For issues of diversity, equity, and inclusion, 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 3.5-minute illustrative video, we challenge you to act like a child and don’t stop asking why until you get to the bottom of things.
Nontraditional careers are any in which one gender represents less than 25% of the workforce. For example, women in engineering or men in nursing. When many of these careers are high-wage, and high-demand jobs, it is imperative that we remove barriers and increase the participation and completion of women and men in nontraditional educational pathways. This workshop equips educators with tools and strategies for recruitment and retention.
Watch a 40m recorded webinar, and download a companion worksheet to guide you step-by-step to design an engaging and effective workshop with equity and inclusion in mind.Â
In this series, we interview people in careers nontraditional for their gender. Role models are important for inspiring others to pursue nontraditional careers, so we hope you are inspired by our guests’ stories!
This curriculum about systems of oppression and color-blind racism is available as an in-person or virtual workshop. The recommended session length for this curricula is a half-day.
This curriculum about motivation, learning, and feedback is available as an in-person or virtual workshop. The recommended session length for this curricula is a half-day.
At Engineer Inclusion, we believe that to create equitable communities, we must make bold systemic changes. Policies and resource allocation are critical components to those systemic changes, and getting an accurate count is essential for our next decade of future effort. Share our video to encourage the “hard-to-count” populations so that we have an accurate census of the American population.
Do you know how prejudice, stereotypes, and bias work in the brain? In this on-demand course, “Unraveling Bias in the Brain,” you’ll explore how your brain can work against your best intentions and what you can do to be more kind and inclusive.
Feedback and support from others is a source of our self-efficacy — the belief we have in ourselves to accomplish a task. Using a simple formula, we can adjust our feedback to be a super-booster for self-efficacy in others, through what I call, “Sticky Feedback.” Check out this video to learn how you can better encourage others to reach their goals.
Finding the egg would have won me a $1000 prize. Not finding the egg won me an egg once worth $1000, and a good anecdote for explaining schemas and implicit bias.
We help people intentionally and systematically engineer equity and inclusion into their organizations: driving positive outcomes and effectively supporting employees and the community.
