TALENT THROUGH DIVERSITY

The summary description for this GSA session states, “Diversity in leadership and workforce in geologic surveys is important in establishing a talented worker pool….” Perhaps it might better read, “A talented geologic survey workforce requires access to a diverse worker pool.” Although seemingly a subtle difference, the second statement puts the emphasis on what I believe is truly sought and needed: talent. And one way to increase talent is to grow the pool from which that talent is drawn. Nondiscrimination laws and rules—equal opportunity, affirmative action, gender equality—were put in place so that employers would hire and promote more broadly. Companies, universities, state agencies, and the like now operate under various diversity statements such as, “We do not discriminate on the basis of race, creed, color, gender, national origin, religion, marital status, age, disability, sexual orientation, or status as a disabled veteran….”

Diversity awareness has had an impact on talent. The educational, cultural, and experience base of members of integrated technical teams is now more varied than ever before. And although managing diverse teams is not without challenge, the scientific results can be more powerful than the sum of the individual parts. I will share experiences from the past 15 years at the Bureau of Economic Geology and highlight rewards—and challenges—of growing, maintaining, and managing a diverse workforce.