I have been practicing structural engineering for over 10 years. While there were many female engineers at my level when I started, I see very few women at the management level. Is this something others are also seeing? What can we do to narrow this gap and create a more equitable engineering community? I'm interested in both long term strategies and steps we can take today to create positive change.

------------------------------
Particia Harburg-Petrich A.M.ASCE
Associate Principal
Burohappold
Santa Monica CA
------------------------------

Patricia,

This is a topic that is near and dear to me, and one that I have given much thought in my time working as a structural engineer. Like you, i have observed the lack of female representation at the management level in the structural engineering profession, and for the past two years, I have been working with a committee of SEAONC to collect data and to spur conversation on engagement and gender equity in the SE workforce. For information on findings, best practices, and more, visit www.se3project.org

Sincerely,

------------------------------
Rose McClure P.E., S.E., M.ASCE
Simpson Gumpertz and Heger
San Francisco CA
------------------------------

Hi, Patricia.

I have wondered about gender equity in civil engineering throughout my 30-year career. The SEAONC SE3 report to which Rose referred answered a lot of my questions with thorough research and solid data. For others on this thread who missed it, see http://www.se3project.org/full-report.html.

------------------------------
Keith Porter M.ASCE
Research Professor
Denver CO
------------------------------

Original Message:
Sent: 05-04-2017 01:16
From: Rosemarie McClure
Subject: Female Engineers

Patricia,

This is a topic that is near and dear to me, and one that I have given much thought in my time working as a structural engineer. Like you, i have observed the lack of female representation at the management level in the structural engineering profession, and for the past two years, I have been working with a committee of SEAONC to collect data and to spur conversation on engagement and gender equity in the SE workforce. For information on findings, best practices, and more, visit www.se3project.org

Sincerely,

------------------------------
Rose McClure P.E., S.E., M.ASCE
Simpson Gumpertz and Heger
San Francisco CA
------------------------------

I think you have should also take other potential reasons into consideration as to why there is a lack of female engineers in management positions instead of presume it is due to inequality.

There could be a number of reasons why this happens and to presume it is due to one issue without exploring other reasons or without collecting and analyzing data is just not the correct way to go about finding the truth.

Although I have never worked and never wanted to work in a large company so I also have no insight into that culture.

------------------------------
Erik Gibbs P.E., M.ASCE
South County Engineering
San Juan Capistrano CA
------------------------------

Personally, with all the love, respect, and desire to have a diverse engineering community, I think there might be a simple answer to your question. I would personally correlate your observation to the sheer number of male engineers (especially structural) in the field.  Here at Hazen and Sawyer, the most diverse organization I have ever been a part of, we have management level female structural engineers.  In school, I don't recall a single female in my graduating class.

Kind Regards

------------------------------
Parker Suess EIT, A.M.ASCE
Assistant Engineer (Structural)
Cincinnati OH
------------------------------

I guess I really didn't answer your question, but I would propose this.  How do we get more Female Engineers or more Female Structural Engineers?

------------------------------
Parker Suess EIT, A.M.ASCE
Assistant Engineer (Structural)
Cincinnati OH
------------------------------

Women in the engineering profession have broken down many barriers. This career once considered as a man's job has found a bridge for both genders. These days women have shown they too have the ability to make it in this field, though at times women will be faced with challenges and unusual situations in their workplace. They have shown strong determination and the ability to accomplish any given task found, earning respect from colleagues. It has been found that women in this profession have achieved a stronger liberal arts education than men but can still be rigorous as their male counterpart. 

------------------------------
Malik Daniyel M.ASCE
Project Engineer
Bridgetown
------------------------------

Ms. Harburg-Petrich,

You mention that 10 years ago when you started, there were more female engineering practitioners at your level. I'd be curious to know what happened to them. Have you followed up and surveyed them?

Your use of the word "equitable" is somewhat troubling. It implies that the lack of women represented in engineering practice is a result of unfairness. Isn't it also possible that women are generally not as drawn to engineering to begin with, and attrition is a natural consequence of disinclination toward engineering? If we as a community are going to have a serious discussion about this, we need to separate ideology and emotion and evaluate facts dispassionately, even if the result is at odds with what any particular individual wants to believe. Your talk of "positive change" implies that you already have a conclusion, that you have identified something that is "wrong" and that you want to combat, and that you will only be open to hearing information that supports your point of view. I hope this is not the case.

Returning to the original point of your post, I'm actually somewhat surprised that it doesn't work in reverse (higher average retention than attrition), with an increasing ratio of women at higher corporate positions. Soft skills tend to be the key tools required for advancement into management positions, and women are stereotypically presumed to have higher emotional intelligence than male counterparts (this is my impression, I cannot back it up with data on hand). I get the sense that women would actually be easier to train for management, but that for whatever reason they decide they don't enjoy the work required between college and reaching management, and divert elsewhere. Maybe female attrition is because they are not being deliberately mentored to guide them toward advancement, although I don't think that men are deliberately guided toward management, either. I think advancement is left up to each individual to pursue. I'd be curious to know where the women that leave end up, and the motivations behind their decisions.

My quick googling is turning up vague complaints of "culture", and advocacy for more "inclusiveness", but it is not clear to me what these really mean.  More specificity would be helpful.  I would be interested in a broad sample, too.  If the conversation is dominated by women who worked at terrible companies, then whatever conclusions we reach may not be broadly applicable.  It should probably be obvious, but objective criteria would also be helpful. In articles that I've read about retention of women, there are subjective complaints, such as not "feeling appreciated".  Does this mean that managers should be going out of their way to verbally encourage women with positive feedback, doing so at a consciously higher rate than they would for men (which might actually be nonexistant except for being told they're generally doing a good job during annual performance reviews)? Is there a good ballpark for that rate? At least one compliment every quarter, month, week, day? (Incidentally, the question could also be raised: is it fair to expend additional effort specifically for the benefit of women? It that equitable?  Hopefully this thread can avoid that question, though.  I expect there will be enough to discuss when only exploring the motivations behind women's career choices.)

------------------------------
Joshua Steelman Ph.D., P.E., M.ASCE
------------------------------

I´m afraid there's still some discrimination, since women are able to prove they are good enough to enter the company but progressing to higher positions is still a biased issue. Here, in Sao Paolo, we still here comments like "A woman in the field is complicated", or just like my mate at school had to listen from a mason that he didn't took orders from women. Unfortunately, most of the time women get into the company because equality policies which does not consider a progression in the career, making sure progression will be based on competence and ability, and not on personal beliefs. 

Same thing seems to happens to gay men that has to hide the fact sometimes they are married to other guys, because apparently this is harmful to their career. Apparently, career and sexuality plays a major role in the workplace, when, in fact, this is just a HR issue to create the company's statistics. Some people may argument that women have kids, and gay men (in Brazil) may take a 6 month leave just like women when adopting a child (Law gives the right to one of the partners), and that may cause trouble to the company because it will be one less employee but nobody sees the fact that a good employee will prepare his leave, letting everything organised so that the company does not suffer with his/her absence.

Gender and sexualiaty are still taboos, yet we are in the XXIst century, because it disrupts the status quo, because this takes people out of their comfort zone. Why gay men would be a problem if they have great academic and professional skills? Why women cannot be in charge of the whole company, if they have great managerial skills? Taking the negative evidence from these question might be one possible path to make workplace a more equal place. Competence and skills should be the reasons to hire and promote people.

------------------------------
Rodrigo Pissarra S.M.ASCE
Sao Paolo
------------------------------

the topic is a very interesting one. i am a 4th year female civil engineering student. we can start by helping, supporting and encouraging the young generations like me in the field of study. i will really love to talk to an experienced female engineer about what i am stepping into as my future career.

------------------------------
Witah Georjane S.M.ASCE
Student
Yaounde
------------------------------

Some interesting comments.

One thing that I know is changing is the attitude towards women engineers, especially Civil / Structural.
As a Civil practicing Structural I have come across contractors in the field that have told me about working on projects that were engineered by a woman engineer. They told me that based upon their interactions with the engineer that she really knew what she was doing, therefore she was considered competent and treated equally. They treat you based on your competence level, but this is not always the case.

So as the older generation (baby boomers) retire and the younger generations start to fill those roles I believe that you will see a lot of the inequality disappear.

I can only speak for what I am observing in the United States, as there are still a lot of other countries that seem to hold on to ideas and qualities that we here in the U.S. are trying to shed, such as racism and sexism.

Hopefully the human race will evolve so that this will not be an issue in the future.

------------------------------
Erik Gibbs P.E., M.ASCE
South County Engineering
San Juan Capistrano CA
------------------------------

Original Message:
Sent: 05-04-2017 15:24
From: Witah Georjane
Subject: Female Engineers

the topic is a very interesting one. i am a 4th year female civil engineering student. we can start by helping, supporting and encouraging the young generations like me in the field of study. i will really love to talk to an experienced female engineer about what i am stepping into as my future career.

------------------------------
Witah Georjane S.M.ASCE
Student
Yaounde
------------------------------

The structural engineering profession essentially requires a 4 year mentorship to become a licensed PE.  Within that 4 years time, management can foster a strong relationship with younger engineers.  Mentors can offer guidance and Engineers In Training can offer new insights. At the end of the 4 years, career moves should not be a surprise, regardless of gender.  There are so many reasons why someone would leave the profession.  If that individual is leaving on good terms, it should not be a difficult to ask why.  This is discussion is regarding retention of female engineers and not initial hiring, which is another topic.

------------------------------
Chad Morrison P.E., M.ASCE
Professional Engineer
Greenville RI
------------------------------

Original Message:
Sent: 05-05-2017 11:43
From: Erik Gibbs
Subject: Female Engineers

Some interesting comments.

One thing that I know is changing is the attitude towards women engineers, especially Civil / Structural.
As a Civil practicing Structural I have come across contractors in the field that have told me about working on projects that were engineered by a woman engineer. They told me that based upon their interactions with the engineer that she really knew what she was doing, therefore she was considered competent and treated equally. They treat you based on your competence level, but this is not always the case.

So as the older generation (baby boomers) retire and the younger generations start to fill those roles I believe that you will see a lot of the inequality disappear.

I can only speak for what I am observing in the United States, as there are still a lot of other countries that seem to hold on to ideas and qualities that we here in the U.S. are trying to shed, such as racism and sexism.

Hopefully the human race will evolve so that this will not be an issue in the future.

------------------------------
Erik Gibbs P.E., M.ASCE
South County Engineering
San Juan Capistrano CA
------------------------------

Thanks Erik for the insights you offer.
After reviewing the information outlined, in part, on the attachment, 
it suggests where some of the formative, early root-cause of the continuation of
the women-bias may be sustained until stopped 'cold in its tracks.'

"Workshop on the Impacts of Sexual Harassment in Academia."

Contact Us
Committee on Women in Science, Engineering, and Medicine
Keck Center
500 5th Street NW
Washington, DC 20001
Tel: 202.334.2389
Fax: 202.334.2290
Email:cwsem@... 

The National Academies of Sciences, Engineering, and Medicine 
500 Fifth Street, NW | Washington, DC 20001 | T. 202.334.2000

Cheers.



------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Original Message:
Sent: 05-05-2017 11:43
From: Erik Gibbs
Subject: Female Engineers

Some interesting comments.

One thing that I know is changing is the attitude towards women engineers, especially Civil / Structural.
As a Civil practicing Structural I have come across contractors in the field that have told me about working on projects that were engineered by a woman engineer. They told me that based upon their interactions with the engineer that she really knew what she was doing, therefore she was considered competent and treated equally. They treat you based on your competence level, but this is not always the case.

So as the older generation (baby boomers) retire and the younger generations start to fill those roles I believe that you will see a lot of the inequality disappear.

I can only speak for what I am observing in the United States, as there are still a lot of other countries that seem to hold on to ideas and qualities that we here in the U.S. are trying to shed, such as racism and sexism.

Hopefully the human race will evolve so that this will not be an issue in the future.

------------------------------
Erik Gibbs P.E., M.ASCE
South County Engineering
San Juan Capistrano CA
------------------------------

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Original Message:
Sent: 05-04-2017 15:24
From: Witah Georjane
Subject: Female Engineers

the topic is a very interesting one. i am a 4th year female civil engineering student. we can start by helping, supporting and encouraging the young generations like me in the field of study. i will really love to talk to an experienced female engineer about what i am stepping into as my future career.

------------------------------
Witah Georjane S.M.ASCE
Student
Yaounde
------------------------------

Hello fellow women and supporters of women in science and engineering,

We are the Women-Water Nexus, a committee that is supported by the Environmental Water Resources Institute, a specialty organization that falls under the American Society of Civil Engineers. Our mission is to develop a network of women scientists and engineers in developed and developing countries to promote research in water treatment and water resources with a focus on the education of future female scientists and engineers and the betterment of conditions for women in developing countries.

We are reaching out because we hope to find more people who are interested in joining forces with us to encourage women scientists and engineers in STEM fields. We are hoping that through this proposed collaboration we can create compelling resources and activities for women nationally and internationally. Some of these include webinars on professional development, mentoring, etc. We also support activities lead by our international members such as women-only workshops on scientific or engineering matters (e.g., Empowerment of Women in Sustainable Management of Water Resources in Central Asia and Afghanistan), creating resources for women, such as guides to create compelling presentations and offering a forum in which women can practice and present their work. We also host a session on Women-related issues each year at the EWRI Congress, where we have the capability to support an international visiting fellow (more info here). Finally, we are planning to carry out an international survey on women in the water sector in which we assess how many women are in leadership positions, how many young women are interested in pursuing such positions, and what their motivation and hurdles are.

Our committee is comprised of women and men in various fields: academia, governmental organizations, non-governmental organizations, and industry from various backgrounds including water resources engineering, environmental science and engineering, geology, etc. While the main committee is based in the United States, we have representatives and collaborators in countries around the world and are always looking for involvement of either additional U.S. based women and are extremely grateful for collaboration from women of other countries. You can learn more about us on our website, request to be an official member of our group by filling out this short survey and to start to receiving our newsletter, and follow us on twitter (@womenwaternexus).

Please reach out via email (womenwaternexus.info@...) if you are interested in collaborating with us on any or all of these activities.

Thank you very much,

Women-Water Nexus leadership

------------------------------
Laura Schifman A.M.ASCE
Cincinnati OH
------------------------------

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Original Message:
Sent: 05-04-2017 15:24
From: Witah Georjane
Subject: Female Engineers

the topic is a very interesting one. i am a 4th year female civil engineering student. we can start by helping, supporting and encouraging the young generations like me in the field of study. i will really love to talk to an experienced female engineer about what i am stepping into as my future career.

------------------------------
Witah Georjane S.M.ASCE
Student
Yaounde
------------------------------

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Original Message:
Sent: 05-04-2017 15:24
From: Witah Georjane
Subject: Female Engineers

the topic is a very interesting one. i am a 4th year female civil engineering student. we can start by helping, supporting and encouraging the young generations like me in the field of study. i will really love to talk to an experienced female engineer about what i am stepping into as my future career.

------------------------------
Witah Georjane S.M.ASCE
Student
Yaounde
------------------------------

Women (and minorities) increase the talent pool from which managers can select the best and brightest in filling positions. Assuming it is not discrimination, after 10 years you could be overly specialized as a structural engineer to be competitive for a management position. The longer and more involved you get into a speciality, the further away you get from relevant management/supervisory experiences that help build your resume. What have you done to demonstrate you are a good management (leader) candidate?  I suggest you identify the management/supervisory positions you would like to have and interview the incumbents to learn what training, experiences, and career paths they took to get there.  Then develop your career plan. It's always good to let others know your career aspirations because many will do their part in helping you get there by counseling you, thinking of you when a different or special assignment comes up to help diversify your experiences, and eventually endorsing you for that new position. When you don't get selected, ask the selecting official where you fell short and where you can improve to better compete.

------------------------------
Allen Masuda P.E., M.ASCE
FHWA ASSOCIATE ADMIN
Plainfield IL
------------------------------

In general, achieving a management position first starts with interest.  A lot of engineers enter the profession because they like to design things and enjoy the mind-bending challenges of the technical side of engineering.  Often there is a proverbial "fork in the road" where one decides if they are interested in getting more in-depth in a specialty area and making their niche as a technical expert or if they are more interested in learning about people.  While you can remain a technical "manager," your duties as a manager can take you farther and farther from the actual work product and people often find themselves going to more and more meetings and doing less and less calculations.  If you are a people person, that can be a great fit!  If not, one needs to be real to themselves about what kind of work makes them happy and if it's being in the thick of things, solving problems at a detailed level, then specializing as a technical expert may be the way to go.  I think there are many engineers who would choose this path if it still meant career advancement.  We can encourage more women and men in the field of engineering by allowing our technical experts to be just that...experts...and elevate them as we do managers so that this is an actual career path with a trajectory.  Some professionals can get disheartened in the field if they believe the only way to move up is management and the people side of the field is not what interests them.

There is a real need for encouraging more people who are interested in management to pursue engineering. Engineering in general has the stigmatism outside of the field as being a bunch of people sitting around doing high-level math and lots of calculations.  While this is a portion of the field, I think we could do much more to educate young people in the wide variety of opportunities engineering careers can provide, not just in the subject matter, but also the types of positions one can pursue, stretching from technical expert to management and beyond.  Young people who otherwise enjoy math and science, but also see themselves as needing a social connection in their work may not seek out engineering because they are concerned about being confined to a desk with only their work to keep them company.  I believe that by educating the public and especially the youth about management opportunities in engineering, we can encourage a wider variety of personalities to pursue engineering initially which will allow those that want to stay technical to remain so and move through the ranks of technical expert without being forced into management, while those who are interested in "how people connect and relate" can see engineering as a viable career option for them.   I don't see this as a male/female issue, but rather aligning the right personality types with the right kinds of positions, and providing career advancement opportunities for each path.

------------------------------
Ms. Morgan Hawker P.E., M.ASCE, PMP, MS
Civil Engineering Manager
Luckett & Farley A/E/I 
------------------------------

Original Message:
Sent: 05-17-2017 02:56
From: Allen Masuda
Subject: Female Engineers

Women (and minorities) increase the talent pool from which managers can select the best and brightest in filling positions. Assuming it is not discrimination, after 10 years you could be overly specialized as a structural engineer to be competitive for a management position. The longer and more involved you get into a speciality, the further away you get from relevant management/supervisory experiences that help build your resume. What have you done to demonstrate you are a good management (leader) candidate?  I suggest you identify the management/supervisory positions you would like to have and interview the incumbents to learn what training, experiences, and career paths they took to get there.  Then develop your career plan. It's always good to let others know your career aspirations because many will do their part in helping you get there by counseling you, thinking of you when a different or special assignment comes up to help diversify your experiences, and eventually endorsing you for that new position. When you don't get selected, ask the selecting official where you fell short and where you can improve to better compete.

------------------------------
Allen Masuda P.E., M.ASCE
FHWA ASSOCIATE ADMIN
Plainfield IL
------------------------------

When you achieve in-depth expertise and proficiency in structural engineering say master the AISC or ACI code (which takes a while) they will all come looking for you and you will be de-facto manager.

------------------------------
Syed S Rizvi P.E., M.ASCE
Manager Capit Prog
MTA Bridges & Tunnels
Orangeburg NY
------------------------------

I was a practicing engineer for over 18 years, in a managerial position and decided to leave because I could not achieve the right work-life balance with my kids.  This is the same reason why many of my female engineering friends have left.  Even with an extremely supportive work environment, which I was fortunate to be in, I found that I could not devote the adequate amount of time to either my job or motherhood.  We've all tried working part-time, hiring more people, shifting responsibility, etc. But in the end, the demands of the engineering profession with the ever shifting deadlines and problems arising on site were too difficult to manage while still being available for my kids. I'm not sure how you can change/fix/improve that.

------------------------------
Natalia Cardelino P.E., S.M.ASCE
PhD Candidate and Visiting Lecturer GA Tech
Atlanta GA
------------------------------

I have been practicing for about 15 years (structural consultant - buildings). Many of the engineers (not just female) in my graduating class are no longer practicing, or if they are are no longer doing consulting. I even have one classmate who went back to school to be an architect.

I see two primary reasons for this. First is the great recession. So many companies had to lay off much of their staff or even went out of business. When that happened, a lot of engineers in the A/E/C industry got out of designing and went elsewhere if they have a choice. When you can make more money and have less stress creating/selling the software that we use to design structures, I can't say that I blame them. I also have a number of female friends who decided that the layoff was a good time to start a family, and haven't gotten back in.

I am fortunate enough to work in a women-owned engineering firm. That gives me access to female mentors/coworkers that would have not otherwise been available to me. A number of the studies out there indicate a large contributor to the lack of female engineers and by extension managers (and there are even less minority managers of any gender) is the lack of role models. It's hard (not to mention lonely) to get to the top when it is difficult to relate to those in the positions to which you aspire. More importantly, it is a rare person who can provide meaningful feedback during your career to help you get there. This is particularly problematic for females as some managers are so concerned about hurting someone's feelings they will avoid giving any feedback. While I don't argue that this is definitely a sign of a bad manager, it seems to be all too common when someone who was a very good engineer was "promoted" to a management level with no training in how to be a manager. Our industry needs to do a much better job of having both an "engineer expert" and "management" track that allows equal promotions, pay increases, etc. that matches a person's strengths. In addition, diverse role models are really important to the future success of our industry. Diversity in staff at all levels has been shown to increase profits which is beneficial for everyone.    


------------------------------
Stephanie Slocum P.E., M.ASCE
Associate Principal
Hope Furrer Assoc Inc
State College PA
------------------------------

I have been in this business for over 50 years and I believe we are selling our services for a fraction of what they are worth.  I have seen engineers get into management as a "step up" and lose their competence as engineers.  The way the system is set up today, cheap engineering is what the customers want until something bad happens.  Ayn Rand described the situation acurately.  They got us by the short hairs because we WANT to design and see what we designed built.  Women engineers have valid issues, but the whole engineering profession needs to stop selling services cheap in order to get the jobs. GOOD LUCK ON THAT ONE!

------------------------------
Owen Rothberg P.E., M.ASCE
Structural Engineer
O & M Associates, PLLC
Waynesville NC
------------------------------

Original Message:
Sent: 05-19-2017 09:45
From: Stephanie Slocum
Subject: Female Engineers

I have been practicing for about 15 years (structural consultant - buildings). Many of the engineers (not just female) in my graduating class are no longer practicing, or if they are are no longer doing consulting. I even have one classmate who went back to school to be an architect.

I see two primary reasons for this. First is the great recession. So many companies had to lay off much of their staff or even went out of business. When that happened, a lot of engineers in the A/E/C industry got out of designing and went elsewhere if they have a choice. When you can make more money and have less stress creating/selling the software that we use to design structures, I can't say that I blame them. I also have a number of female friends who decided that the layoff was a good time to start a family, and haven't gotten back in.

I am fortunate enough to work in a women-owned engineering firm. That gives me access to female mentors/coworkers that would have not otherwise been available to me. A number of the studies out there indicate a large contributor to the lack of female engineers and by extension managers (and there are even less minority managers of any gender) is the lack of role models. It's hard (not to mention lonely) to get to the top when it is difficult to relate to those in the positions to which you aspire. More importantly, it is a rare person who can provide meaningful feedback during your career to help you get there. This is particularly problematic for females as some managers are so concerned about hurting someone's feelings they will avoid giving any feedback. While I don't argue that this is definitely a sign of a bad manager, it seems to be all too common when someone who was a very good engineer was "promoted" to a management level with no training in how to be a manager. Our industry needs to do a much better job of having both an "engineer expert" and "management" track that allows equal promotions, pay increases, etc. that matches a person's strengths. In addition, diverse role models are really important to the future success of our industry. Diversity in staff at all levels has been shown to increase profits which is beneficial for everyone.    


------------------------------
Stephanie Slocum P.E., M.ASCE
Associate Principal
Hope Furrer Assoc Inc
State College PA
------------------------------

This could be part of a very broad topic about why certain professions both historically and to this day attract one sex or the other. In the medical profession you have nursing and pharmacy that attract a much higher percentage of females than other areas in medicine. 

Though this is strictly anecdotal, when I went to college in the 90s, at the undergrad level, very few females concentrated in structural engineering. They were more apt to choose other types of engineering (industrial and chemical were more popular for females), and if they were in civil, they tended to drift towards water and environmental engineering. But I had a female professor, and several very sharp female classmates, so I don't think there is some underlying cultural barrier. They could pick whatever they want. Nobody was steering them away from structural engineering. Maybe by and large women are not as interested in concrete and steel as men. Is that even a controversial theory? At my last company two younger female engineers both got Masters in geotech/water areas, they just preferred that over structural engineering.

Can't we just be different for whatever reasons? I grew up loving to build things, cutting and hammering boards together, playing in the dirt, playing with legos and tinker toys and erector sets (sorta showing my age), building forts in the woods, etc. My sisters - not so much, they are both in medical professions, but they were smart enough to do what I do, just not interested. Men are obviously drawn towards construction and related careers more than women, and what is wrong with acknowledging that? Sure, some women love buildings and structures, and with the right math and science aptitude, make great structural engineers, construction managers, etc. But again, in my experience, which is anecdotal (but I think the statistics would support this), if you are a young woman interested in buildings and construction, you may be more apt to go an artistic route, such as architecture or interior design. Again, what is wrong with that? I am not a fan of this "diversity for diversity's sake" philosophy. We do not understand what makes us all tick, and thus we should let everyone figure out what they want to do and what they gravitate towards. Maybe there are some underlying cultural reasons like some people theorizing giving young boys legos and young girls dolls to play with makes a difference. From my own experience and observing what young children gravitate towards, I am not so sure it is not just hardwiring. 

But the original post was why are women who entering structural engineering not staying with the career? I would like to see statistics on that. I only know one young woman structural engineer who was REALLY smart, but after a few years she decided to stop working all together to start a family. I have known DOCTORS who leave the profession (after 10+ years of studying I cannot imagine), because they wanted to have a bunch of kids and home school them. So that is a cultural reason and a personal reason to leave or change your profession. Managing on any level, much less structural engineering, is very time demanding, and may not coexist with having a family for everyone. Maybe a solution for that in general is allowing men or women with young children to work part time, but if you own a small business this would be a challenge for you as an employer.

I have always thought that engineering (and other scientific professions) is such a great profession because if you are really good at your job, it does not matter what your sex is, the color of skin, what country you are from (many , many foreign engineers succeed at the highest levels in the US)- you will likely succeed and move up the ladder.

Interesting post and topic!





------------------------------
Andrew Kester P.E., M.ASCE
President
KSE, LLC
DeLand FL
------------------------------

Original Message:
Sent: 05-19-2017 09:45
From: Stephanie Slocum
Subject: Female Engineers

I have been practicing for about 15 years (structural consultant - buildings). Many of the engineers (not just female) in my graduating class are no longer practicing, or if they are are no longer doing consulting. I even have one classmate who went back to school to be an architect.

I see two primary reasons for this. First is the great recession. So many companies had to lay off much of their staff or even went out of business. When that happened, a lot of engineers in the A/E/C industry got out of designing and went elsewhere if they have a choice. When you can make more money and have less stress creating/selling the software that we use to design structures, I can't say that I blame them. I also have a number of female friends who decided that the layoff was a good time to start a family, and haven't gotten back in.

I am fortunate enough to work in a women-owned engineering firm. That gives me access to female mentors/coworkers that would have not otherwise been available to me. A number of the studies out there indicate a large contributor to the lack of female engineers and by extension managers (and there are even less minority managers of any gender) is the lack of role models. It's hard (not to mention lonely) to get to the top when it is difficult to relate to those in the positions to which you aspire. More importantly, it is a rare person who can provide meaningful feedback during your career to help you get there. This is particularly problematic for females as some managers are so concerned about hurting someone's feelings they will avoid giving any feedback. While I don't argue that this is definitely a sign of a bad manager, it seems to be all too common when someone who was a very good engineer was "promoted" to a management level with no training in how to be a manager. Our industry needs to do a much better job of having both an "engineer expert" and "management" track that allows equal promotions, pay increases, etc. that matches a person's strengths. In addition, diverse role models are really important to the future success of our industry. Diversity in staff at all levels has been shown to increase profits which is beneficial for everyone.    


------------------------------
Stephanie Slocum P.E., M.ASCE
Associate Principal
Hope Furrer Assoc Inc
State College PA
------------------------------

Hi Stephanie,
Most of above advice is worth considering.

Without qualification, from what you stated, if you expect to run your own business and
have others do the engineering and related work, find an Executive MBA program.
The info below is from the University at Buffalo, which routinely receives "High 5's" from its grads.
Cheers.

Executive MBA

Buffalo		remove preview
Executive MBA The EMBA is a 20 month, weekend-format program designed for high-achieving leaders who want to earn an MBA while continuing to work full time. The EMBA program gives participants the tools to contribute more effectively to the strategic initiatives of their organizations and respond with greater confidence to industry trends. View this on Buffalo >

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Original Message:
Sent: 05-19-2017 09:45
From: Stephanie Slocum
Subject: Female Engineers

I have been practicing for about 15 years (structural consultant - buildings). Many of the engineers (not just female) in my graduating class are no longer practicing, or if they are are no longer doing consulting. I even have one classmate who went back to school to be an architect.

I see two primary reasons for this. First is the great recession. So many companies had to lay off much of their staff or even went out of business. When that happened, a lot of engineers in the A/E/C industry got out of designing and went elsewhere if they have a choice. When you can make more money and have less stress creating/selling the software that we use to design structures, I can't say that I blame them. I also have a number of female friends who decided that the layoff was a good time to start a family, and haven't gotten back in.

I am fortunate enough to work in a women-owned engineering firm. That gives me access to female mentors/coworkers that would have not otherwise been available to me. A number of the studies out there indicate a large contributor to the lack of female engineers and by extension managers (and there are even less minority managers of any gender) is the lack of role models. It's hard (not to mention lonely) to get to the top when it is difficult to relate to those in the positions to which you aspire. More importantly, it is a rare person who can provide meaningful feedback during your career to help you get there. This is particularly problematic for females as some managers are so concerned about hurting someone's feelings they will avoid giving any feedback. While I don't argue that this is definitely a sign of a bad manager, it seems to be all too common when someone who was a very good engineer was "promoted" to a management level with no training in how to be a manager. Our industry needs to do a much better job of having both an "engineer expert" and "management" track that allows equal promotions, pay increases, etc. that matches a person's strengths. In addition, diverse role models are really important to the future success of our industry. Diversity in staff at all levels has been shown to increase profits which is beneficial for everyone.    


------------------------------
Stephanie Slocum P.E., M.ASCE
Associate Principal
Hope Furrer Assoc Inc
State College PA
------------------------------

Patricia, I am new to this forum. I wanted to circulate the following information to as many women CEs as possible.
Perhaps you, and others, can help.

The National Academies Press

This year marks the 10th anniversary of Beyond Bias and Barriers. While strides have been made since the release of this groundbreaking report, there is still much work to be done towards eliminating gender bias in the science and engineering workforce. 

 

http://us4.campaign-archive2.com/?u=eaea39b6442dc4e0d08e6aa4a&id=0510e152a3&e=4c017746e4

 

Downloaded 16JUN2017

 

7 pdf Book titles available for download.

Already paid for with your tax dollars.

Thank you for your time and consideration.

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

So, after a bit more research, I located the following below.

SBP: The Roots of Female Underrepresentation in STEM and Beyond: Exploring the Development of Gender Stereotypes about Intelligence

ABSTRACT

This project examines the development of a key factor leading to women's underrepresentation in science and technology. Specifically, it examines the development of the cultural stereotype that links males but not females with intellectual brilliance and genius. Previous research has found that academic disciplines that are believed to require a "spark of genius" tend to have the largest gender gaps. Because many science fields are portrayed in such terms, the "brilliance = males" stereotype may be an important factor in explaining the persistent gender gap in these disciplines. The primary goal of this research is understanding how this stereotype is acquired over the course of development. Investigating the development of this stereotype will inform how the stereotype might steer capable young women away from pursuing careers in science and technology and may also inform the optimal timing of potential interventions to block its adverse effects. 

 

Start Date:	August 15, 2016
End Date:	July 31, 2019 (Estimated)
Awarded Amount to Date:	$1,033,266.00
Investigator(s):	Andrei Cimpian acimpian@... (Principal Investigator)
Sponsor:	New York University 70 WASHINGTON SQUARE S NEW YORK, NY 10012-1019 (212)998-2121
NSF Program(s):	SOCIAL PSYCHOLOGY, RES ON GENDER IN SCI & ENGINE, DS - Developmental Sciences

 

https://www.nsf.gov/awardsearch/showAward?AWD_ID=1733897&HistoricalAwards=false

 

Good to see our tax dollars at work!

Cheers. 

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Just some fact-based information to randomly sample part of our past and present, with a quick glance towards part of a desired future.

• GE today announced goals of having 20,000 women to fill STEM roles at GE by 2020 and obtaining 50:50 representation for all our technical entry-level programs. The program will significantly increase the representation of women in its engineering, manufacturing, IT and product management roles ­- a strategy necessary to inject urgency into addressing ongoing gender imbalance in technical fields and fully transform into a digital industrial company.

http://www.gereports.com/engineering-future-ges-goal-bridge-stem-gender-gap-2020/

• Technology and engineering suffer from a lower participation rate of women, holding back the pace at which these sectors can advance and their overall contribution to the economy. In the U.S. today, women account for 47% of total employment, but just 27% of manufacturing employment. These percentages are even lower in the engineering and IT sectors, with women encompassing only 14% of all engineers and 25% of IT professionals. This under-representation corresponds to leadership roles as well.

http://www.clarkson.edu/temp/GE_Balance_The_Equation.html

• Mildred Dresselhaus, a pioneer in nanoscience, also known as the "Queen of carbon science," passed away February 20, 2017. She was 86.

A celebrated and loved member of the science community, Dresselhaus  was the first woman to win the National Medal of Science in Engineering and has continued to inspire the women in STEM who came after her.

http://www.makers.com/blog/remembering-mildred-dresselhaus-women-stem

• 'My competitive advantage is not giving up'.

An inspiring quote by S.Stefan from

                           http://invent.ge/2ostifk   

 

Cheers.

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Until an average person treat a female engineer/scientist or any profession the same way as the male counter-part, there won't be much progress in equal representation.  I have been in the academic arena of civil engineering for 35 years.  The progress I saw and personally experience was:  35 years ago - I was told at my face that I (being female) don't belong; few years ago - I got the silence treatment; now - I can afford to ignore them.  

In the era of collaborative research, silence treatment is not progress.  Being ignored by your colleagues reduces your chances of getting grants and tenure.  One interesting observation I have is that my male colleagues are perfectly happy to have female graduate students or students in the class.  They just cannot accept the concept of female colleagues.  The former represents some one whom he has power/control over.  

I also saw an ever increasing number of strategic plans or goals to increase female faculty, diversity, etc. in engineering from university presidents.  This top down concept is fruitless in university because I am not aware of anyone who got the tenured revoke by ignoring or not collaborating with their female colleagues.  I found the climate in the engineering firms a little warmer as long as you have the right boss.  My unscientific conclusion is that there is a bottom line (profit/productivity) in private industry.  There is no accountability in government or universities.  

Another interesting observation in my 35 years is that studies throughout almost 4 decades has not reveal anything I have not seen or learned 35 years ago.  Proposed solutions are about the same.  The results was marginally successful.  Changing one's attitude is not an easy task when there is neither carrot nor stick.

While I am pleased to see our student body in civil engineering is about 50-50 in gender distribution, it is a small program in a private university.  The same distribution does not occur in large state universities.  Ultimately, gender distribution is not close to be equal at the student level which affects the professional level.

35 years ago, some one said that while women do not need engineering to be successful, the other way around is not true.  It is obvious to me that either certain part of our society has not wised up or they really don't care.  I am hopeful the climate for women engineers will improve faster than glacial retreat but not optimistic.

------------------------------
Karen Chou Ph.D., P.E., F.ASCE
Assist. Chair & Clinical Prof.
Northwestern University
Evanston IL
------------------------------

Original Message:
Sent: 06-20-2017 23:38
From: William Hayden
Subject: Female Engineers

Just some fact-based information to randomly sample part of our past and present, with a quick glance towards part of a desired future.

• GE today announced goals of having 20,000 women to fill STEM roles at GE by 2020 and obtaining 50:50 representation for all our technical entry-level programs. The program will significantly increase the representation of women in its engineering, manufacturing, IT and product management roles ­- a strategy necessary to inject urgency into addressing ongoing gender imbalance in technical fields and fully transform into a digital industrial company.

http://www.gereports.com/engineering-future-ges-goal-bridge-stem-gender-gap-2020/

• Technology and engineering suffer from a lower participation rate of women, holding back the pace at which these sectors can advance and their overall contribution to the economy. In the U.S. today, women account for 47% of total employment, but just 27% of manufacturing employment. These percentages are even lower in the engineering and IT sectors, with women encompassing only 14% of all engineers and 25% of IT professionals. This under-representation corresponds to leadership roles as well.

http://www.clarkson.edu/temp/GE_Balance_The_Equation.html

• Mildred Dresselhaus, a pioneer in nanoscience, also known as the "Queen of carbon science," passed away February 20, 2017. She was 86.

A celebrated and loved member of the science community, Dresselhaus  was the first woman to win the National Medal of Science in Engineering and has continued to inspire the women in STEM who came after her.

http://www.makers.com/blog/remembering-mildred-dresselhaus-women-stem

• 'My competitive advantage is not giving up'.

An inspiring quote by S.Stefan from

                           http://invent.ge/2ostifk   

 

Cheers.

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Possible Evidence of A Needed Early 21^st Century Paradigm Shift (?)

 

"There's a lot of data that shows when there's one woman on the board, it's much more likely that there will be a second woman on the board," said Huffington, according to several people who heard the remarks.

"Actually," Bonderman interjected, "what it shows is, it's much likely there'll be more talking." [1]

Interesting point. And upon reflection, generationally understandable.

Recall, it's from a man grounded in the ways of past generations.

Men from those older generations grew up being taught that men hunted, And women stayed home to have and raise children, cooked, and sewed. Those older men 'shaped' the younger men, and those women 'shaped' the younger women. It wasn't accidental. Both genders believed it was "The Right Thing To Do."

Now, "Flash forward."

It's 2017, moving rapidly towards 2020, 2030, 2040.

Today executives send their senior managers to training to learn how to become active listeners, build relationships, empathize with clients, form stronger trust relationships. Sound familiar?

Sure it does.

Those are inherent (potential) life skills that some 75% or more of the women bring to the workplace every day, hampered only by the men who were programmed to eliminate "More Talking" when options, alternatives, and strategic decisions are on the table.

What Is The Early 21^st Century Paradigm Shift (?)

The critical need for men at all senior and executive levels of management in all profit and non-profit enterprises to begin their journey in learning and practicing active listening. Maybe start by making their first response to another's statement "That's an interesting point, please tell me more" before they begin to express themselves.

 

• If not now, when? If not you, who?           Plan -->   Do -->   Study --> Act -->

[1] https://www.washingtonpost.com/news/the-switch/wp/2017/06/13/a-top-uber-board-member-just-cracked-a-joke-about-women-at-the-worst-possible-time/?utm_term=.b60fc6e74793

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Original Message:
Sent: 06-22-2017 01:18
From: Karen Chou
Subject: Female Engineers

Until an average person treat a female engineer/scientist or any profession the same way as the male counter-part, there won't be much progress in equal representation.  I have been in the academic arena of civil engineering for 35 years.  The progress I saw and personally experience was:  35 years ago - I was told at my face that I (being female) don't belong; few years ago - I got the silence treatment; now - I can afford to ignore them.  

In the era of collaborative research, silence treatment is not progress.  Being ignored by your colleagues reduces your chances of getting grants and tenure.  One interesting observation I have is that my male colleagues are perfectly happy to have female graduate students or students in the class.  They just cannot accept the concept of female colleagues.  The former represents some one whom he has power/control over.  

I also saw an ever increasing number of strategic plans or goals to increase female faculty, diversity, etc. in engineering from university presidents.  This top down concept is fruitless in university because I am not aware of anyone who got the tenured revoke by ignoring or not collaborating with their female colleagues.  I found the climate in the engineering firms a little warmer as long as you have the right boss.  My unscientific conclusion is that there is a bottom line (profit/productivity) in private industry.  There is no accountability in government or universities.  

Another interesting observation in my 35 years is that studies throughout almost 4 decades has not reveal anything I have not seen or learned 35 years ago.  Proposed solutions are about the same.  The results was marginally successful.  Changing one's attitude is not an easy task when there is neither carrot nor stick.

While I am pleased to see our student body in civil engineering is about 50-50 in gender distribution, it is a small program in a private university.  The same distribution does not occur in large state universities.  Ultimately, gender distribution is not close to be equal at the student level which affects the professional level.

35 years ago, some one said that while women do not need engineering to be successful, the other way around is not true.  It is obvious to me that either certain part of our society has not wised up or they really don't care.  I am hopeful the climate for women engineers will improve faster than glacial retreat but not optimistic.

------------------------------
Karen Chou Ph.D., P.E., F.ASCE
Assist. Chair & Clinical Prof.
Northwestern University
Evanston IL
------------------------------

Dr. Chou, Thank you for sharing part of your journey to date. I recall a young woman attorney in Houston, TX, 1980's, who told the following of her first time being invited into a boardroom meeting with internal colleagues. As one of the older guys walked in, he said "Hey Honey, how about making us some coffee?" Well, she did. And she told me it was the damn worst pot she ever could have made. They never asked that of her again!

Anyway Dr. Chou, as your time allows, I hope you will read some of the publications provided in the earlier links I sent. They provide, perhaps from your perpsective, "Nothing new," but for the young and mid-career woman educators and practitioners you choose to be under your mentor/leadership, they may be  new "Stepping Stones" to a better future.

Others may slow you down, but only you have the power to quit!

It ain't over until you say its over!

Cheers,
Bill


------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------

Original Message:
Sent: 06-22-2017 01:18
From: Karen Chou
Subject: Female Engineers

Until an average person treat a female engineer/scientist or any profession the same way as the male counter-part, there won't be much progress in equal representation.  I have been in the academic arena of civil engineering for 35 years.  The progress I saw and personally experience was:  35 years ago - I was told at my face that I (being female) don't belong; few years ago - I got the silence treatment; now - I can afford to ignore them.  

In the era of collaborative research, silence treatment is not progress.  Being ignored by your colleagues reduces your chances of getting grants and tenure.  One interesting observation I have is that my male colleagues are perfectly happy to have female graduate students or students in the class.  They just cannot accept the concept of female colleagues.  The former represents some one whom he has power/control over.  

I also saw an ever increasing number of strategic plans or goals to increase female faculty, diversity, etc. in engineering from university presidents.  This top down concept is fruitless in university because I am not aware of anyone who got the tenured revoke by ignoring or not collaborating with their female colleagues.  I found the climate in the engineering firms a little warmer as long as you have the right boss.  My unscientific conclusion is that there is a bottom line (profit/productivity) in private industry.  There is no accountability in government or universities.  

Another interesting observation in my 35 years is that studies throughout almost 4 decades has not reveal anything I have not seen or learned 35 years ago.  Proposed solutions are about the same.  The results was marginally successful.  Changing one's attitude is not an easy task when there is neither carrot nor stick.

While I am pleased to see our student body in civil engineering is about 50-50 in gender distribution, it is a small program in a private university.  The same distribution does not occur in large state universities.  Ultimately, gender distribution is not close to be equal at the student level which affects the professional level.

35 years ago, some one said that while women do not need engineering to be successful, the other way around is not true.  It is obvious to me that either certain part of our society has not wised up or they really don't care.  I am hopeful the climate for women engineers will improve faster than glacial retreat but not optimistic.

------------------------------
Karen Chou Ph.D., P.E., F.ASCE
Assist. Chair & Clinical Prof.
Northwestern University
Evanston IL
------------------------------

What might women engineers learn from other women engineers who have successfully 'engineered' their path?

Consider looking into the life and works of Jamey Barbas, P.E.

Jamey Barbas PE Senior Vice President of Global Practice for Major Structures, Berger Group Holdings, Inc.

 

Background

Ms. Jamey Barbas, PE has been Senior Vice President of Global Practice for Major Structures at Berger Group Holdings, Inc [1] since January 2014. Ms. Barbas has extensive experience managing major projects across the United States and abroad. She is a registered professional engineer with over 30 years of experience in bridge design and construction, with an emphasis on complex and long span bridges. Ms. Barbas served as Global Director of Strategic Projects at Hardesty .

 

 

Tappan Zee: New engineer takes over [2]

 

 

The New NY Bridge Project Director presents to NYSSPE Members on boat tour of New NY Bridge Construction [3] 

 

Frequently Asked Questions: [4]

 

Q:	Who oversees the project for the Thruway Authority?
A:	Jamey Barbas, P.E., is the Project Director. Ms. Barbas has more than 30 years of experience in bridge design, construction and inspection with a special emphasis on complex and long-span bridges. She is an expert in leading major infrastructure projects and in alternative delivery methods such as design/build.

[1] Source: http://www.bloomberg.com/research/stocks/private/person.asp?personId=140080196&privcapId=140987460&previousCapId=140987460&previousTitle=Berger%20Group%20Holdings,%20Inc. downloaded 08AUG2017

[2] http://www.lohud.com/story/news/local/tappan-zee-bridge/2015/11/23/tappan-zee-new-engineer-takes-over/76100614/

[3] http://nysspe.org/2017/06/20/the-new-ny-bridge-project-director-presents-to-nysspe-members-on-boat-tour-of-new-ny-bridge-construction/

[4] http://www.newnybridge.com/wp-content/uploads/2017/08/New-NY-Bridge-August-2017-Monthly-Newsletter_links.htm

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Amherst NY

"It is never too late to be what you might have been." -- George Eliot 1819 - 1880
------------------------------

Original Message:
Sent: 06-22-2017 11:58
From: William Hayden
Subject: Female Engineers

Dr. Chou, Thank you for sharing part of your journey to date. I recall a young woman attorney in Houston, TX, 1980's, who told the following of her first time being invited into a boardroom meeting with internal colleagues. As one of the older guys walked in, he said "Hey Honey, how about making us some coffee?" Well, she did. And she told me it was the damn worst pot she ever could have made. They never asked that of her again!

Anyway Dr. Chou, as your time allows, I hope you will read some of the publications provided in the earlier links I sent. They provide, perhaps from your perpsective, "Nothing new," but for the young and mid-career woman educators and practitioners you choose to be under your mentor/leadership, they may be  new "Stepping Stones" to a better future.

Others may slow you down, but only you have the power to quit!

It ain't over until you say its over!

Cheers,
Bill


------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------


Original Message:
Sent: 06-22-2017 01:18
From: Karen Chou
Subject: Female Engineers

Until an average person treat a female engineer/scientist or any profession the same way as the male counter-part, there won't be much progress in equal representation.  I have been in the academic arena of civil engineering for 35 years.  The progress I saw and personally experience was:  35 years ago - I was told at my face that I (being female) don't belong; few years ago - I got the silence treatment; now - I can afford to ignore them.

In the era of collaborative research, silence treatment is not progress.  Being ignored by your colleagues reduces your chances of getting grants and tenure.  One interesting observation I have is that my male colleagues are perfectly happy to have female graduate students or students in the class.  They just cannot accept the concept of female colleagues.  The former represents some one whom he has power/control over.

I also saw an ever increasing number of strategic plans or goals to increase female faculty, diversity, etc. in engineering from university presidents.  This top down concept is fruitless in university because I am not aware of anyone who got the tenured revoke by ignoring or not collaborating with their female colleagues.  I found the climate in the engineering firms a little warmer as long as you have the right boss.  My unscientific conclusion is that there is a bottom line (profit/productivity) in private industry.  There is no accountability in government or universities.

Another interesting observation in my 35 years is that studies throughout almost 4 decades has not reveal anything I have not seen or learned 35 years ago.  Proposed solutions are about the same.  The results was marginally successful.  Changing one's attitude is not an easy task when there is neither carrot nor stick.

While I am pleased to see our student body in civil engineering is about 50-50 in gender distribution, it is a small program in a private university.  The same distribution does not occur in large state universities.  Ultimately, gender distribution is not close to be equal at the student level which affects the professional level.

35 years ago, some one said that while women do not need engineering to be successful, the other way around is not true.  It is obvious to me that either certain part of our society has not wised up or they really don't care.  I am hopeful the climate for women engineers will improve faster than glacial retreat but not optimistic.

------------------------------
Karen Chou Ph.D., P.E., F.ASCE
Assist. Chair & Clinical Prof.
Northwestern University
Evanston IL
------------------------------


Original Message:
Sent: 06-20-2017 23:38
From: William Hayden
Subject: Female Engineers

Just some fact-based information to randomly sample part of our past and present, with a quick glance towards part of a desired future.

• GE today announced goals of having 20,000 women to fill STEM roles at GE by 2020 and obtaining 50:50 representation for all our technical entry-level programs. The program will significantly increase the representation of women in its engineering, manufacturing, IT and product management roles ­- a strategy necessary to inject urgency into addressing ongoing gender imbalance in technical fields and fully transform into a digital industrial company.

http://www.gereports.com/engineering-future-ges-goal-bridge-stem-gender-gap-2020/

• Technology and engineering suffer from a lower participation rate of women, holding back the pace at which these sectors can advance and their overall contribution to the economy. In the U.S. today, women account for 47% of total employment, but just 27% of manufacturing employment. These percentages are even lower in the engineering and IT sectors, with women encompassing only 14% of all engineers and 25% of IT professionals. This under-representation corresponds to leadership roles as well.

http://www.clarkson.edu/temp/GE_Balance_The_Equation.html

• Mildred Dresselhaus, a pioneer in nanoscience, also known as the "Queen of carbon science," passed away February 20, 2017. She was 86.

A celebrated and loved member of the science community, Dresselhaus  was the first woman to win the National Medal of Science in Engineering and has continued to inspire the women in STEM who came after her.

http://www.makers.com/blog/remembering-mildred-dresselhaus-women-stem

• 'My competitive advantage is not giving up'.

An inspiring quote by S.Stefan from

                           http://invent.ge/2ostifk   

 

Cheers.

------------------------------
William Hayden Ph.D., P.E., CP, F.ASCE
Management Quality By Design, Inc.
Amherst NY
------------------------------