Strengths-based inclusion in engineering

Adopting a positive psychology or strengths-based approach can help shift your thinking and interactions with colleagues and aid with the creation of an inclusive workplace.

The impact of introducing a positive psychology approach to your team means that:

• Team members become more self-aware
• Mutual respect grows between colleagues
• Colleagues give each other ‘space’ to be authentic
• Colleagues and managers begin to value contributions and not stereotypes
• Teams become empowered and engaged with a direct impact on project outcomes.

A clear illustration of impact came when our initial methodology was extended to a first-year engineering project. Electronic engineering students had undertaken the same week-long project for 5 years and each year typically half the teams would produce a successful working prototype. When we introduced strengths with awareness of bias and inclusion all the teams produced a working prototype. Feedback from the students highlighted the use of a team strengths grid, the opportunity (and vocabulary) to talk about what they each needed and could contribute to the team through self-reflection. The students felt this helped them communicate and appreciate each other better. (For more information on the background work see the Katalytik website).

The approach was informed by our own observations and research and also that published by Seron, Silbey and Cech who found lower career confidence in women engineering students than male counterparts and a cultural persistence in team dynamics and internships that deterred women from persisting in engineering.

More specifically Katalytik introduces messages based on Daniel Kahneman’s Thinking Fast, Thinking Slow theory. This helps to interrupt judgements made about others based on expected, or stereotyped, behaviours and builds foundations for a rational and logical approach to an inclusive environment.

Quite simply, why wouldn’t you?

Katalytik has since extended its use of CliftonStrengths to private sector teams, research staff and helping PhD students communicate with their supervisors better, adapting and evolving our approach. We have also developed an Advocate programme that provides ongoing support and coaching to internal strengths advocates (or Champions) to support the creation of a strengths based, inclusive culture.