Hi Silky,
Thank you so much for this thought-provoking question! About a month ago, I participated in an open discussion on how individuals and firms were adjusting to the new work-from-home arrangements. There were perhaps 40 people and over 30 engineering firms represented on the call, and it was fascinating to hear the various viewpoints shared. Though the conversation ranged widely to include discussion of firm strategies and the economic impacts of COVID-19, here are a couple of takeaways which resonate with Glenn's thoughts above and relate specifically to your question about distributed workforce:
- The biggest challenge at the moment is simply staying connected, and maintaining the personal relationships we rely on to do our work effectively. The traditional engineering mentor/apprentice model also breaks down a little as we struggle to draw, analyze, and teach without in-person interaction.
- Interestingly, individuals who were already working remotely prior to the pandemic observed a shift in the common perception that remote work is ineffective. Perhaps those who were skeptical before may now realize there are ways to remain accountable while physically separated from the office environment.
As Glenn noted, the distributed workforce model has many potential benefits, chief among them the ability to offer more flexible working arrangements, and the ability to attract and retain a more diverse workforce. To me, these two are inextricably linked, as women and other under-represented minorities are also traditionally more likely to request work flexibility. However, in recent weeks and months, I have observed and am encouraged by our industry's ability to accommodate flexibility for any number of unique working situations, and look forward to seeing how things continue to shift.
So while I don't have a great answer to your specific question regarding company inclusion initiatives, I do think that individuals and firms should strive to:
- Acknowledge the need for flexibility, now and potentially well into the future
- Honestly assess the impacts of flexible schedules and hours on everyday business practices and operations, and
- Create a culture where it is acceptable to work remotely or alternative hours, so long as you actively hold yourself accountable to clients and coworkers (this last one is easier said than done!)
I think firms who are able to achieve this will likely navigate the current and future work environments with the highest staff engagement and retention.
Thanks again for the great question. I would love to hear your thoughts and to continue the conversation at any time. Best regards,
Rose
------------------------------
Rosemarie McClure P.E., M.ASCE
Senior Consulting Engineer
Simpson Gumpertz and Heger
Chicago IL
------------------------------
Original Message:
Sent: 05-12-2020 06:08 PM
From: Glenn Bell
Subject: Meet the Leaders: Ask Me Anything
Hi Silky,
Wow. These are tough but very relevant questions for today. Let me start by saying that I consider myself far from expert in this area. Many have more relevant experience with distributed workforce models than I. But let me give this a shot, based on (1) my 22 years as CEO of a structural engineering company that grew to over 600 people with nine locations and (2) the recent experience we've all had with work-at-home/social distancing restrictions.
Are we ready to apply the distributed workforce model for engineering companies now? If a distributed work force model can mean some time in a common office environment and at least periodic face-to-face interactions, then perhaps yes. If it means nearly all individuals working in remote isolation with rare personal interaction, I don't think so at this time. I have been amazed, however, at how far the current pandemic has successfully pushed us in this direction.
There are many potential benefits of distributed workforce models, among them: ability to attract and retain diverse professionals from a broader geographic space, potentially distraction-free workspaces, flexible work hours, time, cost, and reduced carbon footprints from not commuting, and enhanced personal productivity through ability to embrace different work styles. But you asked about challenges. Here are a few that come to mind:
- Work teams are most effective when built on relationships of trust, and, in my experience, that trust is built through face-to-face personal interactions, not necessarily continuously but at least occasionally. The solution: provide periodic opportunities for important personal relationships to be built through personal interaction. Some of that interaction can be professional and some social.
- Information and system security is much harder to ensure with a remote workforce. The solution: perhaps this will improve to acceptable levels at reasonable cost with increases in technology.
- Certain types of work, particularly creative team endeavors, are more effective with in-person teams. As much as technology has advanced, it cannot replicate the spontaneity, subtlety, and synergy of face-to-face exercises. The solution? Short term: accommodate in-person team events when needed. Long term: maybe technology will get there some day.
Can we apply distributed workforce models to construction companies? I imagine for office operations it's little different than for engineering companies. For field construction I think we're some ways away from robots doing it all.
Top three inclusion initiatives for remote working environments? Off the top of my head I would say that creating cultures with communication and support systems that make people feel valued, accepted, respected, and equitably secure would be most important. The reasons are self-evident. Tolerance for different work styles is critical. Clear, equitable, and transparent recognition and advancement policies are a must. All of this must be backed up by effective, company-wide training.
Thanks for challenging me today. I hope you find this informative.
Sincerely,
Glenn
------------------------------
Glenn Bell P.E., S.E., CP, F.SEI, F.ASCE
Glenn R. Bell Consulting
Acton MA
Original Message:
Sent: 05-12-2020 03:13 PM
From: Silky Wong
Subject: Meet the Leaders: Ask Me Anything
My questions to the SEI leaders is as follows:
- What do you think of applying the distributed workforce model in engineering companies from now on? What are the currently known potential challenges, and solutions to those challenges?
- What do you think of applying the distributed workforce model in the construction environment from now on? What are the currently known potential challenges, and solutions to those challenges?
- From your experience, what are the top three new inclusion initiatives (such as hiring, corporate giving, work hours, diversity, skill sets, etc) for companies to launch now in order to address the remote working environment? Why are they more important as compared to other initiatives?
------------------------------
Silky S. K. Wong, Ph.D., S.E., P.E., CEng MICE, LEED AP
______________________
The Dow Chemical Company
Civil Engineering Department
Lead Civil/Structural Engineer TES
Central Engineering – Houston
HDC Phone : 281-966-2077
<maskemail>SSWong@...</maskemail>
Original Message:
Sent: 05-11-2020 07:02 PM
From: Brittany Boyce
Subject: Meet the Leaders: Ask Me Anything
Hello,
Welcome to the May edition of Meet the Leaders: Ask Me Anything! Featuring @Glenn Bell and @Rosemarie McClure. (Review their bios).
One of the staple events at SEI's Structures Congress is the Meet the Leaders breakfast where students and young professionals get the chance to sit down with leaders in small groups and pick their brains in an informal mentoring session and gain career insights. With the pandemic and (most) everyone working from home we've moved this online. Last month we had David J. Odeh, P.E., S.E., SEC, F.SEI, F.ASCE, and Cherylyn Henry P.E., F.SEI, M.ASCE, join us for the inaugural thread.
This month Glenn and Rose have agreed to answer your questions on this thread. We have asked the leaders to keep their answers concise. This thread will be open for questions until 4:00 p.m EST Friday, May 15. The leaders will reply to all questions by Monday, May 18. Please skim the thread before posting to avoid duplicate questions. Please make sure to direct your question to a specific leader or both if you would like them both to respond. Moderators reserve the right to remove or consolidate duplicate questions.
If you're looking for a place to start with your questions view "A Conversation with SEI President Glenn Bell and Rose McClure on Young Professional Involvement in SEI/ASCE" from the October 22, 2019 interview done at Northeastern University.
Just a reminder – questions must comply with the ASCE Collaborate Code of Conduct.
See you in the thread!
------------------------------
Brittany Boyce Aff.M.ASCE
Senior Coordinator, SEI Communications & Operations
<maskemail>bboyce@...</maskemail>
------------------------------