan, Katlyn, and Jeanne for taking the time to share your experiences and why advocacy for women in engineering and resources like women’s resource groups are important to the retention and development for women in the workplace. Your input, representation, and involvement is incredibly valuable!
