By Committee on Diversity in the Engineering Workforce, National Academy of Engineering
This document comprises fifteen displays from a workshop on top practices in dealing with range, hosted by means of the NAE Committee on range within the Engineering staff on October 29-30, 2001. NAE (National Academy of Engineering) president William Wulf, IBM vice-president Nicholas Donofrio, and Ford vice-president James Padilla handle the company case for variety, and representatives of prime engineering employers talk about how you can raise the recruitment, retention, and development of girls and underrepresented minorities in engineering careers. different audio system specialise in mentoring, globalization, affirmative motion backlash, and working with court cases. company engineering and human assets managers attended the workshop and mentioned range matters confronted by means of organisations that hire engineers. Summaries of the discussions also are incorporated within the document.
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Extra resources for Diversity in Engineering (Compass Series (Washington, D.C.).)
Example text
Other employees thought that diversity councils were mostly social functions but that the opportunity to hear others’ perceptions was beneficial. It works both ways. If we didn’t have the councils, we wouldn’t have the networking. If you look at the end result, it might seem that a small organization that is very diverse might not need the councils. I would say the opposite—in most organizations, business councils play a very important role, and they should be supported. Finally, we asked our employees for suggestions for improving our diversity programs.
We are all doing a lot of the same things in terms of the kind of recruiters we use, the kinds of role models we provide, that is, people who look like me recruiting people who look like me, getting executives lined up with universities, and so on. Finally, I will sum up our conversation about sustainability. We suddenly find ourselves in an economic slowdown—that may be a great understatement for some of us—and we may suddenly begin to lose support in companies for our networks, our African-American network, our Asian network, our Hispanic network, and our women’s network.
If you are going to start to change the image, it’s important to do that by way of exposure. The more exposure, the better children and other minority groups can be made aware of their choices. Those choices will set the tone for the future. Iwona Turlik: Motorola is involved in numerous programs. I don’t remember all of them, but I think there are 20 pages of programs we participate in since we are a global company. The most important one I recognize is Junior Achievement. Motorola has received many awards for making contributions to society.