Diversity and Inclusion: Attracting the Most Underrepresented Demographic in Manufacturing the common myths of manufacturing. One such myth is that the industry is “dirty” or “unclean.” If you would like to help educate not only women but students, teachers, and your community about manufacturing, turn to page 34 to learn about MFG Day. Steps to Attract and Retain Women Although there are obstacles to hiring women in manufacturing, there are also changes that can be made to incentivize women to join the industry. Women report a need for better work/ life balance as well as benefits. Ensuring these aspects of the company are in check can show women you have considered their demands and responded accordingly. Other valuable programs to develop include mentorship or sponsorship programs. These programs provide an official channel within the company for women (or other demographics) to develop their skills and move into higher-level positions. In turn, that generation of mentees can become the next generation of mentors. In addition, awards and recognition have also been shown to be important. For example, NATM awards the Pam O’Toole Trusdale award every year to a woman in light- and medium-duty trailer manufacturing that has gone above and
Tracks
beyond for the industry. Recognition shows all employees, not just women, their hard work is appreciated. When awards designed for specific demographics or minorities in the industry are present, it shows both those inside and outside of the industry that there is space for that kind of person to flourish. Lastly, return to the basics and go over the details to ensure no bias is present. Have current employees go over interview questions, company policies, and other aspects of the company, such as the onboarding processes. Target employees that fit the demographic you are seeking feedback from. Then, take time to seriously consider this feedback and choose what to implement. Most importantly, be authentic and genuine when it comes to diversity and inclusion; make these initiatives more than a token or a quick fix. Rather, deeply imbed these values into the company, so they become self-sustaining. Future articles will focus on various dimensions of diversity, including race and ethnicity, military status, and age. More resources can be found at www.TheManufacturingInstitute. org/diversity-inclusion/resources. For questions or article suggestions, contact NATM Tracks Editor Elizabeth Moore at Elizabeth.Moore@natm.com.
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July/August 2021
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