AWIP Intends to Magnify Female Presence In Product Management

A Deficit of Female Mentors in STEM

As it stands today, the tech industry has experienced an abatement of women transitioning from mid-career to executive leadership levels. Wang believes the biggest contributor to this downfall is the lack of mentorship.

“I believe that to increase women in technical roles, there needs to be programs that provide mentors, role models and skills-based training, which are gaps that AWIP aims to solve,” Wang told Silicone Republic. The biggest focus of AWIP is on creating and providing role models. The nonprofit is committed to establishing a community that empowers women to move up the career ladder.

“I’ve personally discovered that having role models and executive mentors has made a huge impact on my career goals and trajectory,” Wang said. “A key component is also offering ways in which women can continue to grow in their skills and evolve in their roles.”

Closing the Gap

Since its birth in 2017, AWIP has gained over 3,000 members, with 2,000 being females and the remainder being male advocates. Members exist throughout North America, Europe, Asia and largely in the Bay area. The organization plans to open chapters in Chicago, Boston, and Toronto.

So far, AWIP has helped pave the way for 11 women members to successfully land opportunities with some of the world’s most prominent tech companies, such as Amazon and Facebook. With its amalgam of resources, like it’s resume review service, AWIP has helped many other women land leadership roles in tech companies all over the map.

Through AWIP’s various workshops, the cohort reported that the chances of a member receiving contacts from recruiters have doubled. AWIP provides tactical training and advice when faced with those who are dismissive towards women professionals. One such workshop trains women on how to get executive buy-in when presenting to a manager or attending a board meeting. Members learn how to present their ideas in a way that allows them to be not only advanced, but championed.

“Ultimately, we want to help build a self-sustaining ecosystem by which advancement and placement are meritocratic and hiring decisions are made considering diversity,” Wang said. Her goal is not for women to overrule men, but to be an equal part of the team. In the AWIP boardroom she seeks to keep an even ratio of men to women, as she believes that 100% women isn't the right answer to diversity.

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