Glynn Fletcher has been serving as president of EOS North America since March 2015 in addition to being Vice Chairman of EOS Group. Prior to joining EOS, Glynn gathered extensive experience in different managing positions – including 18 years with GF Machining Solutions.

Glynn, what advice would you share with someone looking into a career in additive manufacturing in 2020?

The industrial revolution of the late 18th century made possible the mass production of goods, thereby creating economies of scale which changed the economy—and society—in ways that nobody could have imagined at the time. Now Additive Manufacturing (AM) technology has the potential to have the same profound impact. Whether it’s in the design phase, the production phase, or the supply phase; AM changes everything.

AM is the perfect career for those who want to make a difference.

My advice to those considering a career in Additive Manufacturing would be simply “find a way”.

As the President of EOS North America, do you have internal policies to promote diversity across your team? 

EOS is a meritocracy, as such we do not have any specific formal policies to bias gender equality.  Our focus at EOS is potential, performance, achievement – regardless of age, gender, race, religion, etc. Inside EOS gender equality is the normal mindset, so quotas &/or affirmative actions are generally unnecessary. Of course, our policies follow the laws and guidelines on preventing discrimination in our hiring practices. Beyond that, we do however embrace several initiatives to help assert the importance of gender balance. For example: –

  • Makergirl Sponsorship – we sponsor ‘MakerGirl’, a non-profit that educates girls 7-10 through 3D printing sessions.  Introduces young girls to STEM in order to show them the endless possibilities that exist within these fields.  (We have been in partnership with them since the spring of 2019 and sponsor them in the amount of $90,000 over three years).
  • Girl Scouts – we are engaged with the Girls Scouts of America, providing venues & workshops designed to encourage involvement in 3D Printing.
  • “Lean In” – we support a voluntary group of EOS women who get together on a monthly basis to discuss matters surrounding various work-related issues.  Inspired by the Sheryl Sandberg book of the same name.  One outcome has been to make significant adjustments to our policy on maternity leave, incl’ providing practical support for nursing mothers when they are away from home. 
  • Scholarship/Intern programs – we engage with local technical colleges & universities to offer both scholarships & internships opportunities that favor minorities (racial, religious) & majorities (gender ). 
  • Employee Development – we have a fundamental commitment to provide every EOS employee the opportunity to make the most of their potential. Our ‘EOS Campus’ provides training resources on a wide range of technical, academic & cultural topics. If a woman wants to develop and grow within EOS (in whatever direction) and needs specific gender-related support (or any other support), she can rely on the fact that the support will be provided. 

The reason that we are comfortable with our meritocracy approach is because we already have a large number of brilliant women in leadership/managerial roles. These women have asserted themselves on their own merit and continue to rise through the company ranks because of the extraordinary value they bring.

Underneath the current management level, the pipeline of talent is also full of brilliant young women making a tremendous contribution.

Why is it important for industry leaders, particularly men, to encourage and inspire diversity in the additive manufacturing workforce?

The simple answer is… because technical, engineering talent is not limited to white males. Stephen Covey once said: “Strength lies in differences, not in similarities.” I couldn’t agree more.

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