Abstract:
This presentation will propose inclusive and equitable practices to recognize, value, and manage glue work, the non-technical work critical to a technical team’s performance. Case studies will show how increased recognition and active management of glue work can improve team performance, promote leadership skills development, and advance women in STEM.

Summary of Conversations

The presentation highlighted the concept of ‘glue work,’ defined as non-technical tasks crucial for team success in technical environments. Glue work ranges from resolving team conflicts to administrative tasks like scheduling and documentation. While essential for organizational function and talent retention, it’s often undervalued and disproportionately assigned to women, hindering their career advancement. Recognizing and managing glue work is key. The discussion included an illustration of how disproportionate allocation of glue work can negatively impact an employee’s career trajectory. Examples of organizations that have successfully implemented practices to value and manage glue work were also shared.

Take Away Messages/ Current Status of Challenges

• Glue work is critical for team success but often goes unrecognized and unrewarded.
• Women and underrepresented groups are frequently assigned a disproportionate amount of glue work, hindering their career advancement.
• Undervalued glue work can lead to feelings of being depleted and career-limited.
• Failure to recognize and manage glue work can negatively impact team performance and talent retention.
• Current performance review processes often fail to account for the impact of glue work.
• The lack of clear expectations and job titles that reflect glue work contributions poses a challenge.
• A significant challenge lies in shifting organizational culture to value and equitably distribute glue work.
• Organizations must recognize that doing glue work well is a skill that not everyone possesses.

Recommendations/Next Steps

• Individuals should engage in frequent conversations with managers to set clear career goals and expectations regarding glue work.
• Update job titles to accurately reflect glue work responsibilities and contributions.
• Track and record the impact of glue work to make contributions more visible to leadership.
• Organizations should formally add glue work tasks to job descriptions and performance reviews.
• Implement equal pay policies to demonstrate the equal value of technical and non-technical work.
• Establish peer recognition programs to highlight colleagues’ contributions to glue work.
• Foster relationship-building events to create a supportive environment for seeking help with glue work tasks.
• Organizations should adopt a company value of sharing the burden of glue work to ensure equitable distribution.