|Saturday, February 17|
|PS3 Poster Session 3 and Continental Breakfast||
Sat, Feb 17, 8:00 AM - 9:15 AM
Sixteen Personalities at Work (303700)
Keywords: diversity, Myers-Briggs inventory, workplace initiative, communication, work style
In 2015, Intel made headlines by pledging to reach full representation of women and underrepresented minorities in their US workforce by 2020. In 2017, Google made headlines when a male engineer’s voiced diversity grievances got him fired. Diversity in the tech is a topic ripe with passionate opinions. To add to opinion, studies by economists and social scientists indicate having women in leadership positions can significantly boost a company’s bottom line and that diverse groups solve problems faster. It isn’t hard to believe that a broad spectrum of backgrounds, outlooks, and problem solving approaches would be beneficial to an organization. Does having more women and minorities necessarily mean you have that spectrum though? How can you tell? I asked my colleagues to complete an online Myers-Briggs type assessment and then anonymously report their results. I’ve analyzed the results from 111 of them, and shared them with the group in periodic emails discussing how different personality types work best and what strengths each can offer. Feedback has been overwhelmingly positive and has allowed for more even tempered thought and discussion around diversity at work.