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EXPORT DATE: 18 April 2024

@CONFERENCE{Arroyo2018,
author={Arroyo, Paz and Schöttle, Annett and Christensen, Randi and Alves, Thais and Costa, Dayana Bastos and Parrish, Kristen and Tsao, Cynthia },
editor={ },
title={Impact of Gender Bias on Career Development &Work Engagement in the Oaec Industry & Lean Practice}, 
journal={26th Annual Conference of the International Group for Lean Construction}, 
booktitle={26th Annual Conference of the International Group for Lean Construction}, 
year={2018},
pages={442-451},
url={http://www.iglc.net/papers/details/1568},
doi={10.24928/2018/0496},
affiliation={Asst.Prof., Catholic University of Chile parroyo@ing.puc.cl; Senior Coach, Lean Project Consulting, USA, parroyo@leanproject.com ; Senior Consultant, Refine Projects AG, GER, annett.schoettle@refineprojects.com ; Lean Manager, Lower Thames Crossing, COWI, UK, RMCH@cowi.com ; Associate Prof., CCEE Dept., San Diego State Univ., USA, talves@mail.sdsu.edu ; Associate Prof., PPEC Program, Fed. Univ. of Bahia, Brazil, dayanabcosta@ufba.br ; Asst.Prof., DEW School of Constr., Arizona State U., USA, Kristen.Parrish@asu.edu  ; Dir. Lean Strategy, Consigli Constr. Co.; Owner, Navilean, research@navilean.com },
abstract={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.  },
author_keywords={Gender Bias, Career Development, Work Engagement, Lean, Respect, Change Management },
address={Chennai, India },
issn={2309-0979 },
publisher={ },
language={English},
document_type={Conference Paper},
source={IGLC},
}