SWE - Fall 2008 - (Page 91)

BOOK REVIEW with different experiences and viewpoints bring to the competitive environment. ing argument that it is time to change the laws around diversity to allow more flexibility and solutions based on creating better work environments rather than preventing lawsuits. The current, legalistic environment inhibits in-depth and effective fact-finding and assessment. Dr. Klein argues for a more flexible, principle-based approach that allows for a consistent message while adapting to the realities of the workplace and local culture. Such an approach means that “the larger picture can remain consistent, while the examples of specifics are permitted to change.” So what’s the bottom line for the book? It’s well worth a read. The author makes a valiant effort to encourage us, as readers, to look at a well-worn topic differently and freshly, supporting the effort with real-world examples coupled with novel solutions. Her familiarity with the underlying social science research (and her ability to translate it), the statistics offered from an innovative study undertaken by her firm, and her experience as a consultant create a sound foundation for the effort. The book is somewhat repetitive, but perhaps this is a necessary technique in a work that tries to make us understand something different about what we think we already know. Ultimately, Giving Notice succeeds in identifying the hidden issues that women and male ethnic and racial minorities face in the workplace and the challenges that companies face in developing truly inclusive employment policies, while offering fewer novel solutions than one would wish for. I Barbara Bogue is a member of the SWE Magazine editorial board and a faculty member at Penn State University. She specializes in developing assessment tools that determine program effectiveness. Moving toward solutions Dr. Klein acknowledges that some of the corporate shortsightedness can be attributed to an inadequate legal system, which focuses companies on risk management rather than solutions. She argues that the landmark Civil Rights Act of 1964, while effective at the time of enactment (when most employees were white and male), has had unintended consequences and is counterproductive in today’s business environment. For example, if it is harder to fire protected classes, it follows that companies may shy away from hiring individuals in those classes. Dr. Klein recommends protecting all employees from unexplained dismissal, based on the European model of “just cause” for termination. The book also makes a convinc- Cause & Effect O nce there was a little girl who dreamed of discovery. She was the child who understood how things worked. Her teachers recognized her talent for design and innovation. She enrolled in a respected college of engineering. There she found that females represented a growing, but still minority percentage of students. Like you, she was determined to excel – 20,000 and has. She is one of 18,000 members of SWE who encourage talented girls and young women to pursue a career in engineering and technology. Our local and national programs are gaining momentum. Your membership dues and generous tax-deductible contributions will enable SWE to promote a world of outstanding career opportunities for women in engineering. Our cause is exceptional. The effects are extraordinary. Raytheon People Innovation. Driven By Diversity. As one of the world’s foremost technology leaders, Raytheon takes on some of the most difficult challenges imaginable. Meeting those challenges requires a diversity of talent, ideas, background, opinions and beliefs. Diversity helps our teams make better decisions, build stronger customer relationships and feel more inspired, supported and empowered. It is both a catalyst and an essential advantage to everything we do. For more information on Raytheon and our exciting opportunities, please visit us online. www.rayjobs.com/idscareers Please make us a part of your giving plan. Visit www.swe.org/support © 2008 Raytheon Company. All rights reserved. “Customer Success Is Our Mission” is a registered trademark of Raytheon Company. Raytheon is an equal opportunity, affirmative action employer and welcomes a wide diversity of applicants. U.S. citizenship and security clearance may be required. SWE FALL 2008 91 http://www.swe.org/support http://www.rayjobs.com/idscareers http://www.rayjobs.com/idscareers http://www.swe.org/support

Table of Contents Feed for the Digital Edition of SWE - Fall 2008

SWE - Fall 2008 Heritage Club Contents Farewell Message from FY08 President Michelle Tortolani Congratulations SWE Magazine A Conversation with FY09 President Virginia Connolly, P.E. Introducing the FY09 Board of Directors View from the Executive Suite Editor's Page Public Policy Update SWE Retention Study, Part 6 Membership Information & Calendar A&B SWE Member Kristina Johnson First Woman to Receive John Fritz Medal University Labs Fuel a New Era in Energy Women Engineering Leaders in Academe 2008 Opening the Gateways to Engineering Your Collegiate Section History is Waiting to Be Discovered Honoring the Legacy of Ada Pressman, P.E. Report from WEPAN Engineering World Proposed Bylaws Amendments Point of View Correction Career Toolbox Corporate Partnership Council Book Review SWE Smiles In Memory Opportunity Index SWE Scrapbook

SWE - Fall 2008

For optimal viewing of this digital publication, please enable JavaScript and then refresh the page. If you would like to try to load the digital publication without using Flash Player detection, please click here.