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12.07 - 01.08

Spotting Diversity in an Organization

by Terrance Malkinson

Job hunters should seek out companies that are committed to diversity in all of their business practices. Diversity reflects general changes occurring in society. Diversity means treating all individuals with dignity and respect, regardless of age, gender, ethnicity, culture, physical ability, physical characteristics, marital status, or any other individual differences. A diverse workforce has many advantages to both employers and employees, including a larger talent pool from which to choose, a positive working environment, the collective cultural expertise to seek out broader markets, and improved communications, to name but a few. When seeking an employer that is committed to diversity, be sure to:

• Examine the demographics of the organization for evidence of diversity at all levels — not just at the lower levels but also at the top leadership level.

• Find out if the company has a diversity hiring policy and diversity initiatives in place.

• Find out if the company has a statement announcing its commitment to diversity.

• Find out if the company has employee educational programs in place to help foster an inclusive culture.

• Seek out what others have to say about the company’s diversity practices.

Diversity means that you and all of your colleagues feel welcomed and safe in the workplace.

Other Bytes

Here are some of the things going on in and around the engineering community:

• Where do the presidential candidates stand on the issue of innovation? Find out in "Inside Innovation" [BusinessWeek, #4060, pp. 5-8, 26 November 2007,  www.businessweek.com/innovate]. BusinessWeek provides a report on their questioning of the leading candidates in the republican and Democratic parties about how they define innovation and their views on innovation. Almost all favor increased federal spending for education in science, math and engineering. This is particularly important as other countries are implementing substantial investment in supporting innovation capacity.

• Short biographies of fifty people, products, trends, and ideas that are transforming the world of business are provided in “The 50 Who Matter Now”  [Business 2.0, 8(6), pp. 56-65, July 2007, www.business2.com]. Interesting reading on why these individuals matter and why they are impossible to ignore.

• An innovative program that offers employees free access to an independent health advocate is provided by Lauren Young in “Advocates Who Help You Negotiate Health Care” [BusinessWeek, #4055, 22 October 2007, www.businessweek.com]. Health care advocates provide services such as assistance with understanding insurance policies providing guidance on health care, negotiating fees, and get appointments with the best physicians. In the articles introduction it is stated that in 2008 more than 3,000 employers will offer employees free access to an independent health advocate.

• Many have found that participation in a wilderness experiential education experience has been enormously beneficial. In “Into the Wild” [Inc. Magazine, 29(10), pp. 116-126, October 2007, www.inc.com], Alison Stein Wellner discusses the experience of an executive team sent into the Wyoming wilderness for seven days of team building and how they got to really know each other.

• The North American Free Trade Agreement is now been in effect for 20 years. In “Free Trade @20” [Policy Options, 28(9): pp. 14-103, October 2007, www.irpp.org/po], the editors have published a special issue on twenty years of FTA experience. How it happened, and what we have learned are but a few of the topics discussed in the various articles.

• The workforce is increasingly multigenerational. In “Training Tomorrow’s Workforce” [T&D, 61(4), pp. 58-60, April 2007, www.astd.org/TD], Janice Ware et al. discuss how workplace training and technology will need to fit both the learning styles and lifestyles of a multigenerational workforce. Even though many workers are now leaving employment for retirement there is still a number who will continue to work either full- or part-time. All groups need to understand the diversity of the multigenerational workforce.

• In today’s tight employment market employers are looking at everyway possible to retain their best talent. In “Flexible Work Policies Mean Business” [T&D, 61(4), pp. 32-36, April 2007, www.astd.org/TD], Paul Harris discusses flexible work policies that allow employees to balance their work and family lives. For many employers the practice of flexible work policies is a matter of good business that ensures employee satisfaction and contented employees help ensure organizational success.

• We are always seeking ways to design educational programs that will enhance our ability to be creative and innovative. In “The Talent Hunt”’ [BusinessWeek, #4054, pp. 54-59, 15 October 2007, www.businessweek.com], Elizabeth Woyke and Maha Atal discuss design programs that are shaping a new generation of creative managers. Further BusinessWeek information on the subject is accessible special report at: www.businessweek.com/innovate/di_special/20071005d-schools.htm.

Terrance Malkinson is a communications specialist, business analyst and futurist. He is an elected Senator of the University of Calgary, a Governor of the Engineering Management Society, international correspondent for IEEE-USA Today's Engineer Online, editor-in-chief of IEEE-USA Today's Engineer Digest, editor of IEEE Engineering Management, and associate editor for IEEE Canadian Review. He the author of over 300 publications and is also an accomplished triathlete. The author is grateful to the Haskayne School of Business Library at the University of Calgary. He can be reached at todaysengineer@ieee.org.