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A Growth Mindset Framework to DEI Initiatives in the AEC Industry
TABLE OF CONTENTS
Introduction
1
About TransformUS Definitions
................................................................ 04 ............................................................................... 05
The Downfall of a Fixed Mindset
2
....................................... 07
The Benefits of a Growth Mindset
................................... 09
3
Why DEI?
4
..................................................................................... 12
How to Implement an Action Plan based on Leadership Buy-In No Leadership Buy-in Leadership Buy-in but Don't Know Where to Start Leadership Buy-in, Have Made Efforts to Incorporate DEI and Growth Mindset, but Still Need a Culture Shift
5
............................................................... 13
..................................................................................... 18
.......................................................... 20
6
Conclusion
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2
UNLEASH A GROWTH MINDSET Elevate DEI
3
TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
ABOUT TRANSFORMUS
INTRODUCTION AEC organizations are falling behind in developing adequate measures to improve Diversity, Equity, and Inclusion (DEI) throughout the employee life cycle. Data reflects that the reluctance and/or delayed response in implementing DEI initiatives is negatively impacting recruiting and retention efforts, organizational culture, and financial outcomes. This eBook presents a Growth Mindset Framework that change agents at AEC organizations can leverage to gain leadership buy-in and assist in the implementation of DEI initiatives.
OUR MISSION
This eBook presents a Growth Mindset Framework that can be leveraged by change agents at AEC organizations to gain buy-in from leadership for, and to assist in the implementation of, DEI initiatives.
15%
OUR PURPOSE
Gender-diverse companies are 15% more likely to notice higher financial returns. (McKinsey)
Enacting change within an established organization can be a daunting and stressful task. Half of the battle is knowing where to start and having the time and resources to pull together the metrics, evidence, and research needed to gain leadership buy-in. This eBook is intended to serve as a guidance document that equips employees at any level to demonstrate the importance of DEI and a growth mindset to their leadership. The goal is to provide a helpful resource that serves as a starting point to initiate change in a firm’s DEI journey, depending on leadership buy-in.
+75%
Of job applicants say that a diverse workforce is an important factor when deciding where to work. (Glassdoor)
"
The AEC industry must stand together to take meaningful and evident steps towards creating a diverse, welcoming, and inclusive industry.
"
- Autodesk University
4
DEFINITIONS
Before getting started, it is important to define the terms that are used throughout this document and which can be helpful when having conversations about DEI and Growth Mindset. Defining these terms helps avoid confusion, eliminate ambiguity, and establish clear distinctions between words.
DIVERSITY The term diversity means the practice of including all communities, identities, races, ethnicities, backgrounds, abilities, cultures, and beliefs, including those of undeserved communities. (Source) EQUITY The term equity means the consistent and systematic, fair, just, and impartial treatment of all individuals, including individuals who belong to undeserved communities that have been denied such treatment. (Source) Equity refers to providing resources appropriate to the environment to obtain equal outcomes. Imbalances within our social systems result in a need to provide equitable processes. (Source) INCLUSION The term inclusion means the recognition, appreciation, and use of the talents and skills of employees of all backgrounds. (Source) INTERSECTIONALITY Intersectionality is a concept that acknowledges how various social identities and systems of oppression intersect and interact to shape individuals' experiences. It recognizes that people can experience multiple forms of discrimination and privilege simultaneously due to the interaction of different aspects of their identity, such as race, gender, class, sexuality, and more. (Source) TOKENISM Tokenism refers to the practice of including individuals from underrepresented or marginalized groups in a workplace, organization, or project in a superficial or symbolic manner, without giving them meaningful opportunities or influence. (Source) UNCONSCIOUS BIAS/IMPLICIT BIAS Unconscious bias is hidden attitudes and prejudices that affect our behavior without us realizing it, often based on factors like race, gender, age, and more. (Source)
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
DEFINITIONS
CULTURE SHIFT Culture shift within corporate culture refers to a deliberate and significant change in the shared beliefs, values, norms, behaviors, and attitudes of an organization. It involves transforming the existing culture to align with new principles and goals, fostering a more inclusive and innovative work environment. (Source) GROWTH MINDSET Carol Dweck, Ph.D., and author of, “Mindset: The New Psychology of Success” discovered through her research that a growth mindset is a mindset in which people believe dedication and hard work lead to improvement and advancement in talent, accomplishment, and success. FIXED MINDSET According to Dweck, “In a fixed mindset, people believe their basic qualities, like their intelligence or talent, are simply fixed traits. They spend their time documenting their intelligence or talent instead of developing them. They also believe that talent alone creates success—without effort.”
Now that key terms have been defined, it is important to learn about the pitfalls of a fixed mindset and the benefits of a growth mindset when it comes to DEI.
6
THE DOWNFALL OF A FIXED MINDSET
A fixed mindset hampers DEI initiatives by resisting change, limiting growth, stifling innovation, and causing disengagement among employees. This not only harms the company's success but also leads to missed opportunities, retention challenges, and reputation damage.
FIXED MINDSET
People with a fixed mindset tend to avoid challenges to protect their self-image, fear failure because they see it as evidence of their limitations, and may give up easily when faced with obstacles. They often seek validation of their abilities rather than embracing opportunities for growth and learning. This mindset can limit personal development and hinder reaching one's full potential, as individuals with a fixed mindset may not be willing to put in the effort needed to develop new skills or overcome challenges.
Talents, Skills, intelligence and
personality are set and cannot be developed or changed.
Often concentrates on negative attributes of self or others.
Other people’s success is a threat
Considers temporary setbacks to be failures
Fixed Mindset TRAITS
Feedback from others is an attack
Only participates in activities which showcase abilities to avoid exposing limitations
Avoids change – Viewed as an obstacle
Avoids challenges – Viewed as potential failures or risk of being judged by others
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
THE DOWNFALL OF A FIXED MINDSET
Behaviors of a fixed mindset
Consequences of behaviors
by management • Micromanagement
by management • Employees who are insecure, unable to work independently • Employees who are not motivated to improve • Loss of employee morale, litigation for cases such as harassment, discrimination • Missed opportunity to incorporate dynamic viewpoints in company • Fall behind competitors who are embracing growth and new technologies by Employees • Set in ways, inability to improve skills • Opposition to management improvements, new technologies, and innovative ideas • Does the bare minimum at work, poor performance • Toxic Workplace Behaviors, low morale, hindered team and/or workplace productivity
• Discouraging employee growth
• HR is an unnecessary overhead cost
• Diversity, Inclusion, Equity is not important
• Resistant to change, growth, and new technologies
by Employees • No can-do attitude
• Resistant to change
• Avoid learning new skills
• Threatened by success of colleagues
This document will delve into techniques and approaches aimed at shifting perspectives from a fixed mindset to a growth mindset specifically within the realm of Diversity, Equity, and Inclusion (DEI) initiatives. Explore practical steps and strategies that individuals, teams, and organizations can adopt to embrace change, foster continuous learning, encourage innovation, and enhance collaboration in the context of promoting DEI. By recognizing the limitations of a fixed mindset and actively cultivating a growth mindset, change agents can create a more inclusive and dynamic environment that supports the advacement of DEI goals.
8
THE BENEFITS OF A GROWTH MINDSET
A growth mindset is vital for adaptability, learning, innovation, positive relationships, and personal fulfillment. It's especially crucial in DEI efforts, fostering inclusivity, and promoting equity. Overall, it supports growth, resilience, and an inclusive environment.
GROWTH MINDSET
People with a growth mindset embrace challenges, view failures as opportunities for growth, and are willing to put in the hard work needed to achieve their goals. Embracing a growth mindset can lead to increased motivation, resilience, and a willingness to take on new challenges and learn from setbacks.
Talents, Skills, intelligence and personality can be developed and improved with time and eort
Recognizes negative self-talk and perspectives. Makes an eort to improve them.
Admires and learns from other people’s successes
Temporary setbacks can be overcome with eort
growth Mindset TRAITS
Feedback from others is a way to learn and improve
Pushes themselves to try new activities for learning and personal/professional growth
Embraces change as an opportunity for learning and personal/professional growth
Accepts challenges as on opportunity for learning and personal/professional growth
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
THE BENEFITS OF A GROWTH MINDSET
Behaviors of a GROWTH mindset
BENEFITS of behaviors
by management • Empowers Employees and encourages growth
by management • Employees who are engaged and more confident, able to work independently, and motivated to continuously improve
• Coaches employees to develop critical thinking skills
• Employees with improved problem solving skills
• Increased employee morale, boosted potential for recruiting, and hiring top talent • Opportunity to incorporate dynamic viewpoints in company • Ability to adapt during uncertain circumstances and changes in the social or economic environment
• HR department is part of the organizational structure
• Diversity, Inclusion, Equity is important
• Maintains a flexible and adaptive leadership style
• Adopts new technologies and encourages employee innovation
• Stays a step ahead of competition
by Employees • Understands that hard work, perseverance, and determination lead to growth
by Employees • Continuous improvement and drive leads to increased opportunity for professional development and promotion • Understanding that challenges lead to opportunities to learn and grow, each new challenge can become easier to overcome • Accelerates learning, growth, and career development, can learn from others mistakes • Ability to work well with others, excel with new technologies, policies, and organizational changes
• Being comfortable in the uncomfortable
• Welcomes feedback from others
• Open-minded
10
THE BENEFITS OF A GROWTH MINDSET
"
"
Let's not be know-it-alls, let's be learn-it-alls - Satya Nadella, CEO, Microsoft
Satya Nadella, CEO of Microsoft, implemented a ‘learn it all’ environment to inspire a growth mindset throughout his organization. As a result, in addition to increased trust and teamwork, Microsoft’s market capitalization and stock price tripled!”. (Source)
WATCH THIS VIDEO FOR A MORE IN DEPTH LOOK AT MICROSOFT'S GROWTH MINDSET.
"Cultivating a growth mindset culture can help drive down biased behavior and create stronger teams. Leaders who help their employees see failures as learning opportunities, and threats as new and exciting challenges, can also help those employees see others’ shortcomings not as signs of personal failings, but merely as a product of being human. . . When employees start accepting diverse team members as generally well-intentioned, though perhaps fallible, they can move from a culture of competition to one of true and inclusive collaboration." - Neuroleadership Institute Check out some numbers that really drive home why DEI and a growth mindset are crucial for an organization's success. These statistics paint a clear picture of how embracing diversity and cultivating a growth-oriented attitude is vital for an organization's recruitment, retention, and performance.
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
WHY DEI?
RECRUITMENT & RETENTION
+75% 74%
47%
A company that chooses not to embrace a growth mindset or DEI is losing out on a large talent pool. (Source)
Of job applicants say that a diverse workforce is an important factor when deciding where to work. (Glassdoor)
Of millennial employees believe their organization is more innovative when it has a culture of inclusion. (Deloitte)
Actively look for diversity and inclusion when sizing up potential employers. (Deloitte)
+50%
74%
+79%
A growth mindset leads to Diversity, Innovation, and inclusion which promotes a positive, sustainable work environment in which employees want to be a part of.
Of the surveyed candidates considered culture to be a deciding factor in selecting a company to join.
Of those surveyed will not work for a company that does not align with their value system.
Of the surveyed candidates select culture over salary.
Glassdoor conducted a survey that found:
IMPROVED COMPANY PERFORMANCE
20%
19%
15% 2.3X
46-58%
Diverse leadership teams deliver 19% higher revenue. (BCG )
Diversity in thought (cognitive diversity) can enhance team innovation by up to 20%. (Deloitte)
Organizations with above-average gender diversity outperform their peers by 46% to 58%. (Bonusly)
Gender-diverse companies are 15% more likely to notice higher financial returns. (McKinsey)
Inclusive companies get 2.3 times more cash flow per employee. (Josh Bersin)
Businesses must evolve in order to be successful. A company with a growth mindset is more open- minded and equipped to learn, adapt, and innovate in a competitive market. (Source)
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How to Implement an Action Plan NO LEADERSHIP BUY-IN
OVERVIEW To gain leadership buy-in for growth mindset and DEI, meet with leadership to discuss benefits and understand their preferences, use data- driven facts, and emphasize financial advantages. Demonstrate how DEI addresses recruitment and retention issues and is crucial for business success. An inclusive industry is both the right thing to do and creates a competitive advantage.
•
Overview
•
Key Strategies to Overcome & Identify Resistance to DEI (Fixed Mindset)
•
How to Effectively Get Leadership Buy-in
• Steps for Implementing a Growth Mindset to DEI in Organizations
Key Strategies to Overcome & Identify Resistance to DEI ( Fixed Mindset) IDENTIFY THREATS TO GROWTH MINDSET To effectively implement DEI and a Growth Mindset, it is essential to address these psychological responses. First, change agents must define the types of psychological threats resistors may experience: STATUS THREAT Status threat occurs when individuals or groups feel that their position or social standing is at risk due to the introduction of DEI initiatives. (Source) MERIT THREAT Merit threat is the perception that DEI policies and structural changes might undermine the notion of meritocracy within the organization. (Source) MORAL THREAT Moral threat arises when individuals or groups perceive DEI initiatives as questioning their moral character or implying collective guilt for historical injustices. (Source) Implementing DEI into an organization is often associated with significant changes that can be perceived as a threat or concern to the majority group. Examples of these threats may include: • People who feel threatened by DEI may assume that opportunities will be taken away from them such as promotions. They tend to perceive a status threat.
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
• When Majority groups or personnel feel threatened, they typically defend, deny, or distance themselves from DEI. • When Majority groups feel threatened by DEI, they may try to defend the status quo and try to attribute diversity gaps within their organization to “non-bias” causes. • A form of resistance is often denying or downplaying inequality or bias within an organization. Deniers often perceive a status and merit threat with the introduction of DEI policies and structural changes. • In some cases, privileged groups are willing to acknowledge the existence of discrimination and inequality but choose not to engage in DEI initiates as they believe that they themselves are not biased and have not benefited from discrimination. Majority groups who feel this way often experience merit and moral threats. OVERCOME THREATS TO GROWTH MINDSET Presenting the benefits of DEI and Growth Mindset, backed by positive business outcomes, can help overcome these threats and demonstrate the advantages of an inclusive and growth-oriented culture. Showcasing successful industry leaders who have transitioned to embrace DEI and Growth Mindset, along with the positive results they achieved, can serve as compelling examples for the organization. Leadership that exhibit fixed mindset behaviors can be open to DEI and Growth Mindset if industry leaders that they respect are implementing initiatives and are experiencing positive outcomes. Additionally, providing resources such as training programs, workshops, and educational materials can support employees in understanding and embracing DEI and Growth Mindset principles. By addressing and alleviating these threats, organizations can foster a more inclusive and innovative work environment, where employees feel valued and motivated to contribute their best.
How to Effectively Get Leadership Buy-In GET TO KNOW THE LEADERSHIP
Getting to know leadership is a crucial aspect of effective communication and collaboration within an organization. Understanding the preferences, communication styles, and interests of leaders can help tailor the approach and better engage them in discussions and decision-making processes. Here are some ways to achieve this: Understand the context. Before presenting sensitive information, understand the information and the specific concerns or challenges faced by leadership, such as: • Limited time and resources • Budgetary restraints • Leadership exhibiting fixed mindset behaviors • Come prepared with solutions and well-thought-out responses to questions and concerns from leadership. • Use data and evidence. Support the presentation with data and evidence to support claims. Use charts, graphs, and statistics to provide a clear and objective picture of the situation. Data-driven insights can lend credibility to the information being presented. Utilize the resources provided in this eBook to assist. By aligning communication style with leadership preferences and priorities, leadership can be effectively engaged which will contribute to the success of the initiatives presented and to the success of the organization as a whole.
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PRESENT BENEFITS THAT WILL RESONATE WITH LEADERSHIP To get leadership buy-in for adopting a growth mindset and focusing on Diversity, Equity, and Inclusion (DEI), it's essential to present the potential benefits of these initiatives in various key areas that impact the organization's success. Financials One way to get leadership committed to DEI is to demonstrate the financial benefits and approach DEI as an important business function. Leadership that views DEI as time-consuming and a strain on economic resources is more likely to change their perspective with data. A data-driven approach will capture the attention of leadership members who see DEI as an HR issue instead of a business issue. Demonstrate that not prioritizing growth mindset and DEI as essential aspects of a company’s business plan and culture will cause the company to fall behind competitors and miss out on financial gains. • Companies that were on the bottom quartile of gender, ethnicity, and race were statistically less likely to achieve above average financial returns. (Source)
A study conducted by McKinsey & Company analyzed data from 366 public companies and found that companies in the top quartile in race and ethnic diversity were 35% more likely to have financial returns above the industry average. (McKinsey)
35%
87% 2X
60%
A Forbes study that assessed 200 different business groups among various companies found that inclusive teams: (Forbes)
Made better decisions
Made decisions faster with half the amount of meetings
Delivered better results
Recruitment & Retention The AEC industry is experiencing recruitment and retention challenges. DEI and a growth mindset can help mitigate these issues and the potential negative impacts the company may face if not incorporated into the company culture. Start having discussions with company employees to understand what is important to them. Is DEI important to the employees within the company? Anonymous surveys can be used to determine employee sentiment and can give employees confidence to express their thoughts without fear of repercussions. If the data shows that employees care about DEI initiatives and are dissatisfied with current policies, leadership will be more likely to take DEI seriously. Recruiting talent in the AEC industry has been a prevailing challenge. Studies have shown that implementing DEI initiatives can help reduce high turnover rates and attract new talent. Provide leadership with statistics on how a diverse and inclusive work culture can help mitigate recruitment and retention issues. • 76% of applicants view a diversity as an important factor when assessing companies and job offers. (Source) Utilize the stats on page 12 of this document to support this argument.
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
Innovation & Productivity • Explain to leadership that a growth mindset encourages experimentation and learning from failures, leading to more creative solutions. • Demonstrate how diverse teams with inclusive dynamics are more likely to generate innovative ideas and problem- solving approaches. • More diverse companies are 70% more likely to capture new markets. (Source) • Use examples of organizations, such as Microsoft, Apple, and Google, that have experienced increased productivity and efficiency due to fostering a culture of learning and inclusivity. Give examples from companies that one's firm respects and admires. Utilize the stats on page 12 of this document to support this argument. Competitive Edge and Reputation In recent years, there has been a noticeable shift in the Architecture, Engineering, and Construction (AEC) industry towards embracing diversity and inclusion as a strategic imperative rather than just a moral obligation. Organizations that recognize and actively pursue diversity and inclusion initiatives are positioning themselves as leaders in their field. This is a shift in the AEC industry, if you are not in front of it you are behind it. "Having a diverse and inclusive organization is not "just the right thing" to do but also is a competitive business advantage. Diversity and Inclusion have a significant impact on your organization." - Autodesk University When presenting this information, remember to customize the data and examples to align with the organization's industry, size, and specific goals. Use concrete data and case studies to support points and demonstrate the potential value of embracing a growth mindset and DEI for the organization's long-term success. Additionally, be prepared to answer any questions or concerns that leaders may have and offer a clear action plan for the implementation and measurement of progress. Giving leadership tangible DEI metrics will solidify the data and provide a scientifically driven approach to the presentation. Below are a couple of DEI metrics that can be used as a starting point: ATTRITION Firms can track both voluntary and involuntary employee departures and assess if there is a disproportionate amount of underrepresented groups either being let go or leaving compared to industry standards. Conduct exist interviews to determine the reason for employee departure. Attrition is an indicator of whether a firm may have a systemic bias. (Source) PERFORMANCE Many AEC firms carry out performance assessments that appraise employees using a scoring framework. Management has the capacity to assess these scores across different groups. An indicative flag of bias within the performance review procedure arises when there is a discernible discrepancy: a particular group consistently garners notably higher or lower performance scores compared to their overall representation. (Source)
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PROMOTIONS Companies can evaluate advancement rates within the organization, taking into account factors such as pay grade, race, gender, and more. Does a discernible pattern emerge, favoring a particular demographic group overall? Are certain groups experiencing elevated rates of technical promotions while simultaneously lacking progress in securing leadership role promotions? (Source) Steps for Implementing a Growth Mindset and DEI in Organizations Implementing Growth Mindset and DEI initiatives can be challenging, especially if there is not have leadership buy- in. However, there are still some steps to can take to promote a Growth Mindset and DEI in the workplace: 1. Start by having open conversations with colleagues about DEI issues. Begin by talking about individual experiences and listening to others. This can help raise awareness and foster a more inclusive workplace culture. 2. Discuss the differences between a fixed mindset and growth mindset, the consequences of having a fixed mindset and the benefits of having a growth mindset. Make a habit of encouraging employees and leaders during standing meetings to share examples of critical thinking, embraced innovation and change, and challenges that resulted in opportunity.
Encourage everyone in the company to be aware of and challenge their own biases. Provide training resources and encourage employees to participate in Online courses, webinars, or workshops on unconscious bias and allyship.
Breaking Bias
3. Create opportunities for employee-led initiatives. Ask employees to come up with ideas and solutions to promote a growth mindset and DEI in the workplace. This can be an effective way to engage employees and promote a sense of ownership and responsibility.
Review company policies and practices to ensure they are inclusive and demonstrate a growth mindset. This may include looking at recruitment process, employee benefits, and company culture. Visit this online toolkit that will help with advocating for a better work-life fit. 4. Develop self-advocacy, confidence, and assertiveness skills so that discussions with leadership are effective.
The Right Fit
Empower Space
If these initiatives seems overwhelming for one person to handle, do not hesitate to partner with external organizations and experts who are committed to promoting a growth mindset and DEI in the workplace. Seek out non- profits, community organizations, and industry groups that can provide guidance, resources, and support for initiatives. Remember that promoting a growth mindset and DEI in the workplace is an ongoing process that requires commitment and dedication from everyone in the company. However, even small steps can make a big difference in creating a more inclusive and equitable workplace culture.
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
How to Implement an Action Plan LEADERSHIP BUY-IN, BUT DON'T KNOW WHERE TO START
OVERVIEW If the organization has leadership buy-in for a growth mindset and DEI, but does not know where to start, assess the current state of DEI and Growth Mindset initiatives. Implement measurable metrics to track progress and identify areas for improvement. Hold stakeholders accountable for driving DEI and Growth Mindset efforts. Provide resources and avenues for implementing these principles throughout the organization. By taking these steps, the company can foster an inclusive and growth-oriented culture that values diversity and continuous learning.
•
Overview
• Start With Education and Internal Assessment • Develop and Implement a Growth Mindset, DEI Action Plan • Evaluate Initiatives
Start With Education and Internal Assessment EDUCATE LEADERSHIP AND STAFF Implementing DEI and growth mindset initiatives require a thoughtful and strategic approach. If the organization has leadership buy-in but does not know where to start, here are some steps to get the ball rolling: • Develop a clear understanding of what DEI and growth mindset means and why it matters. Review the definitions and benefits listed at the beginning of this ebook. Educate key stakeholders in the company about the importance of growth mindset and DEI and the potential benefits of implementing these initiatives.
Elevators
Utilize this pool of DEI resources. •
Discuss the differences between a fixed mindset and growth mindset, the consequences of having a fixed mindset and the benefits of having a growth mindset. Make a habit of encouraging employees and leaders during recurring standing meetings to share examples of critical thinking, embraced innovation and change, and challenges that resulted in opportunity. Utilize pages 7 and 9 of this document to discuss growth and fixed mindset CONDUCT AN INTERNAL ASSESSMENT ON DEI Conduct an assessment of the current state of diversity and inclusion in the company. This could include collecting data on employee demographics, reviewing company policies and practices, and conducting surveys or focus groups to gather employee feedback. • Identify areas for improvement and set goals. Based on the assessment results, determine which areas of the company need the most attention and set specific, measurable goals for improvement. 1284 Customers
Route DEI
WeRise
18
Develop and Implement a Growth Mindset, DEI Action Plan DEVELOP AN ACTION PLAN Develop a DEI and growth mindset strategy and action plan. This should include specific initiatives and programs that will help achieve the main goals. Consider partnering with outside experts or consultants who can provide guidance and support. IMPLEMENT THE GROWTH MINDSET AND DEI ACTION PLAN • Communicate the plan and involve employees in the process. Make sure all employees are aware of the DEI and growth mindset initiatives and how they will be implemented. Provide opportunities for employees to give feedback and be involved in the process.
Well Engaged
Develop and incorporate a wellness program.
TeacHER
Provide opportunity for employees to participate in educational outreach programs allowing them to reach out and promote the AEC industry and reach a more diverse talent group. Provide opportunity for employees to participate in internal or external mentorship programs to empower and accelerate growth and development.
She Belongs Here
MentHER Match
Returnship
Develop and support a Returnship program.
We Are AEC
Support the ElevateHER initiative, “We Are AEC”.
Participate in certification and award programs to help set and achieve goals. Here are 2 in-development.
Carrot
Drive
EVALUATE INITIATIVES Implement and evaluate the initiatives. Roll out the DEI initiatives and regularly evaluate their effectiveness. Make adjustments as needed and continue to monitor progress toward goals.
Remember that implementing DEI initiatives is an ongoing process that requires commitment and dedication from everyone in the company.
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
How to Implement an Action Plan LEADERSHIP BUY-IN, HAVE MADE EFFORTS TO INCORPORATE DEI AND GROWTH MINDSET, BUT STILL NEED A CULTURE SHIFT
OVERVIEW Creating a culture shift to growth mindset and DEI comes from two places, top-down leadership communication and employee commitment. When an organization embraces these values at its core, it fosters a sense of belonging, encourages personal and professional growth, and drives innovation and collaboration. In this section we will discuss strategies to keep both groups committed to the company's initiatives.
•
Overview
•
Key Strategies for Leadership to Facilitate a Growth Mindset and Culture Shift
• Key Strategies to Keep Employees Committed to Growth Mindset and DEI • How to Effectively Track Progress and Establish Goals Related to Growth Mindset and DEI
Key Strategies for Leadership to Facilitate a Growth Mindset and DEI Culture Shift Top-down Communication and Education Top-down communication and education are vital for fostering a Growth Mindset and DEI in the organization. Leadership must deliver the message and values, emphasizing the benefits of embracing these principles. Consistent reinforcement through company-wide meetings, newsletters, and training sessions helps employees understand and internalize these values. A true culture shift requires a top-down approach to effectively implement Growth Mindset and DEI throughout the organization. LEADERSHIP ALIGNMENT Leadership alignment is key for maintaining commitment to Growth Mindset and DEI. It empowers employees, fosters innovation, and reduces disengagement. Leadership should ensure they lead by example. By demonstrating a willingness to learn, adapt, and embrace challenges, they inspire employees to do the same thing. Here are some things to keep in mind to align leadership 1284 Customers
Organizations should incorporate related goals into managers' performance evaluations and hold them accountable for their progress. This includes setting clear objectives, providing training and support, offering continuous feedback and recognition, and measuring success. Incorporate DEI and growth mindset goals in to Employee Growth Plans, reviews etc.
Drive
Carrot
20
• Overcome Group Think. A growth mindset can help overcome groupthink, which occurs when a team or organization becomes overly focused on consensus and conformity, hindering innovation and creativity. By promoting a growth mindset, leaders encourage employees to think independently, challenge assumptions, and contribute diverse perspectives. (Source) • Invite external experts to provide input when needing to overcome group think. • Ensure leadership has diverse perspectives by having a diverse leadership group. TRAINING AND DEVELOPMENT Organizations should provide comprehensive training programs to equip managers with skills for fostering a Growth Mindset and championing DEI. This includes unconscious bias, diversity, and growth mindset training. Managers gain awareness of biases and learn to create an inclusive environment. Incorporate education/training to new leadership (new hires, moving up in the company). Unconscious Bias Training: Unconscious bias training raises awareness about the biases that individuals may hold and helps managers recognize and mitigate these biases in their decision-making processes. It enables managers to make fair and objective judgments, promoting diversity and inclusivity within the organization. • Implicit Association Test (IAT) by Project Implicit: The IAT is a widely used Online tool that measures implicit biases. It can be a starting point for individuals to explore their own biases. • Unconscious Bias Training by Google: has developed a comprehensive unconscious bias training program that includes videos, case studies, and interactive exercises. It covers various aspects of unconscious bias and provides strategies for mitigating bias in the workplace. • "Interrupting Bias in the Workplace" by Catalyst: offers a training program focused on interrupting bias in the workplace. The program includes videos, exercises, and discussion guides to help individuals and organizations address bias effectively. Diversity Training Diversity training focuses on developing an understanding of the value of diversity and how to create an inclusive work environment. Managers learn about different perspectives, experiences, and cultures, fostering empathy, respect, and collaboration among team members. • "Building an Inclusive Workforce" by Udemy: This course provides insights and tools to foster diversity and inclusion in the workplace. It covers topics like cultural competency, bias awareness, and creating inclusive policies and practices. The course offers practical tips and real-world examples. • DEI Training by Emtrain: offers a range of training resources and programs focused on inclusive leadership. These resources help leaders develop skills to effectively manage diverse teams, foster inclusive work environments, and promote equality. • "Diversity, Equity, and Inclusion Training" by Global Diversity Practice: Global Diversity Practice provides customizable training programs tailored to specific organizational needs. Their training covers a wide range of diversity and inclusion topics, including cultural competence, inclusive recruitment, and unconscious bias.
Please note that some of these resources may require a subscription or payment to access the full training materials. Additionally, it's important to consider tailoring the training to the specific needs and context of one's organization.
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
Growth Mindset Training: Growth mindset training helps managers develop a growth-oriented mindset that embraces challenges, values learning and effort, and encourages resilience and continuous improvement. This training equips managers with the tools to foster a culture of learning and development within their teams. • "Developing a Growth Mindset" by Coursera: This Online course, offered by the University of Virginia, explores the concept of growth mindset and provides strategies for developing and fostering it. It covers topics such as overcoming challenges, embracing failure, and cultivating a growth-oriented mindset. • "Mindset: The New Psychology of Success" by Carol Dweck: This book by renowned psychologist Carol Dweck delves into the concept of growth mindset and its implications for personal and professional development. It provides insights into how mindset influences achievement and offers practical advice for cultivating a growth mindset. • "Growth Mindset: How to Cultivate a Growth Mindset for Success" by Udemy: This Online course provides an in-depth exploration of growth mindset principles and techniques. It offers practical strategies for overcoming self-limiting beliefs, embracing challenges, and fostering a growth-oriented mindset. "The Power of Yet" by Carol Dweck: In this TEDx Talk, educator Janelle McLaughlin discusses the power of adopting a growth mindset. She shares personal stories and practical strategies for embracing a growth mindset and reaping its benefits.
Organizations should offer opportunities for further growth by providing clear next steps and additional training to help managers meet the next milestone or goal. Ex: advanced leadership programs, specialized workshops, or coaching sessions. RECOGNITION AND REWARDS To reinforce the culture of Growth Mindset and DEI, organizations should implement recognition and rewards systems that acknowledge managers who actively contribute to these values. This can be achieved through various means, such as formal recognition programs, promotions, or other incentives.
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• Providing certificates or personal recognition letters from leadership for completing training programs that lead to measurable career advancement. This not only acknowledges their dedication to personal growth but also reinforces the organization's commitment to supporting their professional development. • Exceptional strides in professional development or instances where managers demonstrate critical thinking skills that lead to successful client interactions should be celebrated and rewarded. This can be in the form of spot bonuses, restaurant gift cards, or company-recognized value or milestone awards that the manager can proudly showcase on their desk. By implementing a robust recognition and rewards system, organizations create a positive feedback loop that motivates managers to continuously contribute to a culture of Growth Mindset and DEI. It reinforces the importance of these values and encourages others to embrace them as well. ONGOING EDUCATION AND AWARENESS Continuously educate managers on the latest research, trends, and best practices related to Growth Mindset and DEI. • Share articles, resources, and case studies that provide insights into the benefits of these values in the workplace. • Encourage managers to attend conferences, webinars, or seminars focused on these topics to stay informed and inspired. • Have a space where these can be shared like a staff meeting, newsletter, or internal intranet. FEEDBACK AND ITERATION Encourage feedback from employees on the organization's progress towards a growth-oriented and inclusive culture. Conduct surveys, focus groups, or anonymous feedback mechanisms to gather insights and suggestions. Use this feedback to iterate and improve existing initiatives, ensuring that management remains committed to continuous improvement. Think, are DEI practices at the forefront in all aspects of the company? Where can we still improve? RETENTION AND ATTRACTION Research conducted by Carol Dweck with Fortune 500 companies has shown that employees in growth mindset organizations are less likely to disengage and seek opportunities elsewhere. When employees feel empowered, supported, and encouraged to develop their skills and abilities, they are more likely to stay with the organization and contribute to its success. Moreover, growth mindset organizations tend to attract top talent, as individuals are drawn to environments that foster innovation, creativity, and personal growth. Incorporate Growth Mindset Questions in the Hiring Process During interviews, ask questions that assess a candidate's mindset, such as their approach to learning, handling failures, and their willingness to collaborate and share credit. Look for candidates who demonstrate a growth mindset by taking accountability for mistakes, showing a desire to learn and improve, and exhibiting a collaborative attitude. This helps ensure that new hires align with the organization's values from the start. • Dweck found that a growth mindset can be identified in the interview process. She worked with a major league baseball team. Players who were interviewed were asked how they developed their talents. Those with more fixed mindsets answered that they were born with it. Those with growth mindsets answered that they worked tirelessly learning everything about the profession that they could to always improve. They were also asked what they would learn by joining a major league baseball team. A more fixed mindset answer was learning how to handle a loud, large crowd cheering. The more growth mindset answer was the desire to take skills to a whole new level.
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
• In the corporate world, ask a time they experienced a failure. Does the candidate answer with accountability and how they learned from that experience or did the candidate answer by placing blame on others or by answering with saying they worked too hard or another similar answer that reflects well on him or herself. • She also suggests asking questions to see if the candidate is ready to learn or share credit with others/be a teammate. Key Strategies to Keep Employees Committed to Growth Mindset and DEI REWARD AND VALIDATE GROWTH MINDSET ACHIEVEMENTS Recognizing and rewarding individual accomplishments that demonstrate a growth mindset can reinforce the desired behavior. This can be done through formal recognition programs, performance bonuses, or simply acknowledging and praising employees for their efforts and achievements. By highlighting and celebrating examples of growth mindset thinking and behavior, organizations create a culture that values and encourages continuous improvement. EMPLOYEE RESOURCE GROUPS (ERGS) Establish and support ERGs that promote diversity, inclusion, and growth within the organization. These groups can provide a platform for employees to connect, share experiences, and collaborate on initiatives that foster a Growth Mindset and support DEI. These groups can include: • Women's networks • People of Color networks • Sexual Orientation networks The list goes on. Remember, one should always be thinking of what groups may feel marginalized in a company, and how can one create a safe space for them. CULTIVATING INNOVATION AND CREATIVITY In growth mindset organizations, employees perceive their companies to be more innovative and creative. This is because a growth mindset encourages experimentation, risk-taking, and learning from failures. When employees are empowered to explore new ideas, share their perspectives, and challenge the status quo, it cultivates a culture of innovation. This, in turn, enables the organization to adapt and thrive in an ever-changing business landscape. Empowering Employees Employees in growth mindset organizations feel more empowered and engaged. When leaders prioritize personal and professional development, encourage a learning culture, and provide opportunities for growth, employees are more likely to feel valued and motivated. They have a sense of ownership over their work and feel empowered to take on new challenges and responsibilities. This increased empowerment leads to higher levels of commitment and loyalty to the organization. SEEK REGULAR EMPLOYEE FEEDBACK Actively ask for feedback from employees on their experiences, suggestions, and concerns related to Growth Mindset and DEI initiatives. This can be done through surveys, focus groups, suggestion boxes, or anonymous feedback
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mechanisms. Regularly soliciting and acting upon employee feedback demonstrates that their input is valued, and that the organization is committed to continuous improvement.
Provide clear direction to career progression
Redefining Success
Visit this online toolkit that will help with advocating for a better work-life fit.
Empower Space
Develop and incorporate a wellness program
Well Engaged
Review company policies and practices to ensure they are inclusive and demonstrate a growth mindset. This may include looking at recruitment process, employee benefits, and company culture.
The Right Fit
PROVIDE ONBOARDING AND DEVELOPMENT PROGRAMS Design an onboarding experience that includes training on Growth Mindset and DEI principles. This helps new employees understand the organization's values and sets the foundation for their growth and development. Additionally, provide clear direction and resources for career progression, helping employees see a clear path for growth within the organization. Take a look at these resources to help get started. How to Effectively Track Progress and Establish Goals related to Growth Mindset and DEI ESTABLISH GROWTH MINDSET AND DEI METRICS Develop measurable metrics and key performance indicators (KPIs) that align with the organization's growth mindset and DEI objectives. These metrics can include indicators such as employee engagement levels, diversity representation at various levels, inclusion and belonging survey scores, training participation rates, and progress in reducing bias in decision-making processes. By tracking these metrics, organizations can assess their progress and identify areas that require improvement. FOCUS ON RESULTS AND LEARNINGS Encourage teams to focus on both achieving specific objectives and fostering a learning mindset. It's important to recognize that growth requires progress and learning, rather than just reaching a specific ideal. By emphasizing the importance of continuous improvement and learning from experiences, leaders can foster a growth mindset culture within the organization. This involves celebrating achievements, acknowledging challenges as opportunities for growth, and encouraging teams to reflect on and share their learnings. “It's crucial that leaders encourage their teams to focus on results and learnings, since growth requires two endpoints. A team may never hit certain ideals, but by measuring achievement against specific objectives, leaders can know the growth mindset is working.” - The Neuroleadership Institute
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TransformUS: A Growth Mindset Framework to DEI Initiatives in the AEC Industry
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