Tackling unconscious bias in my journey from an engineer to a global ED&I leader

Janie Tiedeman — Thu, 04 Mar 2021 17:27:39 +0000

In celebration of International Women’s Day on March 8, and this year’s theme #ChooseToChallenge, we have asked a diverse group of leaders and employees to write about their experiences in challenging the status quo and strengthening gender equity and inclusion in the workplace. From March 1 through March 8, follow this conversation on our blog and across our social media handles (Twitter, LinkedIn and Facebook).

As a female engineer in a predominately white, male-dominated industry, I’ve had an incredible whirlwind career – from starting as a structural engineer, to managing a marketing department, to leading a transportation department and then a business line, to now being the global lead of Equity, Diversity and Inclusion (ED&I). But it wasn’t always easy. I could list dozens of examples of bias I’ve experienced – some implicit and some downright explicit – that have frustrated and discouraged me, like being asked if I was the wife of one of my co-workers at an industry event, sharing ideas that I helped generate but were ultimately credited to one of my male colleagues, or being told I probably got that promotion to a leadership role because more women were needed.

This was nothing new to me at that time. I was one of only three women in my graduating class, so I was used to seeing things through my own unique lens and doing things a little differently. What I didn’t understand was that people make assumptions, or even hurtful comments, without necessarily realizing that their unconscious biases are the reason for their actions and words. But, can unconscious bias be overcome so we learn to understand and value our differences and think before we act? Do I have my own unconscious biases that may affect others? The answer to both questions is yes!

Decades of research show our unconscious biases are formed early in our lives and occur automatically as the brain makes quick judgements based on past experiences and background. We are wired according to what we see, hear and experience as children when we develop a strong sense of what is “normal” and “not normal.” Our brains unconsciously process millions of data and decision points each day but can only consciously process about 40 things at a time. So, to effortlessly sort through all the stimuli around us, our brains seek patterns and create mental shortcuts that make decision-making easier. While these shortcuts can serve us well in certain situations – like our instinct to flee if we are in danger – many of these shortcuts create unintended consequences.

Just before I took on my ED&I role last year, I attended a seminar where I was asked to take an Implicit Association Test (IAT), part of Harvard University’s ongoing Project Implicit. I chose to take the gender-career test and was shocked at the results. I have a strong unconscious bias that associates females with family and males with careers. How could this be? Looking back, there might be a few clues – TV shows and movies that reinforced gender stereotypes, teachers who all looked like me and doctors who didn’t, and dolls and toys that matched my demographic. It’s not surprising that in the deepest recesses of my brain, I unconsciously make those associations, even now.

But the beauty of being human is that we can overcome our unconscious biases if we want to. Taking time to challenge the way we typically make decisions, how we choose the people we associate with, and how we perceive and empathize with others who aren’t like us is important to assessing how we show up. Understanding our own biases and non-inclusive behaviors is the first step in creating an environment in which we can find common ground, make others feel safe to express their points of view, and ultimately achieve more diversity of thought, innovation and outcomes.

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Advancing Equity, Diversity and Inclusion at ArchTam

Janie Tiedeman — Thu, 05 Nov 2020 17:03:14 +0000

In 2020, equity, diversity and inclusion (ED&I) took center stage in many of our daily conversations across the globe. These important discussions and moments of reflection have given people, communities, organizations and government officials a chance to reexamine their commitment to this vital effort. While ED&I have always been a part of our culture, we’re taking steps to set a global path to integrate our principles into all aspects of our work and measure results.

Earlier this year, I accepted a role dedicated to building our global ED&I programs. After 28 years at ArchTam and its legacy companies as a transportation business leader and an advocate for our diversity initiatives in the Americas, this is an incredible opportunity to combine my knowledge of the business and our clients with my passion for advancing equal opportunity and representation across our organization. I’ve worked with leaders around the globe to develop a robust ED&I framework to empower those in our companies and communities to thrive. We’re focused on four key areas to drive greater equity, diversity and inclusion within ArchTam and beyond:

Enriching Communities

Our Blueprint for a Better World platform reflects our responsibility to champion equity, diversity and inclusion in our communities through pro-bono work, volunteerism, philanthropy and strategic partnerships with global nonprofit organizations like Engineers Without Borders and Water for People. We deepen our engagement with communities through our commitment to supplier diversity, providing leadership to ensure that diverse-owned businesses are supported and successful.

Expanding Understanding

To help every employee feel valued and included, we’re fostering an inclusive workplace through community-building, training and family-friendly benefit policies. We conduct regular employee surveys and discussions to understand our employees’ experiences and provide a forum for deeper understanding and empathy. Our employee resource groups and networks create a sense of belonging and lead community outreach, and strategic mentorships promote ongoing dialogue and heightened awareness of ED&I issues and opportunities.

Some examples of how we are delivering on this strategy include:

Developing global equity, diversity and inclusion-focused training for employees and managers
Creating supplier diversity support across our organization
Hosting regular virtual panels to celebrate cultural recognition events
Activating Employee Resource Groups and reverse mentoring programs
Enhancing our diversity recruiting programs

Our equity, diversity and inclusion approach incorporates input and participation from our people at every level. From the ED&I global steering committee sponsored by ArchTam’s executive leadership team, to regional and local office groups, everyone is encouraged to be part of our journey

For more information check out our Equity, Diversity and Inclusion page.

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Janie Tiedeman – Blog

Tackling unconscious bias in my journey from an engineer to a global ED&I leader

Advancing Equity, Diversity and Inclusion at ArchTam