January/February 2023 - 102

potential career paths. The mentor should also be able to
actively see the work that a mentee is completing - outside of
the typical supervisor or manager model.
Below is an example sent in by a member of the DFI
community who had the opportunity to obtain a mentor in
college, and how the experience affected her short- and longterm
success:
" As a first-year college student, I was lucky to find a female
professor that took me on as her mentee. There were few
female students in my major and I had no idea about career
opportunities as an engineer. She gave me a research
opportunity based on both field and laboratory work -
providing real-world experiences that were useful for
understanding lectures. She helped me apply for a small
research grant from the university to fund a few hundred
dollars' worth of travel and supplies. She encouraged me to
write an article about the work, guiding me on the process of
journal publication. The publication work led to a conference
paper, providing exposure of my research. In my graduate
career, the undergraduate research made me more
competitive for receiving larger national grants and funding.
Even with a very small grant and a low-ranking journal
publication, it set my career up for success and opened up
many future opportunities. "
While this example specifically refers to mentorship in
academia, having a mentorship program within the industry
can have the same effects. The value of having a mentor to
guide, encourage and acknowledge is incalculable.
Training Opportunities: In addition to creating clear
company policies, training programs about acknowledgement
bias improve the understanding employees, supervisors and
leadership have of what acknowledgement bias is and its
negative effects. Training can help everyone learn how to
recognize when acknowledgement bias occurs in oneself,
others and across the organization, as well as provide strategies
to help counter this bias.
Conclusion
Acknowledgment bias is a phenomenon that exists in the deep
foundation industry, but there are ways to combat it. By employing
self-advocacy and creating a company culture where
people feel empowered to combat acknowledgment bias, we
can help to create a more friendly and inclusive industry.
What's Next?
If you haven't already, take our survey on acknowledgement
bias (see page 61). We will be publishing the findings in the
next part of the acknowledgement bias series.
102 * DEEP FOUNDATIONS * JAN/FEB 2023
https://bit.ly/3VP7pCH

January/February 2023

Table of Contents for the Digital Edition of January/February 2023

TOC
January/February 2023 - Intro
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January/February 2023 - TOC
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