EDI in UNSW Engineering PDF

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Equity, Diversity and Inclusion at UNSW Engineering Big thank you to Lucy Marshall who prepared most of the slides!

Associate Professor Rita Henderson, A/Dean E&D 1st November 2021 Presentation for CSE

Why is diversity important in engineering?

What is the shared ethics challenge in these designs? Approximately 10% of the population are LEFT HANDED https://uxdesign.cc/inclusivity-guide-usability-design-for-left-handedness-101-2bc0265ae21e

Engineering Design

This Photo by Unknown Author is licensed under CC BYSA

This Photo by Unknown Author is licensed under CC BY-SA-NC

Much of the West relies on toilet paper 2/3 of the world squats

https://www.bbc.com/future/article/20191004-the-peculiarbathroom-habits-of-westerners

Gay and black identities appeared to attract higher numbers of questions that were negatively stereotyping Muslims and Jewish people were linked to questions about aspects of their appearance or behaviour, while white people were linked to questions about their sexual attitudes

Can these algorithms drive negative stereotypes?

How do we ensure that products and methods •Are designed for everyone; •Don’t have blindspots; and •Are tested for the communities they will serve?

TEAMS CHANGE THE WORLD AND DIVERSE TEAMS ARE BETTER

The Case For Diversity? Fosters innovative thinking1, knowledge formation and patents2

Gives improved talent attraction and retention3, and reduced staff turnover4

Increased diversity…

Reduces instances of sexism and sexual harassment at work5

Generates better financial performance2

The Case For Diversity?

The Case For Diversity? • They Focus More on Facts • People from diverse backgrounds might actually alter the behavior of a group’s social majority in ways that lead to improved and more accurate group thinking

• They Process Those Facts More Carefully • Greater diversity may change the way that entire teams digest information needed to make the best decisions.

• They’re More Innovative • Businesses run by culturally diverse leadership teams are more likely to develop new products than those with homogenous leadership

https://hbr.org/2016/11/why-diverse-teams-are-smarter

How do we do in STEMM and Engineering?

Diversity statistics in STEMM and Engineering

Engineers Australia, 2017

Science in Australia Gender Equality, 2019

Diversity statistics in STEMM and Engineering

Non-STEMM fields

STEMM fields

Australia’s Labour Force Survey, 2021

Diversity statistics in STEMM and Engineering

Data Source: Engineers Australia

https://ira.asee.org/diversity-benchmarking-report-for-underrepresentedgroups-in-engineering-and-engineering-technology/

How can we change this?

Engineers Australia

However…. “I am on a mission to get rid of diversity” Aubrey Blanche, head of diversity and belonging at Atlassian

People are much more likely to associate the word ‘diversity’ with minorities. This suggests that it’s not for people from majority groups. “while Australians overwhelmingly acknowledge that gender inequality is still a problem, two-fifths (41%) of all men believe that gender equality measures do not include men. They also believe that ‘political correctness’ gives women an advantage in the workplace (41%).”

Diversity and Engineering Design • •

Diverse teams are not enough. Instead, need to be deliberately focusing on others via inclusive design, workplaces, processes.

Mismatch : How Inclusion Shapes Design, by Kat Holmes, MIT Press, 2019

What are we doing to build diversity and an inclusive culture at UNSW Engineering?

UNSW Division of Equity Diversity & I …comprises a range of business units, networks and institutes to support a wide range of equity cohorts and initiatives.

• • • • • • •

Access and Equity Sexual Misconduct Cultural Diversity Disability Inclusion Gender Equity LGBTIQ+ Inclusion Conduct and Integrity

Women in Research Network (WiRN)

Conduct and Integrity

Diversity and Inclusion

Institute for Global Developmen t

Disability Innovation Institute

Access and Equity (Students)

Initiatives: • Be a better human • UNSW Diversity Champions • International Women’s Day • UNSW Pride • Disability Inclusion Action Plan • Women’s Wellbeing Academy

The Engineering journey so far…

Gender Equity Working Group

https://www.edi.unsw.edu.a u/about-us

UNSW Women in Engineering Program For high school students UNSW Girls in Engineering Club

GIE FEAS Program

Women in Engineering Scholarship Program

Workshops and information events

For UNSW female-identifying engineering students

UNSW Women in Engineering: www.u www.unsw.to/w nsw.to/w nsw.to/wie ie

Community

Student Societies

Support network of students, staff, academics, industry and alumni

Friends, industry and social events, mentoring WIESoc, TWEET, WIRE, Robogals, WIT

Development

Support

Industry mentoring, peer-topeer programs, Makerspaces, ChallENG program, Founders New Wave program

Dedicated Women in Engineering Manager, wellbeing, events

UNSW Girls in Engineering Club: www. www.uns uns unsw.to/g w.to/g w.to/gii e

Why should you practice inclusion?

Thanks to May Lim

Summary • Diversity matters! • Everyone should be fostering diverse and inclusive workplaces • This does not mean being blind to differences, but instead identifying exclusions, being curious about people and solutions, and learning to lead inclusively.

References 1.‘Why Diversity Matters’, ‘McKinsey & Company, January 2015 2.Blazovick J, Cook K, Huston J, and Straser W, “Do Gay-Friendly corporate policies enhance firm performance?”, Social Science Research Network, Working Paper Series, 28 April 2013 3.Boedker C and Cogin J, 'How High Commitment Human Resource Management Practices Add Value to a Firm: The Mediating Effects of Flexibility and Capital in the Service Sector', in Academy of Management Journal (ed.), Academy of Management Proceedings 2014, presented at Academy of Management Journal Conference, Philadelphia, USA, 1 5 August 2014 4.Examples: Carter N and Wagner H, ‘The Bottom Line: Corporate Performance and Women’s Representation on Boards (2004-2008)’, Catalyst, March 2011; ‘McKinsey Quarterly: Is there a payoff from top-team diversity?’, McKinsey & Company, April 2012; 'Women Matter: Women at the top of corporations: making it happen', McKinsey & Company, October 2010; ‘ASX500 – Women Leaders: Research Note’, Reibey Institute, June 2011. 5.Get Flexible: Mainstreaming Flexible Work in Australian Business , Diversity Council Australia, March 2012 6.Kaplan D, Wiley J and Maertz C, ‘The role of calculative attachment in the relationship between diversity climate and retention’, first published online: 29 March 2011 7.Larkin M, Bernardi B, Bosco S, ‘Board Gender Diversity, Corporate Reputation and Market Performance’, The International Journal of Banking and Finance, 2012 8.Marinova J, Plantegna J & Remery C, 'Gender Diversity and Firm Performance: Evidence from Dutch and Dainish Boardrooms', Utrecht School of Economics, January 2010 9.Parrotta P, Pozzoli D and Pytlikova M, ‘The Nexus Between Labor Diversity and firm’s Innovation”, Journal of Population Economics, first published online 23 October 2013; Bosetti V, Cattaneo C and Verdolini E, ‘Migration, Cultural Diversity and Innovation: A European Perspective’, FEEM Working Paper No. 69.2012, October 17, 2012; Ashcraft C and Bretzman A ‘Who Invents IT?: An Analysis of women’s participation in information Technology Patenting’ , National Center for Women & Information Technology, 2007 10.Sojo V and Wood R, ‘Women’s Fit, Functioning and Growth at Work: Indicators and Predictors’, Centre For Ethical Leadership, 2012 11.‘The economic benefits of increasing employment for people with disability’, Deloitte Access Economics as commissioned by the Australian Network on Disability, August 2011....