Inclusion & Diversity How to Get It & How to Keep It? By: Dr. Angela Trego, PE, PMP Ice Breakers

Transcription

1 Inclusion & Diversity How to Get It & How to Keep It? By: Dr. Angela Trego, PE, PMP Ice Breakers 1

2 Motivation McKinsey indicates that those in the top quartile for ethnic and racial diversity in management were 35% more likely to financially out perform the national industry median MIT and Carnegie Mellon indicate a higher proportion of women on a team produces a higher collective intelligence Managers can be appointed. Leaders must be ratified in the hearts and minds of those who work for them John Adair 1 Understand and educate others You may have a long way to go but you can make a difference! tregoengineering@gmail.com 2

3 Get the Facts and Reset Your Perception <25% STEM Jobs Get the Facts and Reset Your Perception STEM 2 STEM tregoengineering@gmail.com 3

4 Get the Facts and Reset Your Perception 47% of women think men are paid more for equal work 42% of women think pay is equal 31% of men think men are paid more for equal work 58% of men think pay is equal Get the Facts and Reset Your Perception 11.6% Caucasian Asian 18.5% Other Minorities 69.9% 4

5 Get the Facts and Reset Your Perception Black and Hispanics are severely underrepresented in STEM Only 1 in every 10 STEM professionals is a minority woman African Americans, American Indians, and Hispanic represent 34% of the population but earn only 12% of degrees in engineering How Does Diversity Help? Higher Morale Peel feel validated and considered important no matter their differences which promotes positivity in the workplace Complimentary View of the World Diverse backgrounds, cultures, etc brings a wide variety of viewpoints and solutions which may create a better solution Better Global Products Ability to communicate and understand customers increases competitive edge Diverse Candidate Pool A larger pool to pick from tends to yield better results tregoengineering@gmail.com 5

6 Is this your company? Managers can be appointed. Leaders must be ratified in the hearts and minds of those who work for them John Adair 2 Attract Diversity and Promote Inclusion Evaluate your processes, and embrace a new culture. tregoengineering@gmail.com 6

7 Transparency in Hiring? How do you that? Hire someone who doesn t look like you Transparent unbiased process Cast your net broadly and in new waters Job description needs to reflect different viewpoints How a description is written determines who will be interested in applying Case Study - DOMO tregoengineering@gmail.com 7

8 Control Your Fear Listen to experts Invite speakers Challenges - We ve All Got em Communication Different but really the same tregoengineering@gmail.com 8

9 Case Study - Adobe Case Study - Adobe tregoengineering@gmail.com 9

10 Managers can be appointed. Leaders must be ratified in the hearts and minds of those who work for them John Adair 3 Retain Diversity and Inclusion Keep moving forward Overcome Unconscious Bias 76% of people (men and women) are gender-biased men as better suited for careers women as better suited as homemakers tregoengineering@gmail.com 10

11 Overcome Unconscious Bias Have an Authentic Conversation Generate Awareness Keep changing the culture Ward off change resistance with inclusion! 11

12 Develop Mentoring Programs Promote Diversity At Every Level 12

13 Case Study - Instructure Case Study - Instructure tregoengineering@gmail.com 13

14 Now Ask Yourself: You Can Make A Difference Understand Attract Retain Inclusion & Diversity tregoengineering@gmail.com 14

15 Additional Course Offerings & Survey For additional course offerings please see my website: Please complete the survey (it takes 3 minutes) m/tregoengr Resources Forbes.com Women in Stem the Gender Gap NyTimes Giving Women the Access Code Economics & Statistics Administration Chron Advantages of a Diverse WorkForce tregoengineering@gmail.com 15