Diversity in Engineering Managing the Workforce of the Future (2002) / Chapter Skim
Currently Skimming:
Pages 33-40
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From page 33... ...
Richard Cowie (Con Edison) : We select from our new college hires after trying to identify their potential for future leadership positions good engineers, to start with, good people skills, the ability to work well in teams those kinds of characteristics.
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From page 34... ...
: Catalyst has conducted some blind studies for industries, for example when a company has come to us and said they wanted to know how they were doing compared to a competitor, but they didn't want to identify themselves. We got 10 or 12 companies to participate on the basis of confidentiality, anonymity, but it was hard work because there are a lot of legal considerations.
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From page 35... ...
Karl Pister (University of California) : We have been focusing on the issue of changing or creating a positive corporate culture, and that problem, in my view, is embedded in a much larger problem of changing societal culture.
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From page 36... ...
I don't remember all of them, but I think there are 20 pages of programs we participate in since we are a global company. The most important one I recognize is Junior Achievement.
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From page 37... ...
Obviously, if a program is working well, it will benefit the organization. Rather than institutionalizing a mentoring program, an alternative approach could be a networking program.
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