ORNL, Oak Ridge, Tennessee, USA
The benefits of diverse work groups have been well documented, and our leaders speak of the need for our laboratories to become more diverse and inclusive. Despite these motivators, the field of accelerator controls remains strikingly homogeneous. This trend continues despite many long standing programs to attract underrepresented groups to STEM careers and the explicit desire of leadership to create more inclusive organizations. Research consistently points to the strong role implicit bias plays in preventing organizations from truly providing equal opportunities. The desire to become more diverse must be coupled with a strong culture, cultivated to change deeply rooted practices which influence recruiting, hiring, development, and promotion decisions based on stereotypes rather than accomplishments and abilities. Real change in this arena requires intentional action across the board, not just from human resources and underrepresented groups. This paper discusses practical approaches to changing organizational culture to enable diverse work groups to grow and thrive.
