Geoengineering, also called climate engineering, is a group of technologies that are seeking to mitigate the effects of climate change by two methods. The first of these, CDR, stands for carbon dioxide removal. The second is SRM, or solar radiation management.
CDR technologies are trying to remove the excess carbon stored in the atmosphere–greenhouse gases and emissions. When businesses and activists talk about the “carbon footprint,” they are talking about the total carbon emissions from a human activity. Positive carbon footprints mean the excess carbon we produce is hanging over our heads, stuck in the atmosphere.
What exactly is geoengineering? Engineers are working on technologies that will slow or reverse the consequences of climate change. These are two basic types: carbon dioxide removal, or CDR—this tech removes emissions and greenhouse gases. The second type is solar radiation management, or SRM. This tech reduces the amount of solar energy warming the planet.
Two concerns are at the top of a long list of concerns regarding efforts to reduce or reverse climate change. Do we understand the effects of a single change introduced into a complex system? Does complexity itself predict that we cannot know the consequences of a single change introduced into a system of great complexity, such as the atmosphere of the earth? Continue reading
Successful businesses tend to share similar values that boost their employee engagement. A loyal, dedicated, and energized staff, working toward a common goal, is the gold standard for a happy and engaged workforce. Across size, industry, market share, intellectual property, and other economic variables, employee engagement stands out as the hallmark of a successful company. What does the engaged workforce value in their employers? Diversity and inclusion, social and environmental stewardship, and transparency in company values and practices.
In a just society, the workforce should reflect the population. In universities, high tech startups, factories, farms, the workforce should reflect the color, age, and gender of the population. If this criteria is used to judge, there is not a just society on this earth. Education influences career, and gender, age, and color effects access to education. How can business step beyond the way things have always been, into the world of the future, where everyone will have equal access to education and economic opportunity? A world in which we have access to our full human potential?
Diversity and inclusion in the workforce is a company value that is appealing to workers across ages and socioeconomic strata. Efforts to recruit and hire a qualified and diverse workforce are aided by programs such as Textio, the AI system that evaluates job descriptions for language that discourages diverse applicants. Blendoor is a merit based recruiting app that removes pictures and names from applicants CVs, so issues of color, appearance, and gender are more neutral in the application and recruiting process. But companies that engage these types of programs have already taken the first big leap–understanding and acknowledging that unconscious bias is present in most humans, and efforts must be taken and progress regularly evaluated to make sure that unconscious bias is not keeping businesses from recruiting and hiring the most qualified workforce. Continue reading
Here is what we know about the engaged workforce: engaged workers, those who are loyal to the business and focused at work, those who are paying attention and working hard when they are on the job, are directly related to profit in the short and long term.
Now it gets more complicated. We can’t recruit and hire for engagement, because it is not a fixed quality. A worker who appears very engaged may get disillusioned or react to the business culture by becoming disengaged. The work may not meet needs the person can hardly identify, or may interfere with critical life goals and responsibilities, such as family. We do know a great about the characteristics of disengaged employees, because they are legion and vocal. But being disengaged is no more a fixed quality than being engaged. It’s not the worker, and it’s not the workplace. It’s the way those two meet and meld, or meet and clash.
The way we can influence the culture of the workplace to cultivate engaged employees is the same way we can attract those same people to support a crowdfunding campaign. If the company, not just the product or project, but the company is something people can believe in, they will support the ideas behind that belief. People get you, they get your ideas and goals, and they want to participate and contribute. Continue reading