Bill Hayden's comments about the different qualities women and men bring to group efforts connect with my studies of the human brain.
On the somewhat broader subject of diversity, Ned Herrmann, author of
The Whole Brain Business Book, studied homogeneous and heterogeneous teams. The homogeneous teams tended to communicate very well, complete assignments quickly, and produce routine results. In contrast, the heterogeneous teams encountered communication problems early on, took a long time to complete their work, and produced creative/innovative results.
The next time we form an ad hoc group and give them a charge, let's not "get the usual predictable gang
together." Instead, "mix em up" and see what happens. In other words, try the Medici Effect.
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Stu Walesh Ph.D., P.E., F.NSPE, Dist.M.ASCE
Consultant - Teacher - Author
S.G. Walesh Consulting
Author of Introduction to Creativity and Innovation for Engineers
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Original Message:
Sent: 08-01-2017 16:56
From: William Hayden
Subject: Celebrate Diversity Month
The Business Case for Diversity and Inclusion [1]
Recruiting more women and minorities into the construction industry provides role models. Seeing other women and minorities within the industry helps promote a sense of belonging and inclusion.
There is a very real business case for these inclusion initiatives:
- Diverse people with diverse thinking leads to creative and innovative ideas and better solutions to industry problems. We need the talent and perspective of minorities and women to move forward.
- If you look at sheer numbers, when more women and minorities enter the industry, it will greatly help our current workforce crisis.
- The industry is gravitating toward more collaborative ways of project delivery such as IPD and Lean, and, according to my research on the typical emotional profiles for men and women in the industry, women are often better at collaboration than men.
Most women score relatively high in social responsibility (the ability to work in teams), empathy, and interpersonal relationships. Most men score relatively high in self-regard, independence, and assertiveness.
[1] Source: http://news.asce.org/the-business-case-for-diversity-and-inclusion/?_ga=2.108382082.1224988909.1501620502-1634123650.1486475107 downloaded 01AUG2017
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William Hayden Ph.D., P.E., CP, F.ASCE
Amherst NY
"It is never too late to be what you might have been." -- George Eliot 1819 - 1880
Original Message:
Sent: 04-25-2017 00:44
From: Andrew Elmore
Subject: Celebrate Diversity Month
Dear friends,
I encourage you nominate a female member of ASCE or EWRI who has demonstrated exemplary service to the water resources and environmental science and engineering community for the ASCE Margaret S. Petersen Award! More details can be found on the ASCE.org website, by googling "Margaret S. Petersen Award" or using the link http://www.asce.org/templates/award-detail.aspx?id=1625 .
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Curt Elmore Ph.D., P.E., F.EWRI, F.ASCE
elmoreac@...
Original Message:
Sent: 04-21-2017 16:02
From: Marsha Anderson Bomar
Subject: Celebrate Diversity Month
As a woman who happens to be a civil engineer, I am proud to be part of an organization that values diversity and inclusion. Given that April is Celebrate Diversity Month, I am curious to know others' thoughts on the importance of diversity and inclusion within our professional community.
Here's an interesting fill-in-the-blank: Diversity is important at the civil engineering workplace because ______________ …
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Marsha Anderson Bomar M.ASCE
Gwinnett Village CID
Norcross GA
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