DIVERSITY, EQUITY & INCLUSION
Countering bias
Through GeoEngineers’ most recent executive training program,
Carlisle and her counterparts have examined concepts such as
unconscious bias and how it relates to hiring and retention, pay
equity and promotions.
“Recruiting is a ripe area for us to build out more opportunities
for equity and diversity,” she said. “When resumes are submitted
and circulated to managers, we want to try to make sure those
resumes don’t contain info about the person applying that might
prompt an unconscious bias.”
To encourage diversity in its hiring processes, GeoEngineers
has developed a network of connections to various student groups,
such as the Society of Women Engineers. Soon, the equity and
inclusion training will be expanded to all staff.
While they’re keeping the finish line in sight, the GeoEngineers
team knows change is a marathon and not a sprint.
“We may want to jump right in, but we first need to explore and
honor the intention of these changes,” said Carlisle. “This process
will continue for years to come; this is a meaty area and the history
of the United States, even as recent as the 1960s through 2020,
shows that racial equity needs to be built out across all institutions
and sectors.
“I am very optimistic that the kind of awareness starting to happen
will bring positive things to many people.” t
“Because we have this culture
present at the company, we
thought we couldn’t be silent
on it. But we know it is going
to take work and time.”
– Dana Carlisle, GeoEngineers
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