FEATURE A D V A N C E D M A T E R I A L S & P R O C E S S E S | J U L Y / A U G U S T 2 0 2 2 5 3 GUEST EDITORIAL 4 3 mitments to mentoring new hires as a benefit of working at the company. Nurture and Support. Finally, support and maintain the diverse team you build. Making employees feel welcome can be as simple as having safety gear and uniforms that actually fit the women on your team, being forthcoming about maternity leave policies, being flexible with shifting workday hours, or even just stopping by and asking the new hire how she is doing. Other efforts are more involved: promote diversity in leadership levels, ensure your employees know the organization’s DEI goals, provide effective training on how to be an ally, how to use inclusive language, and how to be a mentor. Each of us can learn more about DEI and provide better support. Who can promote a diverse future for Heat Treating? Well yes, each of us must contribute to creating an inclusive and welcoming environment, but we know there are some with more influence than others. The Monty comes out with a list of the most influential people in the North American Heat Treating Industry each year[10]. None of the people on this list are women, and very few are people of color. This means that advocating for women in heat treating cannot just be the job of thewomen already in heat treating. We need support and action from all levels (especially from those in top positions in the field) and from all genders. If you are in position of power (a senior fellow, a department head, manager or director, an HR manager, or maybe you are a president, CEO, or CTO), I urge you to leverage that position to change your organization policies and practices to promote DEI at your workplace. Emulate the best practices, create new opportunities, and help us to build a more diverse future for heat treating. Together we can push heat treating to lead the charge for diversity, equity, and inclusion in STEM and usher in a new era of innovation and success to our field. Lesley D. Frame Assistant Professor, University of Connecticut, Storrs President, Heat Treating Society References 1. https://alltogether.swe.org/2019/11/swe-researchupdate -women- in-eng ineer ing-by-the -numbers - nov-2019. 2. https://doi.org/10.1021/acsnano.1c09686. 3. https://www.ncbi.nlm.nih.gov/books/NBK570960. 4. https : / /nap.nat ionalacademies .org /catalog / 25585 /promi s i ng -pract i ces - for - addres s i ng -the - underrepresentation-of-women-in-science-engineeringand-medicine. 5. https://www.nationalacademies.org/our-work/ long-term-impact-of-covid-19-on-the-future-careers-ofwomen-in-stem-a-workshop. 6. h t t p s : / / be ta . n s f . gov / s c i ence -ma t t e r s /d i d - pandemic-set-women-scientists-back-permanently. 7. https://www.heattreattoday.com/40-under-40-2021. 8. https://hbr.org/2014/08/why-women-dont-applyfor-jobs-unless-theyre-100-qualified. 9. https://www.bi.team/blogs/women-only-apply-forjobs-when-100-qualified-fact-or-fake-news. 10. https://themonty.com/project/auto-draft.
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