A Case Study on the Engineering Profession - Diversifying to Success! Kartikee Verma
 
<ul><li>Research: women in developed economies have made significant contributions to the workplace </li></ul><ul><li>Lack...
 
<ul><li>Discrimination and harassment </li></ul><ul><li>Fewer opportunities and rewards than male colleagues and counterpa...
 
<ul><li>Understanding marketplace demographics </li></ul><ul><li>Differing opinions and contradictory arguments stimulatin...
 
<ul><li>Vision </li></ul><ul><li>“ As a business unit delivering projects globally, we recognise that our people represent...
<ul><li>Themes </li></ul><ul><li>1. Committed leadership </li></ul><ul><li>2. Procedures and processes </li></ul><ul><li>3...
<ul><li>KBR I&M is seen as welcoming by job candidates from each gender, as well as those from various cultural background...
<ul><li>Return rate among people returning from parental and maternity leave meets or is higher than industry average </li...
<ul><li>Existing employees do not perceive family circumstances or cultural and gender factors to be an inhibitor for inte...
 
<ul><li>Effective management of a diverse workforce </li></ul><ul><li>Frame the diversity management initiative as an oppo...
<ul><li>Key activities that may lead to improvement </li></ul><ul><ul><li>A female-friendly work environment </li></ul></u...
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ICWES15 - A Case Study on the Engineering Profession - Diversifying to Success! Presented by Ms Kartikee Verma, Kellogg Brown & Root Pty Ltd, Australia

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Presentation from the ICWES 15 Conference

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ICWES15 - A Case Study on the Engineering Profession - Diversifying to Success! Presented by Ms Kartikee Verma, Kellogg Brown & Root Pty Ltd, Australia

  1. 1. A Case Study on the Engineering Profession - Diversifying to Success! Kartikee Verma
  2. 3. <ul><li>Research: women in developed economies have made significant contributions to the workplace </li></ul><ul><li>Lack of women in leadership positions </li></ul><ul><li>Women make up over half of Australia ’s total population, however remain an overwhelming minority </li></ul>
  3. 5. <ul><li>Discrimination and harassment </li></ul><ul><li>Fewer opportunities and rewards than male colleagues and counterparts </li></ul><ul><li>‘ Boys’ club’ culture </li></ul><ul><li>Family responsibility </li></ul><ul><li>Workplace satisfaction and workplace culture </li></ul>
  4. 7. <ul><li>Understanding marketplace demographics </li></ul><ul><li>Differing opinions and contradictory arguments stimulating positive differences and vision </li></ul><ul><li>Human beings have a tendency to hang around with people like ‘us’ </li></ul><ul><li>Broader pool for recruitment of high quality directors and employees </li></ul>
  5. 9. <ul><li>Vision </li></ul><ul><li>“ As a business unit delivering projects globally, we recognise that our people represent the diverse communities we serve and are committed to being an inclusive organisation that respects and fosters each individual’s unique background, characteristics and abilities” </li></ul>
  6. 10. <ul><li>Themes </li></ul><ul><li>1. Committed leadership </li></ul><ul><li>2. Procedures and processes </li></ul><ul><li>3. Communication </li></ul><ul><li>4. Education/training </li></ul>
  7. 11. <ul><li>KBR I&M is seen as welcoming by job candidates from each gender, as well as those from various cultural backgrounds and family circumstances </li></ul>
  8. 12. <ul><li>Return rate among people returning from parental and maternity leave meets or is higher than industry average </li></ul>
  9. 13. <ul><li>Existing employees do not perceive family circumstances or cultural and gender factors to be an inhibitor for internal advancement and progression, and feel supported by their employer </li></ul>
  10. 15. <ul><li>Effective management of a diverse workforce </li></ul><ul><li>Frame the diversity management initiative as an opportunity for learning </li></ul><ul><li>Ensure senior management dedication and responsibility </li></ul><ul><li>Communicate how diversity is important to the overall functioning of the business </li></ul><ul><li>Highlight the value of diversity to all employees </li></ul><ul><li>Emphasise unity within the organisation </li></ul><ul><li>Effective Management of a diverse workforce </li></ul><ul><ul><li>Frame the diversity management initiative as an opportunity for learning </li></ul></ul><ul><ul><li>Ensure senior management dedication and responsibility </li></ul></ul><ul><ul><li>Communicate how diversity is important to the overall functioning of the business </li></ul></ul><ul><ul><li>Highlight the value of diversity to all employees </li></ul></ul><ul><ul><li>Emphasise unity within the organisation </li></ul></ul>
  11. 16. <ul><li>Key activities that may lead to improvement </li></ul><ul><ul><li>A female-friendly work environment </li></ul></ul><ul><ul><li>Opportunities available to all staff for training and potential for growth </li></ul></ul><ul><ul><li>Provision of opportunities for career progression </li></ul></ul><ul><ul><li>Desirable working hours </li></ul></ul>

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