Introduction
Sex, gender, diversity (SGDI), and inclusion are undoubtedly important topics that require attention and consideration. However, it can be challenging to create a platform for thoughtful discussion particularly when high-profile people question the value of proactively addressing SGDI. So, let’s try and understand the value and how we applied that in SYNTECS.
SYNTECS project and SGDI integration
Iconiq Innovation are partners in the SYNTECS research and development project to develop novel, waste-free multilayer laser texturing for complex surfaces to impart properties such as thermal efficiency, bone growth promotion and flow characteristics. It’s a technical challenge and the partners spend a lot of energy to develop commercially viable solutions.
The Horizon Programme’s SGDI framework
The project runs under the EU-wide Horizon programme, which includes sex, gender, diversity, and inclusion work in the programme, to support the technical work. It accepts that there are still gender inequalities and the importance of investigating sex and gender differences [i]. Equality for those working in the same area with the same skills, as well as the safety of all, are aims that everyone can accept as being fundamental human rights and this is at the centre of why SGDI tasks are included.
Core Values
This long-term coordinated action would therefore seek to instil some fundamental values into the research and development community [ii].
- Fairness, inclusion, and equality of opportunity in employment and education.
- To attract, diversify and retain research talent in a global research system.
- To increase competitiveness and societal relevance of R&I through diverse research teams, which reflects the perspectives, behaviours, and needs of diverse groups in society.
Practical applications in laser texturing
To provide some relevance to the SYNTECS project, training sessions were held which detailed the SGDI principles and sought some examples within the laser texturing techniques being developed. For example:
- Are processes and equipment designed and assessed for smaller people, especially women, with lower eyelines, and larger people requiring safe headroom?
- Are control interfaces designed for colour perception variance (red-green colour blindness is more common in men, and men and women can perceive colour differently)?
- Are installations accessible to wheelchair users (height, access) and those of different physical strength?
- Are chemicals, side products and solvents assessed for safe use by men and women (there can be distinctly different risks)?
- Is training open to all to ensure there is no bias in invitations or training agendas?
Business benefits of diversity
Being proactive in pursuing these aims and building a diverse workforce which has differing viewpoints and experiences, is more likely to highlight concerns. The resulting product is likely to be of higher quality and therefore more commercially attractive. There are good business reasons to develop a diverse workforce with an awareness and empathy for fellow humans.
Survey findings and learning points
In addition to the training an SGDI survey was conducted amongst the partners. This is a relatively small sample size, so the aim wasn’t to generate definitive statistics, more to highlight some learning points. The survey was anonymous from start to finish and entirely voluntary. Here are just some of the learning points:
- Thirty percent of respondents did not have a role model they could relate to. There is no easy answer to solve this, it is very context dependent. Having a role model can be life-changing so having this as part of a review process or encouraging a wider range of employee interactions may be beneficial.
- There was a small percentage who had experienced or witnessed discrimination. This is unacceptable and shows the need for continued education.
- There was small percentage of people who don’t feel valued for what they are. It’s not to say they are not valued but their perception says they do not feel valued, which is an issue.
- A small percentage don’t see sufficient diversity and inclusivity in their own workplace. Not every workplace can be immediately diverse but open discussions and progressive recruitment can, over time, gather the best employees with a wide range of backgrounds and abilities.
Even within well-educated project partners there are some failings that need addressing and any organisation looking to retain the right employees should probably do the same.
Conclusion
Within the SYNTECS project efforts have been made to address the question we asked at the beginning of the article: where is the relevance or value in proactively addressing SGDI? Hopefully this work shows that value can be generated and will act as a reminder that we all need to take time occasionally to listen, understand and respect those who work alongside us, to make mutual beneficial progress.
If you would like to know more about Syntecs please visit https://syntecs-laser.eu.
Author: Chris Hare
[i] Gendered Innovations 2: How Inclusive Analysis Contributes to Research and Innovation 2020
[ii] Towards inclusive gender equality in Research and Innovation. EU 2022
Funded by the European Union and Innovate UK. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or European Commission. Neither the European Union nor the European Commission can be held responsible for them. The European Commission’s support for the production of this publication does not constitute an endorsement of the contents, which reflect the views only of the authors, and the Commission cannot be held responsible for any use which may be made of the information contained therein. HORIZON-CL4-2022-TWIN-TRANSITION-01-02.
Photo by Marek Studzinski on Unsplash