Abstract of "The Benefits of Diversity in the Science and Engineering"
Author(s):
Linda S. Wilson
This chapter attempts to show the importance of diversity in
the work place, and possible ways in which this diversity can
be achieved. Wilson begins by discussing the statement that
"women constitute an enormous potential resource for research,
scholarship, and teaching," made in 1959 on Education for the
Age of Science. The statement called for a conscious effort on
the part of women to make the contributions of which they are
capable. She discussed the committee's premise that a woman's
contribution potential is somewhat less than that of a man. She
states that though progress has been made in educating women,
the task of tapping fully the talent and potential of the
population is far from complete.
Wilson reports that work in this direction has been slowed
by cultural beliefs and traditions which influence our
expectations. She states that biases based on gender, race,
class, and ethnicity have interfered with the pursuit of our
expressed ideals on the issue of diversity. She believes that
the best way to achieve these ideals is by improving the work
done to recruit and retain talent in the sciences and
engineering.
Four reasons for opening doors and removing barriers were
presented:
- The continuing importance of equitable treatment for all
citizens.
- For the United States to remain a leader in the economic
arena it is important to educate and incorporate the women and
minorities entering and predicted to dominate the work force
by the year 2000.
- Women and minorities as new entrants into the work force
bring new ideas and different perspectives to the
workplace.
- The need to develop a more informed, scientifically
literate citizenry.
Wilson then discussed how women's full participation goes
beyond educational institutions and the workplace. She stated
that full access would mean a total reevaluation of ideas for
and about women. She pointed out seven areas in which changes
would have to be made:
- Developing self-esteem and a sense of competence in
women.
- Changing and enlarging the expectations that students,
teachers, supervisors, leaders, and the general public have
about the capabilities of women.
- Reexamining assumptions that research done on only male
subjects will lead to valid conclusions for both males and
females.
- Recognizing the accomplishments of women in science and
engineering.
- Identifying and understanding the barriers to women's
progress in academic and professional careers.
- Addressing the communication challenges that men and
women face.
- Acknowledging the underlying issues that threaten
families, communities, and institutions so that creative and
effective social policies can be developed and
sustained.
Wilson then proceeded to highlight the intervention
strategies that would bring about change. She stated that the
strategies should focus in three areas: personal,
organizational, and systemic change. She emphasized the fact
that the bridges between research, policy, and action are
fragile. She also remarked that when innovations for the
creation of a new work environment are being designed, women
and minorities should be kept at the forefront of all
considerations. She posed three questions that intervention
designers should ask:
- What is the degree of complexity of the intervention? For
example, will it be possible to write cause and effect
statements for evaluation of the intervention?
- What is the duration of the intervention?
- What is the general or specific nature of the
intervention?
Wilson posed four questions that must be asked while
attempting to reach the goal of full access to women. These
were:
- Do our actions support women (and minorities) to become
full participants or just to remain as "guest
- How can the cultural norms of the various science and
engineering disciplines and professions be reconciled with
our needs for recruiting and nurturing human potential?
- How will the values that are now reflected by the
employers of scientists and engineers resonate with the
values of the men and women who work in their
organizations?
- What role will the media play in enhancing recruitment
and development of talent in science and engineering?
She encouraged the Committee to consider the special value
of longitudinal studies for assessing and understanding the
change in human performance. She also encouraged them to
recognize the importance of a systematic and well documented
effort, the necessity for structural and systemic change, and
the importance of sharing information with one another.
Linda S. Wilson, chair of the National
Research Council's Office of Scientific and Engineering
Personnel and president of Radcliffe College