Dr. Meagan Pollock was featured on the ‘Journeys to Belonging’ Podcast with Dr. Ilene Winokur. Hear her share her story about her journey to belonging in engineering, and how she helps organizations to create structural belonging for minoritized and marginalized people to find true belonging.
This article presents a standards-aligned, strategy-driven leadership development model for equipping engineering students with skills to appreciate differences in the workplace and to collaborate and lead inclusively.
Stewardship cultivates an enriching atmosphere, the opposite of gatekeeping behaviors. Everyone can practice stewardship and facilitate belonging for those around them. In this post, I describe stewardship and gatekeeping, and provide a set of prompts to equip us with a mindset and choice framework.
In this post I share takeaways, strategies, and resources from a conversation with women in technology on belonging, authenticity, and support. Access the resources and watch the webinar.
The journey to becoming an inclusive leader is ongoing, challenging, and rewarding. There is always more to learn, and it isn’t easy to quantify the opportunity for improvement. In this post, I share a six-stage, strengths-based growth continuum as a tool for reflecting on each component of the inclusive leadership development model. Download a free tool.
Recruiting nontraditional students into STEM and CTE programs and pathways can be a significant challenge. Understanding the root causes is crucial to sustainable change; however, recruitment remains one of the biggest hurdles to participation. In this workshop, we review the best practices for recruitment, and participants explore strategies that will work best for their population.
For diversity, equity, and inclusion issues, we must find the root causes for our specific populations before diving in with well-intentioned interventions that may miss the mark and leave us no better than before we started. In this post with a recorded workshop, we teach participants how to do a root cause analysis to help uncover the root causes of the more visible symptoms and problems like persistence or interest in nontraditional careers.
Every group naturally develops normative behaviors, expectations, and unwritten ways of operating. To intentionally engineer inclusion, you can set or establish norms that scaffold equitable and inclusive practices. We’ve created a simple four-S alliteration to help you get started. Save the image, download the pdf, or use our pledge as a starting place to create your own.
We help people intentionally and systematically engineer equity and inclusion into their organizations: driving positive outcomes and effectively supporting employees and the community.