TY - CONF TI - Impact of Gender Bias on Career Development &Work Engagement in the Oaec Industry & Lean Practice C1 - Chennai, India C3 - 26th Annual Conference of the International Group for Lean Construction SP - 442 EP - 451 PY - 2018 DO - 10.24928/2018/0496 AU - Arroyo, Paz AU - Schöttle, Annett AU - Christensen, Randi AU - Alves, Thais AU - Costa, Dayana Bastos AU - Parrish, Kristen AU - Tsao, Cynthia AD - Asst.Prof., Catholic University of Chile parroyo@ing.puc.cl; Senior Coach, Lean Project Consulting, USA, parroyo@leanproject.com AD - Senior Consultant, Refine Projects AG, GER, annett.schoettle@refineprojects.com AD - Lean Manager, Lower Thames Crossing, COWI, UK, RMCH@cowi.com AD - Associate Prof., CCEE Dept., San Diego State Univ., USA, talves@mail.sdsu.edu AD - Associate Prof., PPEC Program, Fed. Univ. of Bahia, Brazil, dayanabcosta@ufba.br AD - Asst.Prof., DEW School of Constr., Arizona State U., USA, Kristen.Parrish@asu.edu AD - Dir. Lean Strategy, Consigli Constr. Co.; Owner, Navilean, research@navilean.com AB - This paper examines findings from a gender bias study in the Owner, Architecture, Engineering, and Construction (OAEC) industry. By definition, a bias is a deviation from what is normal, which is defined by social norms. If different attitudes towards male vs. female co-workers exist, then one group may gain subtle yet impactful advantages in career development and work engagement. To what extent does this happen within the OAEC industry, including lean construction practice? While several industries studied the negative impact of gender bias on women in the workplace, this has not been studied in the lean construction community. Thus, this study fills the gap. Lean is based on respect for people and continuous improvement. Do these principles translate into more equitable experiences in promoting ideas, and in career development and work engagement for men and women in the OAEC industry? Regardless, if gender biases are acknowledged, then what programs exist or might exist to provide support to the disadvantaged group and level the playing field? The authors addressed these questions by administering a survey over social networks. This paper highlights initial results to raise awareness of the existence and impact of gender bias and begin exploring methods to overcome it. KW - Gender Bias KW - Career Development KW - Work Engagement KW - Lean KW - Respect KW - Change Management PB - T2 - 26th Annual Conference of the International Group for Lean Construction DA - 2018/07/18 CY - Chennai, India L1 - http://iglc.net/Papers/Details/1568/pdf L2 - http://iglc.net/Papers/Details/1568 N1 - Export Date: 29 March 2024 DB - IGLC.net DP - IGLC LA - English ER -