Discussion: View Thread

Harassment of Women in Science and Engineering

  • 1.  Harassment of Women in Science and Engineering

    Posted 05-02-2019 06:22 PM

    A report just came out titled "Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine" (2018) [1] Here are the summary pages you should read now: 

    • page 170.  Findings and Conclusions.
    • Page 180. Recommendations.
    • page 187. RECOMMENDATION 15"Make the entire academic community responsible for reducing and preventing sexual harassment.

     All members of our nation's college campuses-students, trainees, faculty, staff, and administrators-as well as members of research and training sites should assume responsibility for promoting civil and respectful education, training, and work environments, and stepping up and confronting those whose behaviors and actions create sexually harassing environments." 

     
    [1]Source: http://nap.edu/24994    downloaded 02MAY2019 

    It is time to stop explaining away our individual and collective past.
    Yesterday is gone for each and all of us.
    Together we have today and our tomorrows.
    Let us leverage them collaboratively and cooperatively.
    Replace fear with courage, turn on the lights to remove the shadows, and stand tall with one another.
    Yes, it is time for you, me, us to transition from empathy to proactive leadership.

    Civil engineers need to be leaders in putting a stop to those behaviors, out loud, and visibly!

    Please share your thoughts on the above report, and suggest specific actions individuals in private and public organizations and institutions can take to put a stop to the harassment of women in sciences and engineering.  

     



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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


  • 2.  RE: Harassment of Women in Science and Engineering

    Posted 05-06-2019 01:26 PM
    Edited by Tirza Austin 05-06-2019 01:25 PM
    University at Buffalo School of Engineering


    <g class="gr_ gr_18 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Grammar only-ins replaceWithoutSep" id="18" data-gr-id="18">Panel</g> discusses sexual harassment in academia[1]
    Three UB administrators fielded questions and offered advice on the issue at the Women in STEM Cooperative's annual summit on Wednesday.


    [1]http://www.buffalo.edu/ubnow/stories/2019/05/women-in-stem-summit.html?utm_source=2016+UB+Reporter%2C+University+at+Buffalo+List&utm_campaign=8bd11f48b9-UBNow_05_06_2019&utm_medium=email&utm_term=0_af676811e4-8bd11f48b9-88028897  downloaded <g class="gr_ gr_19 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Style multiReplace" id="19" data-gr-id="19">06MAY2019</g>

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 3.  RE: Harassment of Women in Science and Engineering

    Posted 05-09-2019 12:28 PM
    Edited by Tirza Austin 05-09-2019 12:28 PM
    I am saddened and disturbed that we haven't made more strides in this area. In reading the recommended pages, I found it interesting that Recommendation #10 (page 184) is to lean on professional societies (like ASCE)​ to help "create culture changes that reduce or prevent the recurrence of sexual harrassment."

    I am also very curious as to why there aren't more comments on this thread. We should never be too busy to condemn, call-out, and put a stop to unprofessional behavior the demeans someone because of their gender, race, or ethnicity. But, I also wonder if sometimes it's preferable to fool ourselves into thinking this is a thing of the past, it's not my problem (until it happens to you or someone you care about), or that this behavior is confined to other types of engineers/scientists, but not civil engineers. 

    Take this Harvard Business Review article, which indicates the rise of modern sexism in fields that advocate for a "pure meritocracy" (i.e. engineering). Here's an excerpt that is relevant here:

    This body of research also shows why advocating for a "pure meritocracy" - rather than explicitly pursuing diversity - doesn't help companies overcome bias. In fact, companies that highlight "meritocracy" may actually cause greater bias against women: Experimental studies show that when an organization is referred to as a meritocracy, individuals in managerial positions favor male employees over equally qualified female employees and give them larger rewards............ Calling for a meritocracy and denying that workplace inequality still exists captures what scientists refer to as modern sexism. Modern sexism is characterized by "beliefs that discrimination against women is a thing of the past, antagonism towards women who are making political and economic demands, and resentment about special favors for women. Notably, individuals espousing such views do not regard these notions as sexist or unfair and…conclude that, given the even playing field upon which the two sexes now compete, the continuing under-representation of women in certain roles (e.g., management positions…) must be a result of women's own choices or inferiority as opposed to discrimination."

     ------------------------------
    Stephanie Slocum P.E.,M.ASCE
    Founder
    Engineers Rising LLC
    www.engineersrising.com
    ------------------------------



  • 4.  RE: Harassment of Women in Science and Engineering

    Posted 05-13-2019 07:41 AM
    Edited by Tirza Austin 05-13-2019 07:40 AM
    In my 38 years Engineering career in Canada there was one sexual harassment case, and the offender wasn't an engineer. Early in my career in Canada, the senior accountant of our engineering firm tried to pressure a young receptionist for a date. She reported him to the president who fired him on the spot without even giving him a chance to defend himself. Everyone in the firm sympathized with her; no one even questioned the guilt of that man who was already considered of low character even before the incident.

    Other than that, there's none that I know of in my Engineering career in Canada. Perhaps, I'm blessed in working with decent people. I hope that's representative of Canadian Engineering firms.

    Prior to my immigration to Canada, there was one offender in one of the five Middle Eastern countries that I worked in. None in the other four countries.


    ------------------------------
    Neil Kazen, M.Eng., M.Sc., P.Eng.
    FASCE, FCPCI, FEC,
    Retired Structural Engineering Manager, Transportation Division, SNC-Lavalin
    Toronto, Ontario, Canada
    ------------------------------



  • 5.  RE: Harassment of Women in Science and Engineering

    Posted 05-23-2019 08:05 AM
    The immediately prior post by retired Canadian Structural Engineering Manager Neil Kazen, M.Eng., M.Sc., P.Eng.,is recognized and appreciated. However, it might be better positioned in a series focused on sexual harassment that addresses the working environment outside of the one addressed by the noted NAS report and this conversation.
     
    Based on the referenced NAS report, your thoughts, opinions, and feedback are invited as to how best we might collaborate, cooperate and communicate within, and external to ASCE to immediately right those wrongs as clearly articulated within the NAS report.
     
    As Stephanie Slocum P.E., M. ASCE, Founder, Engineers Rising LLC, www.engineersrising.com, suggests in her previous comments above, on page 184, "Recommendation 10" of the report "Sexual Harassment of Women: in Academic Sciences, Engineering, and Medicine," we ought to be overtly encouraging the involvement of ASCE[1]and its Sister and Brother Professional Societies as well as other related organizations.
     
     


    [1]Committees, local sections, student sections, etc., etc., etc.

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 6.  RE: Harassment of Women in Science and Engineering

    Posted 05-24-2019 11:23 AM
    Edited by Tirza Austin 05-24-2019 11:22 AM
    It is acknowledged that this very subject, "Sexual Harassment," is not one civil <g class="gr_ gr_41 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Grammar multiReplace" id="41" data-gr-id="41">engineers</g>
    nor most folks are comfortable speaking about out loud, in public.
     
    And yet, that is part of the background "Protection" the sexual predators reply on.
     
    So, in order to better prepare ourselves, let's realize, just as we did when we sat in on our first class in chemistry,
    indeterminate structural design, and advanced calculus:
     
                     The key to mastering the subject is first understanding
                               the clear meaning of a common vocabulary.
     
    The following references are made in each and every case to the NAS Report
    "Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences,
    Engineering, and Medicine" (2018) [1]: http://nap.edu/24994    
     
    • Sexual Harassment Categories  p. 25
    • Legal Classifications  p. 26
    •  Definitions of Sexual Harassment   p. 28
    • Summary of Key Terms   p. 29
    • Public Consciousness of Sexual Harassment and Specific Sexually Harassing Behaviors  p. 32
    •  FINDINGS AND CONCLUSIONS   p. 48

     "A woman's strength should not be in her role, whatever she chooses to be, but in the power to choose that role." 
                                                                                                                    ― Brandon Sanderson, Words of Radiance


    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 7.  RE: Harassment of Women in Science and Engineering

    Posted 05-25-2019 09:37 AM
    Hayden's post is right on.  Well done.

    ------------------------------
    Kim de Rubertis P.E.,CEG,D.GE,F.ASCE
    Consulting Engineer
    Cashmere WA
    (509) 782-3434
    ------------------------------



  • 8.  RE: Harassment of Women in Science and Engineering

    Posted 05-26-2019 08:55 PM
    Edited by Tirza Austin 05-26-2019 08:55 PM

     Cases continue to arise showing a pattern of harassment towards women as indicated in the report. Here's yet another example, in which the academic institution is working to provide restitution: [1]Source: Opinion | It's Taken 5 Decades to Get the Ph.D. Her Abusive Professor Denied Her

    Nytimes remove preview
    Opinion | It's Taken 5 Decades to Get the Ph.D. Her Abusive Professor Denied Her
    In 1967, a dream was derailed. But it never died. When Marilyn Webb asked a distinguished male professor to serve on her dissertation committee at the University of Chicago, he said he would do so only if he could go to her apartment and give her baths.
    View this on Nytimes >


    So, to my original question, what is your opinion on what we can do - and/or what has your academic institution already done - to prevent harassment and discrimination in the first place? 



    [1]Source: https://www.nytimes.com/2019/05/25/opinion/sunday/gender-discrimination-abuse.html?nl=todaysheadlines&emc=edit_th_190526  downloaded <g class="gr_ gr_24 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Style multiReplace" id="24" data-gr-id="24">26MAY2019</g>


    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 9.  RE: Harassment of Women in Science and Engineering

    Posted 05-27-2019 09:14 AM
    Edited by Tirza Austin 05-27-2019 09:13 AM
    I'm shocked to read about what happened to Marilyn. Thank you for airing the story, and congratulations, Marilyn, on getting your Ph.D. in spite of everything.


    ------------------------------
    Neil Kazen, M.Eng., M.Sc., P.Eng.
    FASCE, FCPCI, FEC,
    Retired Structural Engineering Manager, Transportation Division, SNC-Lavalin
    Toronto, Ontario, Canada
    ------------------------------



  • 10.  RE: Harassment of Women in Science and Engineering

    Posted 05-27-2019 09:17 AM
    Edited by Tirza Austin 05-27-2019 09:16 AM
    Indeed an important topic.  I can tell you that my new dean has been very proactive on this.  She has required all faculty to take a series of in class training on implicit bias, discrimination and conflict resolution.  Our university also requires online training every year specifically on sexual harassment and related topics.

    I believe we still have some pockets of resistance.  Within my department, I have been very fortunate building on the works of my predecessors to now have a faculty that as of the fall with be over 1/3 women -- can still do better.  We also need to do better at attracting female students into civil engineering, though it has been improving -- if ASCE more strongly embraced the old tagline "people serving profession", it would help.

    ------------------------------
    Charles Haas F.ASCE, BCEEM
    LD Betz Professor of Environ. Eng. & Department Head - Civil, Architectural and Environmental Eng.
    Drexel University
    Philadelphia PA
    (215) 895-2283
    ------------------------------



  • 11.  RE: Harassment of Women in Science and Engineering

    Posted 05-27-2019 04:43 PM
    Re anti sexual harassment measures: my former employer, SNC-Lavalin, had code of conduct, including anti sexual harassment, training and test as a requirement for employment. That large international firm has a great reputation for good work environment, free from all kinds of harassment.

    Such codes of conduct and training should be standard requirements at every engineering and academic entity.

    ------------------------------
    Neil Kazen, M.Eng., M.Sc., P.Eng.
    FASCE, FCPCI, FEC,
    Retired Structural Engineering Manager, Transportation Division, SNC-Lavalin
    Toronto, Ontario, Canada
    ------------------------------



  • 12.  RE: Harassment of Women in Science and Engineering

    Posted 05-28-2019 07:41 AM
      |   view attached
    This RFP appears to support the recommendations of the NAS report upon which this conversation thread is based.
    It is an encouraging step in the right direction.



    The National Academies of Science, Engineering, and Medicine Transportation Research Board has just released the attached RFP for the purpose of striving to be more diverse and inclusive and to foster diversity and inclusion programs that include effective policies, plans, and practices. These programs seek to improve the public transportation workplace, reduce harassment and discrimination, foster better decision-making, increase innovation, and reduce key barriers that affect industry success.

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 13.  RE: Harassment of Women in Science and Engineering

    Posted 05-28-2019 07:38 AM
    The harassment of either a male or female in the workplace is a real thing.  I  believe that is a basic failure in the upbringing and education of individuals.  It is not just in the science, engineering and technical fields.  It is about basic respect for each other.

    Peter Fadden, PE (Retired) MASCE






  • 14.  RE: Harassment of Women in Science and Engineering

    Posted 05-30-2019 12:58 PM
    Edited by Tirza Austin 05-30-2019 12:57 PM
    NSPE Steps Out Front, & Out Loud
    Crossing the Line [1]
    As engineering attempts to attract more women, the profession must address critical cultural issues. Sexual harassment is one.
    BY EVA KAPLAN-LEISERSON
    The low percentages of women in engineering are oft-cited statistics. For instance, only about 20% of engineering graduates are female. But as efforts intensify to increase the participation of women, there's a growing recognition of obstacles that are either keeping women out of the profession or causing them to leave. One important one is sexual harassment.

    Moving Forward

    In 2016, US Representative Jackie Speier of California introduced the Federal Funding Accountability for Sexual Harassers Act to address "rampant" sexual abuse and harassment at academic institutions, which she says is driving women out of STEM. The bill, which she plans to reintroduce, would require universities to report substantiated findings of sexual abuse and harassment by research professors to federal funding agencies and give those grant-making agencies the authority to consider this information when making future funding decisions.

    "I have had it with a culture that allows for sexual harassment to continue to fester," Speier told CNN.
    "[The bill] is sending an important message to universities across the country that
    you can't hide and you can't brush these cases under the proverbial rug."



    [1]Source: Crossing the Line
    Nspe remove preview
    Crossing the Line
    Crossing the Line BY EVA KAPLAN-LEISERSON * Members quoted in these articles were allowed to remain anonymous and given fictitious names, due to the sensitive nature of the issues. The low percentages of women in engineering are oft-cited statistics. For instance, only about 20% of engineering graduates are female.
    View this on Nspe >



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 15.  RE: Harassment of Women in Science and Engineering

    Posted 05-31-2019 09:55 AM
    • 6th International Conference on Women's Issues in Transportation
    "Insights, Inclusion, and Impact:
                             Framing the Future for Women in Transportation" [1]
     
    September 10 – 13, 2019
    • International Conference on Women's Issues in Transportation, Irvine, CA
    The 2019 WIiT conference will focus on women's issues related to all aspects of travel and transportation, framed through the lens of insights, inclusion, and impact. FHWA is a sponsor of this year's conference and will advance themes from the 2014 conference including gender differences in transportation and mobility, the responsiveness of transport systems to the needs and preferences of women, transportation safety, personal security, and participation of women in decision-making, and wealth creation in the transportation sector. Staff Contact: Shari Schaftlein.
    The 2019 conference will be guided by lenses of insights, inclusion, and impact.
     
    • Inclusion:
    ·      Has an emphasis on women's needs in transportation ignited scholars' and practitioners' curiosity to broadly
           address gender equity?
    ·      Can we maintain our emphasis on transportation impacts on women and open it more broadly to gender-oriented research
          (e.g. gay/lesbian/transgender? The revised roles with in family structures?)
     

    [1]Source: http://www.cvent.com/events/6th-international-conference-on-women-s-issues-in-transportation/custom-19-c01736980c964d8093c8e32fc031e3b2.aspx  downloaded <g class="gr_ gr_28 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Style multiReplace" id="28" data-gr-id="28">30MAY2019</g>

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 16.  RE: Harassment of Women in Science and Engineering

    Posted 06-02-2019 08:37 AM
    Edited by Tirza Austin 06-02-2019 08:37 AM
    It is approaching time to plan the formation of a multi-disciplined task force[1] to follow up on the implementation of the programs/projects recommended by the NAS report (see earlier posts herein).
     
    During this initial formation/planning phase to construct the most appropriately balanced task force, it will be wise to include invitations to members from specialized fields of study outside of civil engineering to support our understanding of the complexity of what we will be addressing.
     
    In prior discussions, many of us have already agreed that most challenges we face can be captured within the following four general categories:
    a.   People
    b.   Process
    c.   Technology
    d.   Leadership
     
    And of these four, the only <g class="gr_ gr_33 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Grammar replaceWithoutSep" id="33" data-gr-id="33">one</g> civil engineers master most of the time is technology. This awareness helps us to identify those categories wherein subject-matter experts from other specialties will be highly valued as partners in this profession-changing academic experience. Some non-CE specialties to consider:
     
    ·     Dr. W. Edwards Deming: "System of Profound Knowledge." [2]
     
    ·     Kurt Lewin[3]: Kurt Lewin´s "Force Field Theory of Change | Organizational Change" [4]
     
              Also, B = f (I, E), where B, the observed behavior of an individual; I, the individual; and E, the psychological life space within which the individual was observed at the time of the behavior noted.

    ·     Sexual Harassment: "Sexual Harassment: Have We Made Any Progress?"  [5]

    While there may be more, the above is noted to make the point that we CEs will need non-CE partners if we <g class="gr_ gr_111 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Style multiReplace" id="111" data-gr-id="111">intend </g>
    <g class="gr_ gr_111 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Style multiReplace" id="111" data-gr-id="111">to</g> get this right the first time . . . and every time thereafter!


    [1]NOT another "Committee!"
    [2]Source: https://deming.org/explore/so-pkdownloaded 02JUN2019
    [3]Social Psychology.
    [4]https://www.youtube.com/watch?v=koI6EXec4Yc    4:38
    [5]https://www.apa.org/pubs/journals/features/ocp-ocp0000054.pdf

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 17.  RE: Harassment of Women in Science and Engineering

    Posted 06-02-2019 06:53 PM
      |   view attached
    Please consider the information on the attachment, taken from a recent Columbia University study.

    Thanks.

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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

    Attachment(s)

    docx
    Columbia University.docx   124 KB 1 version


  • 18.  RE: Harassment of Women in Science and Engineering

    Posted 06-02-2019 06:53 PM
      |   view attached
    "Girls in Tech" attached provides yet another view of what we seem to agree is a widespread problem that needs men to act responsibly in their relationships with women in the workplace.  It shouldn't be difficult.  Why is it a problem?

    ------------------------------
    Kim de Rubertis P.E.,CEG,D.GE,F.ASCE
    Consulting Engineer
    Cashmere WA
    (509) 782-3434
    ------------------------------

    Attachment(s)

    pdf
    Girls in Tech.pdf   1.74 MB 1 version


  • 19.  RE: Harassment of Women in Science and Engineering

    Posted 06-02-2019 06:55 PM
    Dear William, thank you for sharing this valuable resource. I will suggest its reading to our student chapter members. It is hard to know that some students think that some behaviours are "normal", or worst, some of them don't report fearing any kind of retaliation.

    ------------------------------
    Andres Guzman Ing.,M.ASCE
    Associate Professor
    UNIVERSIDAD DEL NORTE
    Barranquilla
    573004284680
    ------------------------------



  • 20.  RE: Harassment of Women in Science and Engineering

    Posted 06-03-2019 10:03 PM
      |   view attached
    Resources For Your Proactive Task Force:
    The information presented on the attachment is for your review and dissemination to colleagues and associates
    whom you will be striving to transform from a group of individual, caring professionals into a caring, professional team.
    Truth is, most of us men, while sincere, are a bit intimidated as to what we might do next <g class="gr_ gr_348 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Punctuation multiReplace" id="348" data-gr-id="348">. .</g> .exactly . . . and
    how we might do it, without tripping all over ourselves, despite our best intentions.

    "Wouldn't it be nice if. . . "

    a. We remember that "Structure follows Strategy."
    b. We recall that calling a group of experts assigned to work together a "Team" does not make that so.
    First, there needs to be evidence of "Teamwork."
    c. By now, hopefully, the "Age-Challenged" have learned that "Ostrich Management" and
    "Mushroom Management" never did, and in the 21st Century will never work.
    d. Traditional association/society problem-solving process step 1., i.e., "Form, then hand "It"
    off to a committee" is a non-starter here.
    e. We recognize that given the core of the "VICTIMS" are women, how long will it take to realize that
    no less than 75% of the 'to be formed' new "Change Sexual Harassment Now Task Force" will be led and managed by
    women?

    Request:
    First, please read the resources referenced on the attachment.
    Then, view the video clips provided.
    Also, do your own <g class="gr_ gr_2324 gr-alert gr_spell gr_inline_cards gr_disable_anim_appear ContextualSpelling ins-del" id="2324" data-gr-id="2324">due-diligence</g> and see what critical information might have been missed.
    Finally, re-read the above, bold, direct, assertive notes, and certainly improve them.

    Now, come back to all of us in this conversation, and provide a project plan with a rough outline of
    tasks and timeline between now and November 30, 2019.

    You can do it, you've worked before on more difficult projects with shorter timelines and
    a more ridiculous budget!

    Cheers,
    Bill


    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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

    Attachment(s)



  • 21.  RE: Harassment of Women in Science and Engineering

    Posted 06-04-2019 07:48 AM
    Edited by Tirza Austin 06-04-2019 07:47 AM
    Bill,
    I've happily and successfully mentored quite a few women in dam engineering, a field historically owned by men.  I agree that immunity from harassment for a woman engineer serving in a male dominated arena can be tricky, but put the woman in charge and that I believe reduces the likelihood of harassment.  At risk are support women who make the office work.  As the gap between them and the boss man increases, their exposure to harassment increases. 
    Of my successful mentees, I don't believe any of them would have had difficulty repelling an unwanted advance.  Maybe we need to train women to train women in how to deal with harassment.
    Cheers,
    Kim






  • 22.  RE: Harassment of Women in Science and Engineering

    Posted 06-06-2019 10:41 AM
    This is interesting because a colleague and I have a research project we've been working on for about a year and a half on ways women in construction navigate the barriers toward advancement they find in construction management. We've reached out to all the women in construction associations and have leveraged personal contacts in industry with little to show for it. We have received lots of interest in the study but very little interest in participating in the research. We've had the response tool open for about a year and have only 16 valid responses. Not near enough to provide data concentration. As I think about why our research project has so much support but is experiencing difficulty gaining traction, I think about the data showing women in construction management roles make up about 4% of the workforce - that's a small pool of people to target for data - coupled with the fact we are asking them to share about experiences that led to their gaining advances and perhaps it's not something WIC are comfortable talking about. Of the responses we did receive a few greatly surprised me; a few were very negative and very outspoken about women mentors unwillingness to mentor other women in construction - I did not expect that. I wish I could share their verbatim comments but they were sharply critical.

    ------------------------------
    Jesse Kamm PhD, PMP, A.M.ASCE
    Senior Vice President of Construction Management
    ------------------------------



  • 23.  RE: Harassment of Women in Science and Engineering

    Posted 06-06-2019 07:31 PM
    Edited by Tirza Austin 06-06-2019 07:31 PM
    Might The Art & Science of The Forensic Engineering Process Help?
    As noted in the paper:
    "How to Transform Failure into Success: Forensic Management,"[1]

    "Literature and experience suggest that while structures fail on a technical basis, the actual root cause of that failure is not solely a technical matter. This learning is common, and therefore systemic, within the practice of engineering. The corrective actions noted below suggest, in no intended order, those nontechnical matters that have driven a structure's success or failure. Failure may be defined as a project not meeting the objectives of its major stakeholders.
    Whether new or retrofitted, a structure will be the outcome of a system of management. Structural engineering is one and only one part of that system. Perhaps the most unaddressed part of the system of management is the human side. Human Systems Engineering™ recognizes and includes, with the same attention to detail as applications dealing with the technical side, anticipatable people-driven issues at the project, organizational, and individual level. The role of each component of the system of management is not to optimize its part but to focus on the intended outcome for that system. The specifics that follow are translatable, fundamental parts of the system of management derived from the application of Forensic Management."

    •    OPEN-DOOR, LIGHTS-ON, CROSS-FUNCTIONAL, MULTI-MANAGEMENT LEVEL, WOMAN & MEN FORUM EVALUATION SUGGESTION[2]
    While the paper offers still more insights, this Human Systems Engineering™ theory is presented for your thinking, scrutiny, open discussions, and consideration as still one more potential strategy for a yet-to-be-formed task force to evaluate.

    "Heat & fire produce steel!"

     
    At least 75% of great communication will be measured as "Listening" and "Observing" others.
     
    As always, thank you for reading and considering my thoughts.
     
    And of course, I may continue to be wrong!
    Hayden.

    [1]Source: by William M. Hayden Jr., Ph.D., P.E., F. ASCE, Journal of Performance of Constructed Facilities.
    February 2007. Volume 21, Issue 1. ISSN (print): 0887-3828. Sponsored by the ASCE Forensic Engineering Division.

     

     
    [2]Including and going beyond engineering professionals.

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 24.  RE: Harassment of Women in Science and Engineering

    Posted 06-06-2019 07:50 PM
      |   view attached
    Thank you Jesse Kamm, PhD, PMP, A.M. ASCE, SVP, Construction Management, for stepping out into "The Daylight!"

    Dr. Kamm writes "Of the responses we did receive a few greatly surprised me; a few were very negative and very outspoken about women mentors' unwillingness to mentor other women in construction - I did not expect that. I wish I could share their verbatim comments but they were sharply critical."

    The unambiguous facts Dr. Kamm presents are a refreshing alternative to "Committee-Speak."

    A relevant portion from an earlier Hayden post herein follows:
    "In prior discussions, many of us have already agreed that most challenges we face can be captured within the following four general categories: a. People. b. Process. c. Technology. d. Leadership. And of these four, the only one civil engineers master most of the time is "Technology." This awareness helps us to identify those categories wherein subject-matter experts from other specialties will be highly valued as partners in this profession-changing academic experience.

    Some non-CE specialties to consider:
    - Dr. W. Edwards Deming: "System of Profound Knowledge."
    - Kurt Lewin: "Force Field Theory of Change | Organizational Change"

    Also, B = f (I, E), where B, the observed behavior of an individual; I, the individual; and E, the psychological life space within which the individual was observed at the time of the behavior noted.

    While there may be more, the above is noted to make the point that we CEs will need non-CE partners if we intend to get this right the first time . . . and every time thereafter!"

    As Hayden continues to invite and seek partners for a yet-to-be-formed task force, which it is hoped Dr. Kamm will consider, the following working "Conceptual Hypothesis" is attached for your evaluation and comment/feedback.

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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

    Attachment(s)

    pdf
    CONCEPTUAL HYPOTHESIS.pdf   236 KB 1 version


  • 25.  RE: Harassment of Women in Science and Engineering

    Posted 06-08-2019 03:05 PM
    Edited by Tirza Austin 06-10-2019 04:43 PM

    THE MYTH OF EQUAL OPPORTUNITY FOR WOMEN & MEN

    Some recent fact-based information on part of the life-force boundary conditions women <g class="gr_ gr_29 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Grammar multiReplace" id="29" data-gr-id="29">struggle</g> to overcome, while professionally and successfully meeting the challenges of their daily work requirements follows.
     
    • The Future of Woman and Work [1]
    Men, women, and automation: For all of the advances of women in the workplace over the decades, many occupations, from teaching and nursing to manufacturing and engineering, remain heavily segregated by gender. 
     
    •  Big Number of the Week
    The age . . . 44 . . . at which women's earnings power tends to peak, according to new research from PayScale. The salary-comparison site found women earn a median of $66,700 at the peak of their careers. Earnings for men, on the other hand, don't peak until they hit 55 when they earn a median of $101,200.  

    Opinion

    "Yes," I understand the conclusions of this study were not exclusively based on engineering earnings and career potential within academic programs. The study and its emphasis <g class="gr_ gr_303 gr-alert gr_gramm gr_inline_cards gr_disable_anim_appear Punctuation only-del replaceWithoutSep" id="303" data-gr-id="303">though,</g> serves to provide a platform for our continued dialogue regarding part of the daily and career-long struggles women have and continue to face.
     
    We look forward to your opinions on these matters.
     
    And if you have access to more specific and relatable studies about this subject,
    please, have them posted now.
    Cheers,
    Hayden.


    [1]Source: https://careers.cmail20.com/t/ViewEmail/d/F200FDA83F4264A42540EF23F30FEDED/568130E4BF5B34FC9E794568BD214575  downloaded 07JUN2019

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 26.  RE: Harassment of Women in Science and Engineering

    Posted 06-08-2019 06:31 PM
    I had the amazing good fortune to switch the channel on
    our TV . . . .Whoops. . . ."Visual Group Home Stimulation
    Center" . . . to C-SPAN earlier today, while munching a sandwich.

    You may view the exact place I viewed, and the speaker I heard by following the directions that follow.
                            <>===============<>=====================<>
                                      JUNE 4, 2019
                              Senate Session, Part 2
     
               100TH ANNIVERSARY OF 19TH AMENDMENT [1]
     
        https://www.c-span.org/video/?461363-2/senate-session-part-2
     
     Remarks of Senator Lisa Murkowski, R-Alaska
                   2:09:15 TO 2:17:19
     
                "We have more to do."
     
     HINT:
    Unless you wish to hear what precedes Senator Murkowski's remarks,
    scroll ahead to the 2:09 time mark.

    [1]Posted on Saturday, 08JUN2019, by W.M. Hayden Jr., Ph.D., P.E., F. ASCE
    <>================<>====================<>

    Now, go back and review the basics of the content and message of post 17 above
    from Columbia University's "Spectator."

    Q. As we go into this 2020 presidential election year across our nation,
    what does the intersection of the facts of post 17, with the remarks of Senator Murkowski
    suggest our yet-to-be-formed task force might consider as an "Objective?"

    Recall that an objective has to meet the criteria of S.M.A.R.T.

    Again, thank you for reading and considering my thoughts.
    Hayden

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 27.  RE: Harassment of Women in Science and Engineering

    Posted 06-09-2019 11:02 AM
    Here are a couple of classics that help understand how we got to where we are on the issue of harassment.

    ------------------------------
    Kim de Rubertis P.E.,CEG,D.GE,F.ASCE
    Consulting Engineer
    Cashmere WA
    (509) 782-3434
    ------------------------------

    Attachment(s)

    pdf
    Page Memo re Women.pdf   26.97 MB 1 version


  • 28.  RE: Harassment of Women in Science and Engineering

    Posted 06-09-2019 05:12 PM
      |   view attached
    We have been, and are going to continue drilling down specifically on the work
    documented within the earlier referenced NAS report.
     
    Lest anyone thinks we have our heads "In the sand," I have attached a recent article based on research by the McKinsey & Company folks:
     
    "Women Matter: The present and future of women at work in Canada."
     
    Should someone feel so led to take this new information, and work with the
    Canadian Society for Civil Engineering, go to:
     
                                                   https://csce.ca/en/
     
    I came across a new expression today, i.e., new for me.
     
                    "Trust, but verify."
     
    Cheers,
    Hayden


    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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

    Attachment(s)

    docx
    Women at work in Canada.docx   123 KB 1 version


  • 29.  RE: Harassment of Women in Science and Engineering

    Posted 06-11-2019 11:13 AM
    I found this article in the Seattle Times and thought it shed additional light on harassment of women in the workplace. 

    Should the public get to see documents the Legislature now keeps secret? Washington Supreme Court to hear case Tuesday.
    The Seattle Times remove preview
    Should the public get to see documents the Legislature now keeps secret? Washington Supreme Court to hear case Tuesday.
    OLYMPIA - The Washington Supreme Court will hear arguments Tuesday on a challenge to the Legislature's longtime claim that lawmakers and officials can withhold from public view documents such as emails, calendars and reports on workplace harassment. The case comes before the court as state House officials refuse to release the most recent workplace report prepared by an outside investigator for the Legislature.
    View this on The Seattle Times >
    https://www.seattletimes.com/seattle-news/politics/washington-supreme-court-to-hear-arguments-on-case-that-found-legislative-leaders-withheld-public-records/?utm_source=marketingcloud&utm_medium=email&utm_campaign=Morning+Brief+6-10-19_6_10_2019&utm_term=


    ------------------------------
    Kim de Rubertis P.E.,CEG,D.GE,F.ASCE
    Consulting Engineer
    Cashmere WA
    (509) 782-3434
    ------------------------------



  • 30.  RE: Harassment of Women in Science and Engineering

    Posted 06-11-2019 03:43 PM
    Nice expression Hayden.

    I like "Open minded skeptic" too,

    Cheers
    Neil

    ------------------------------
    Neil Kazen, M.Eng., M.Sc., P.Eng.
    FASCE, FCPCI, FEC,
    Retired Structural Engineering Manager, Transportation Division, SNC-Lavalin
    Toronto, Ontario, Canada
    ------------------------------



  • 31.  RE: Harassment of Women in Science and Engineering

    Posted 07-09-2019 05:25 PM
    Edited by Tirza Austin 07-09-2019 05:25 PM

                    "It's The System, Not The People."

                                            -W. Edwards Deming

     

    Just like any good mystery story, the clue turns out, after one has spent countless hours of study
    and thought chasing 'rabbit trails,' to have always been 'right under our nose!'

     The title of the report that sparked my early interest is "Sexual Harassment of Women:
    Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine"
     (2018).

     Contributors

    National Academies of Sciences, Engineering, and Medicine; Policy and Global AffairsCommittee on Women in Science, Engineering, and MedicineCommittee on the Impacts of Sexual Harassment in Academia; Paula A. Johnson, Sheila E. Widnall, and Frazier F. Benya, Editors

     "So," you ask, "What's this 'clue' you now see?"

     

    "Academia" .. ..the environment or community concerned with the pursuit of research, education, and scholarship.

     

    That means that, as the "System," it has been and so far, continues to have control
    over its own governance, not unlike any large multi-national industry.

     On the chance, you think I am exaggerating, do your own diligent research into how Title IX has been
    basically protecting the sexual criminal behaviors of those within the academic institutions for years now.

     N.B.THIS IS NOT A DIVERSITY ISSUE, IT IS A CRIMINAL ONE THAT PROTECTS ACADEMIC PREDATORS BY A SPECIAL SET OF LAWS UNDER TITLE IX.

    Assault Victim Rejects Title IX Guideline Change 

    Published on Sep 7, 2017 A Washington woman who is a sexual assault victim and activist says she rejects Education Secretary Betsy DeVos' argument that Obama-era rules on investigating campus assaults need to be changed. (Sept. 7)

    Source: https://www.youtube.com/watch?v=dyvfyPFwgtw downloaded 09JUL2019


    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 32.  RE: Harassment of Women in Science and Engineering

    Posted 07-18-2019 10:33 AM
    Edited by Tirza Austin 07-18-2019 10:33 AM

    17 Inspirational Quotes By Martin Luther King Jr. About Speaking Up When It Matters [1]

    King is now widely celebrated, but his message has been watered down. For good people, staying silent isn't an option.

    1. "The hottest place in Hell is reserved for those who remain neutral in times of great moral conflict."
    2. "Every man must decide whether he will walk in the light of creative altruism or in the darkness of destructive selfishness."
    3. "Nothing in all the world is more dangerous than sincere ignorance and conscientious stupidity."
    4. "If a man has not discovered something that he will die for, he isn't fit to live."
    5. "A nation or civilization that continues to produce soft-minded men purchases its own spiritual death on the installment plan."
    6. "Injustice anywhere is a threat to justice everywhere."
    7. "Life's most persistent and urgent question is, 'What are you doing for others?'"
    8. "The ultimate measure of a man is not where he stands in moments of comfort and convenience, but where he stands at times of challenge and controversy."
    9. "The first question which the priest and the Levite asked was: 'If I stop to help this man, what will happen to me?' But... the good Samaritan reversed the question: 'If I do not stop to help this man, what will happen to him?'"
    10. "An individual has not started living until he can rise above the narrow confines of his individualistic concerns to the broader concerns of all humanity."
    11. "He who passively accepts evil is as much involved in it as he who helps to perpetrate it. He who accepts evil without protesting against it is really cooperating with it."
    12. "In the end, we will remember not the words of our enemies, but the silence of our friends."
    13. "Shallow understanding from people of good will is more frustrating than absolute misunderstanding from people of ill will."
    14. "Our lives begin to end the day we become silent about things that matter."
    15. "The ultimate tragedy is not the oppression and cruelty by the bad people but the silence over that by the good people."
    16. "There comes a time when silence is betrayal." 
    17. "We may have all come on different ships, but we're in the same boat now."

    Q1.When will it be "The Right Time" for you to become visibly and vocally involved in the process to right these apparently legally and administratively protected criminal behaviors within academia?

     Q2.Would your "Right Time"change if one of the victims was your daughter?

     Q3. What's your next step and who else will you engage to help?

    [1]Source: https://www.inc.com/bill-murphy-jr/17-inspirational-quotes-by-martin-luther-king-jr-about-speaking-up-when-it-matters.htmldownloaded 18JUL2019



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 33.  RE: Harassment of Women in Science and Engineering

    Posted 12-14-2020 10:28 AM
    William, I found your post inspiring and timely. The words of King never cease to be relevant and as active builders of the future civil engineers carry the responsibility to make choices and take action for the goodwill of all, to be critical of the status quo, and be innovators not only in the structures and systems we design but in the social fabrics in which they operate.

    ------------------------------
    Paige Adams EIT,A.M.ASCE
    Water Resources Engineer 1
    Naperville IL
    ------------------------------



  • 34.  RE: Harassment of Women in Science and Engineering

    Posted 12-14-2020 12:38 PM
    Thanks Paige for reading this continuing  series of thoughts regarding ​women's struggle for daily, real-world equity,
    not only in our engineering professions but within the fabric of men's historical privileges in societies planet-wide.

    The time is now  to move from general assertions of support in newsletters and at conferences to the yet-to-be-led achievement of strategies
    that measurably achieve pre-planned objectives.

    • Background: Some have suggested this global, gender-dysfunction started in the biblical
                                       "Garden of Eden"  when Adam had Eve fetch him an apple.

    Imagine that!

    The very first thing the very first man did was ask a woman to bring him something to eat!

    The era of "Men hunt and fish, women cook and sew" is over, at least in part. 

    Let us take it now, together, to at the least, 66.7% complete by 01JAN2026.

    Why not?

    It's overdue!

    Engineer it!

    Stay Healthy!
    Cheers,
    Bill
    p.s. Paige, please consider making a note to come back in writing at least monthly.

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 35.  RE: Harassment of Women in Science and Engineering

    Posted 05-27-2020 10:16 AM
    Edited by Tirza Austin 05-27-2020 10:16 AM

    Hi Jesse, 

    I noted your frustration with the results of your initial survey.

    "We have received lots of interest in the study but very little interest in participating in the research.” 

    Based on what I learned years ago when I faced, initially, what you report,

    I sought advice and what resulted were feedback results that were over 60 to 75% of the forms sent out.

    Most such surveys are considered “Great” if they receive 2 to 5% returns.

    What follows is what I learned. 


    1st, Design a survey form and pilot test it with a representative group.

    2nd, Study the results of the pilot test, and revise the survey form, and its collection process.

    3rd, In each of the above surveys, design a distribution and collection process that protects
    the identity of the respondents.

    4th, Within no more than 21 days after the deadline for collecting the surveys, summarize the results and publish them
    broadly across the entire organization.

    Do NOT present conclusions, just the feedback.

    Finally, after the above, learn what worked and didn't.

    Then, reload.

    Stay Healthy1

    Cheers,
    Bill

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 36.  RE: Harassment of Women in Science and Engineering

    Posted 05-27-2020 06:42 PM
    Edited by Oanh Le 06-28-2020 02:16 AM
    I want to thank Folks for creating a platform to speak out about this issue. These issues do not stop in academia. I think one of the unique perspectives as someone of the LGBT+ community experiences among many other factors, is that some of us, such as myself, also feel hesitant about being alone with someone of the same sex. It seems paradoxical, but women are just as capable of sexual harassment too, so I can understand from the opposite sex's perspective. There is a level of toxicity that this climate is uprooting and the root of the issue is something everyone wants to resolve. 

    Everyone wants to go to work free from harassment and come home, provide for themselves, and their family, if they're not single, and to also contribute to the communities that they do their work for. Many of these issues are entirely dependent on the company's working human resources department and while this is something that everyone in STEM and other fields face, there's a level of finesse that is required. I believe that this issue is heavily related to human resource practices that need training and experience necessary to appropriately handle complex issues, however it may be something that employees also require training for in order to handle discrete harassment and call it out when it happens because there is never a good time to do it later. Perhaps the most important advice may be to give employees a reason to call it out that is not too extreme, such as losing their jobs and it should be used as a last resort when all else fails.

    Naturally people are conditioned to relate HR as an employment related department, which they are, but they are also responsible for more than just that.

    Thank you,

    ------------------------------
    Oanh Le Aff.M.ASCE
    Suwanee GA
    ------------------------------



  • 37.  RE: Harassment of Women in Science and Engineering

    Posted 07-20-2019 11:24 AM

    I would like to give a bit of the female perspective on this issue. I have been in the engineering industry for more than 30 years. I started out as a drafter, then later went back to school to become an engineer. I am happy to say that I have never experienced the most blatant forms of sexual harassment outlined in the report during my career or in my time spent at universities. However, I still experience the more subtle forms of bias on a daily basis. It is often these subtle forms that lead my female colleagues to quit jobs and even leave the engineering industry entirely. Let me provide a couple of examples:

    The first example comes from the time spent at one of those mega-firms about 12 years ago. A male colleague and I were both working on the same program management contract. We both had about 20 years of experience, worked for the same supervisor, and each of us was managing one of the large high-profile projects under that contract. In the space of two years on that project, my male colleague was promoted two times without having to go through the normal application process. I, on the other hand, had to go through something that was much more rigorous than the normal process. In addition to the normal look at past job performance, and interviews with regional management staff, I was asked to prepare a lengthy document demonstrating why I should be granted a promotion. Ultimately, I was given the promotion, but felt like there were hurdles placed in front of me at every step that were not also placed in front of my male colleague. It was taken for granted that he had the skills and abilities to do the job we both were already doing, but I had to prove that I had those same skills and abilities.

    The second example is much more subtle, but one that occurs nearly every time I attend a meeting, even when I am leading it. Often, as the only female in the meeting, I am asked to take the meeting minutes. If there is more than one woman in the room, it is still one of the women that is asked to take notes. This is problematic for a couple of reasons. First, given the overwhelming prevalence of women in administrative careers, it may give the impression that the female note taker is not actually a fully-functioning member of the engineering team. Secondly, if one is busy taking notes, it often makes it more difficult to participate in the discussion. While this request is usually made without much thought, it sends subtle cues to other attendees that the woman's contributions are less valuable from an engineering perspective.

    As an industry, I think that we have made great strides in eliminating the very blatant sexual harassment that occurred in decades past, but now we need to work on the more subtle, hard-to-recognize forms and eliminate those as well. In the discussion thread and the linked articles and papers, I saw a lot of information on the barriers that women face and helping women get over them. To be candid, as a woman engineer, I really don't want help in getting over barriers. I would rather have your help in deconstructing them - and better yet - not building them in the first place. It is going to take a lot of frank conversations with our female colleagues (from men and women alike) to understand what those subtle barriers are and how to counteract them. But I am encouraged by the increasing willingness to engage in the conversation and look forward to making our workplaces more fair and inclusive for everyone.



    ------------------------------
    Melany Alliston-Brick, P.E.,M.ASCE
    Civil Engineering Practice Director, North America
    Toole Design Group, LLC
    Silver Spring, MD
    (571) 830-4272
    ------------------------------



  • 38.  RE: Harassment of Women in Science and Engineering

    Posted 07-20-2019 12:38 PM
    Precisely as Melany says. Sexual harassment is not quite as common a problem as sexual discrimination. Harassment is a lot easier to see but discrimination is very subtle and overall has a more detrimental effect on women in the profession. Both come from the same patriarchal attitudes of males in power and should be treated similarly by training.

    The latest Civil Engineering magazine has a great article on the ethics of sexual discrimination by Tara Hoke. Her article spotlights a case of blatant discriminatory statements made by an engineering executive in a public newsletter. Diversity training may help but the prevalence of support over the executive's comments show that a huge amount of training is needed for a lot of men. I have attended some Ethics seminars during ASCE meetings but can definitely see that more detailed seminars are needed to overcome these stereotypes of gender roles at work and in personal life. Obviously, you can't force a person's personal opinion on gender roles. However, you can train people to separate a personal opinion so that it doesn't inform their professional behaviors or decisions.

    ------------------------------
    Yance Marti P.E.,M.ASCE
    Civil Engineer IV
    City of Milwaukee
    Milwaukee WI
    ------------------------------



  • 39.  RE: Harassment of Women in Science and Engineering

    Posted 07-20-2019 11:41 PM
    Melany,

    It was always my practice to bring a junior engineer to meetings I led in my 45 plus years in practice.  The junior engineer was designated to take the notes of the meeting.  The junior engineer learned how to take notes and learned how a well run meeting was conducted. (Sometimes there was someone who was reeking havoc in the meeting, and the junior engineer also learned how to get control back from such an individual!) As the junior engineer was not expected to participate directly in the meeting, it allowed all others to fully participate.  I will note that I picked the junior engineer by the need for them to learn meeting skills, not by sex.  Some learned well, and some didn't.

    Peter Fadden, PE (Retired)





  • 40.  RE: Harassment of Women in Science and Engineering

    Posted 07-21-2019 10:52 AM
    Peter,

    That's great advice, and is exactly what I do most of the time.

    ------------------------------
    Melany Alliston-Brick, P.E.,M.ASCE
    Civil Engineering Practice Director, North America
    Toole Design Group, LLC
    Silver Spring, MD
    (571) 830-4272
    ------------------------------



  • 41.  RE: Harassment of Women in Science and Engineering

    Posted 07-25-2019 05:45 PM
    Edited by Tirza Austin 07-25-2019 05:44 PM
    Hi Melany, I want to thank you for setting the path for so many other women who may still wonder if it is safe to tell their story.
    You did so in a sensitive and clear manner.

    To support still more such women who are ready, we have initiated a new post, 
    "Women in Civil Engineering Profession: Challenges & Opportunities." 

    Thank you again for setting out the path.
    Cheers,
    Bill



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 42.  RE: Harassment of Women in Science and Engineering

    Posted 08-07-2019 12:23 PM

    BU Provost Speaks on Capitol Hill about Sexual Harassment in STEM [1]

     June 17, 2019

     N.B. THE PARAGRAPHS BELOW, WHILE POSTED IN ORDER, ARE "CUT & PASTE" OUT OF THE ARTICLE. GO TO THE WEBSITE TO READ THE ENTIRE ARTICLE.

    "It does no good to invest in programs to encourage young girls to pursue STEM studies if they end up in a research environment that drives them away," said committee chair Representative Eddie Bernice Johnson (D-Tex.) in opening the hearing.

    She also said BU joined more than 55 other institutions to launch the National Academies Action Collaborative on Preventing Sexual Harassment in Higher Education so colleges can learn from one another to "bring the change we seek in academia." And, she added, BU hired its first associate provost for diversity and inclusion, Crystal Williams, in 2017.

    The House committee is exploring what lessons colleges and universities have learned from their own experiences and how they've acted to prevent future incidents. The testimony is being collected in advance of a vote on House bill H.R. 36, the Combating Sexual Harassment in Science Act.

    A major finding, Johnson said, was that the public is most aware of certain types of harassment-unwanted sexual attention and sexual coercion. But the public is far less aware of gender harassment, she said, which can be verbal or nonverbal and betray hostility, objectification, or exclusion or make one gender, typically women, feel as if they have second-class status.

    [1] Source: http://www.bu.edu/articles/2019/provost-testifies-before-house-committee-sexual-harassment-in-stem/  downloaded 07AUG2019



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 43.  RE: Harassment of Women in Science and Engineering

    Posted 12-27-2019 11:02 AM

    Culture may be defined as "The way we do things here," with "Here" defining the boundaries of the group wherein behaviors are practiced, minimally, at least some 75% of the time. 

    "Why?" you ask, is this note added within this thread, "Harassment of Women in Science and Engineering?"

    Great question!


    Because it is a factual reminder that the underlying cultural dynamic that makes men and women behave within academia in such abhorrent ways is a microcosm of the larger planet-wide generational history of men abusing women simply because they can.   

    Q. After reading and considering the evidence of the span of these abhorrent  male patterns of criminal, horrific behaviors, please share your thoughts as to:

    1. What do you intend to do, behind the scene, to advance the change to the habitual discounting of women in, at the very least, the documented NAS report?
    2. What do you intend to do publicly to advance the change to the habitual discounting of women in, at the very least, the documented NAS report?

    P.S. I was delighted to read that, whether you implement "a." or "b." above,
           one attached article referenced such change as  . . . .wait for it . . . .

    "Changing our behavior is a self-engineering challenge with few equals. I'm talking about long-term, sustained change, not short-run bursts that sputter out before real change happens. .  ."

     Cheers, 
    Bill

    p.s. And please accept my sincere best wishes for you and yours as we enter. . .Can you believe it? . . .A New Year - 2 0 2 0 !



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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

    Attachment(s)



  • 44.  RE: Harassment of Women in Science and Engineering

    Posted 04-24-2020 04:24 PM

    Action Collaborative on Preventing Sexual Harassment 2020 Summit [1]

    October 19-20, 2020 at the University of Wisconsin-Milwaukee

    The Public Summit of the National Academies' Action Collaborative on Preventing Sexual Harassment in Higher Education is an open forum for those in the higher education ecosystem to collaboratively identify, discuss, and elevate innovative and effective approaches for addressing and preventing sexual harassment. 

     

    [1] https://www.nationalacademies.org/event/10-20-2020/action-collaborative-on-preventing-sexual-harassment-in-higher-education-2020-public-summit

     



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 45.  RE: Harassment of Women in Science and Engineering

    Posted 10-18-2021 01:30 PM
    Melany:
    Thank you very much for your open and frank experiences. I am a male and I can tell you that I have witnessed all the experiences you have described in my 45 yrs of practice. I am happy to say that I have always respected women and men as equals. Whenever I witnessed bias and harassment by others, I made it my point to discuss it with the offending party. I did this in private. People always need to save face and hopefully, their behavior would change. If not, it needs to be escalated and actions need to be taken. It did not matter to me if it was a subordinate or someone up the chain in the organization. I was the lucky one that had enough confidence, that even if I reprimanded my boss, they knew well enough to back off. I had 45 years of continuous employment having worked for four companies. So I know it can be done. Today I am retired but still involved as I will continue to be.

    Today I hear we need to study this and study that and write reports. The fact is bias exists in all forms and in all industries. It does need to be eradicated. People, organizations, governments can politicize movements for their own agendas resulting in never truly resolving the issue. It is unfortunate. 

    Many many years ago, I studied the subject and convinced myself, that biased behavior is toxic to what we do. We continue to see bias today everywhere. So I came to the conclusion as an individual, I will judge people only on their performance of the task at hand. Whatever the task. Performance does not matter on gender, race, color, disability or anything else.  Yes, we must include empathy in the process. It is also important how we deal with poor performance. That is another discussion.

    It took much work for me to internalize this idea. It can be done. I know it works. When I practiced this approach, I found people negatively reacted to me. It was almost like a reverse bias. They just wanted a way out.

    We have to change individuals to achieve this very important vision of no bias.

    So thank you again for communicating your experiences and good luck in your future endeavors.

    Vito

    ------------------------------
    Vito Rotondi, (Retired)
    Arch. S.E. P.E. M ASCE
    Westmont Illinois
    ------------------------------



  • 46.  RE: Harassment of Women in Science and Engineering

    Posted 05-27-2020 03:37 PM
    Edited by Oanh Le 05-27-2020 04:05 PM
    Sexual Harassment, Harassment, Retaliation, Discrimination and all the likes do not get addressed enough in this industry, and in the workforce as a whole, and may be part of that is due to the lack of training from staff. I do not believe that many people in this industry, particularly a profession that is predominantly introverted, to be exceptionally well in handling human problems, and I have seen people who are pretty adept at sweeping issues under the rug. 

    Additionally, for many people it is a call to action regarding the neglect that women and many minorities face, but just as many lack the courage to do so. It does not help that some women also perpetuate environments that are unhealthy for employees to be successful. This issue is a matter of both men and women working together to find a realistic solution because it is an on-going issue that is going to continue. It is better to be something that is addressed and prevented then to be inherited for the next generation to resolve. This is not an issue that a responsible leader would desire to pass on to their subordinate. 

    Thank you for sharing this information, many people who unfortunately experience harassment and unfair workplaces end up losing their voice to speak up. It washes away the character that is industry is suppose to uphold.

    ------------------------------
    Oanh Le Aff.M.ASCE
    Suwanee GA
    ------------------------------



  • 47.  RE: Harassment of Women in Science and Engineering

    Posted 05-27-2020 06:25 PM
    Ms. Le,
    Thank you for your public, candid opinion on this horrific subject in this forum.

    If you use this systems "Search" feature, and place the subject "Sexual Harassment" in the search box,

    please consider a quick review of the related posts to your own.

    Once you have done that, if interested for a 'chat,' let me know.

    Stay Healthy!

    Cheers,
    Bill

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 48.  RE: Harassment of Women in Science and Engineering

    Posted 06-02-2020 06:50 PM
    Hi Mr. Hayden,

    Thank you for your response. Most of the topics that I found in the search box also came from this thread. I am not entirely sure what you mean by this, but there was a response that I may have accidentally sent to your inbox earlier since I don't see it on here. 

    Warm regards,
    Oanh

    ------------------------------
    Oanh Le Aff.M.ASCE
    Suwanee GA
    ------------------------------



  • 49.  RE: Harassment of Women in Science and Engineering

    Posted 06-07-2020 04:49 PM

    About 13 months ago, this dialogue was started, supported by a detailed 2018 study by NAS.

    • Posted: 05-02-2019 06:22 PM  "Please share your thoughts on the above report, and suggest specific actions individuals in private and public organizations and institutions can take to put a stop to the harassment of women in sciences and engineering." 

    Since that time, a few more updated versions were also posted.

    The core message I took away from these reports was that the harassment of women in our engineering firms and colleges, as well as their sexual harassment in far too many instances were continuing.

    In addition, we learned that in our engineering academic setting when a professor was dutifully found guilty and dismissed, within some 3 to 7 months, legally these varlets were allowed back on the campus. For this type of case, Title IX, art. 6, actually legally protects these deviant criminals.

    To date, all I am aware of as to "Loud"  public actions of our schools, ASCE, and other engineering society/organizations to  raise the awareness of the pubic-at-large, as well as identify these culprits and change the law . . . in a presidential election year…is to distribute fliers, internal committee meetings, hold tutorials, brief notes in their newsletters and magazines, and the like.

    And to my surprise, the number of posts to this thread remains quite low when compared to other issues within "ASCE Collaborate."

    Q1. Please correct any comment above that I made which is not so.

    Q2. What do you, I, all of us have to do to make these criminal attacks on women be publically identified and system change implemented to remove current barriers to such criminal actions?

    Stay Healthy!

    Cheers,

    Bill

    p.s. Right  now we are revising ASCE's Code of Ethics.

    Q3. Will this  issue be unequivocally addressed?



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 50.  RE: Harassment of Women in Science and Engineering

    Posted 06-08-2020 09:23 AM
    Edited by Oanh Le 06-28-2020 02:30 AM
    Hi Dr. William Hayden,

    I appreciate you taking the initiative to create a platform to discuss these issues. Many of us already know there are no closed-end answers to them and when they do occur it has consistently presented itself as a social/cultural issue. I believe that the best way to resolve this is to empower the voices of women and people who have the courage to defend and rebuttal against these types of harassment. The idea should be to prevent mild cases from progressing to severe and hostile levels and to eradicate unfair treatment of minority voices, so that everyone who comes to work can come to work free of harassment. Additional, should there be found any harassment or suspicion of these activities they are encouraged and given a process to work through to deal with the situation appropriately and in the right amount. These hinder the performances of the victims and their peers and on a subtle level, it creates a disharmonious workplace.

    A1. I have no comment here at this time except that the academic place is a place to learn and anyone founded to exhibit these behaviors in the classrooms, school property, and partnerships for students where they exhibit predatory behavior towards their entrusted subordinates by the University Systems should be reprimanded as seen fit. The issue here is to avoid investing in people who know how to work around these legal systems that are kept in place to protect the general public.

    A2. I do not believe that making all issues that may be considered private should be all subject to public identification or on some level, shaming. I am well not educated in this field to share my recommendations, but as a citizen and someone who has also experienced harassment, it is correct to say that litigation does not resolve the issue and when it really comes down to finding a solution for these inhospitable work-environments, the practice and strong resolve of a company's mission, culture, and values are tested. 

    A3. These issues arise from person to person and varies. Approaching this as a one-size fit all solution is not going to work. 

    Once again, thank you for allowing me to share my thoughts and creating this platform for everyone to find a common resolve.

    Thank you,

    ------------------------------
    Oanh Le Aff.M.ASCE
    Suwanee GA
    ------------------------------



  • 51.  RE: Harassment of Women in Science and Engineering

    Posted 11-05-2020 05:42 PM
    Edited by Tirza Austin 11-05-2020 05:41 PM

    "Not Done: Women Remaking America" published by PBS

    Please consider viewing this video with your:
    a. Family, girls/boys; relatives; friends.
    b. Students, from 5th grade to university.
    c. ASCE Section.
    d. Regional, National, and International Conference participants.

    Stay Healthy!
    Cheers,
    Bill

                 54 Minutes

    [1] https://www.pbs.org/video/not-done-women-remaking-america-46xqjh/



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 52.  RE: Harassment of Women in Science and Engineering

    Posted 12-07-2020 03:57 PM

                                 "Those who do not learn from history are doomed to repeat it." -google

    The Triangle Shirtwaist Factory fire spurred change-as well as a massive strike!-but the worst parts of history always have a way of repeating themselves, especially when we fail to learn from our past mistakes.

    As we begin to approach yet another anniversary of the Triangle Shirtwaist Factory fire, it's important to realize that the treatment of women
    (garment makers 109 years ago) persists today. 

    Sexual Harassment of Women explores the influence of sexual harassment in academia[1] on the career advancement of women in the scientific, technical, and medical workforce.

    Q. When will women across disciplines with their individual task forces see the wisdom in collaborating, cooperating, and communicating their common life challenges. . . collectively, publically, out loud... to announce their unwillingness not to take ingrained male-driven ignorant, unethical, and illegal behaviors?

    https://www.nationalacademies.org/our-work/sexual-harassment-in-academia



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 53.  RE: Harassment of Women in Science and Engineering

    Posted 12-12-2020 12:13 PM

    Hi Bill, 

    I haven't heard a post from you in a while. 

    For your question:

    If I would understand this correctly, the Triangle Shirtwaist Fire is an event that occurred in Manhattan, NY that killed about 150 people, mostly women, with people working in sweatshop conditions. The fire was caused by a cigarette bud and because of the lack of safety practices the owners of the company, Max Blanck and Isaac Harris, were taken to court without conviction. The fire burned for 18 minutes and for a company with about 500 people, they lost 1/5th of the employees there. (I got this short summary from the history channel's website.)

    The connection that I am able to understand between this case and the question that you are presenting is in relation to the collaboration and collective endeavors of women to come together and champion a cause, and for this particular case, to call to the industrial industries attention to hospitable working conditions. In my opinion, we don't want to mistaken this idea that only women can do this. I don't want to be blindsided by gender norms and have a thinking process of "oh because we are women we can do this or oh because we are men we can do this." Men and women have come together to make a stand for changes that need to happen for good. Men come together collectively and have boycotted for better working conditions and better pay too, it is not a gender or sex issue but an issue where we are needing to meet with employers who don't provide for decent working conditions. It's historical that women do experience lesser pay and have to work harder than men but my opinion is that: these are people, and regardless of the gender or sex issue or any other issues, we are asking for hospitable and fair working conditions.

    It's a collective question that we should all consider and I think the real issue that we are facing in today's social media age, is the backlash that comes from sharing an unpopular opinion with an audience, but its also a part of what this country is about. Our motto in the Supreme Court is "E. Pluribus Unum.", and it means "Out of many, one." so government participation is everyone's duty and you can't do that without voicing your cares. The role of civil engineers is not different from being "We The People", some of our service is in service for the people and it doesn't mean we are separate from being "We The People". 

    I hope I was able to answer to your satisfaction.

    Sincerely,
    Oanh Le



    ------------------------------
    Oanh Le (She/Her)
    Rochdale MA
    ------------------------------



  • 54.  RE: Harassment of Women in Science and Engineering

    Posted 12-12-2020 05:58 PM
    Great answer Oanh. The question isn't the correct question for the answer that is needed. We all know that the power structure is not controlled by women. Asking how women are empowering themselves with this power imbalance misses the fact that it is the men in power that need to be especially proactive to bring about the power shift. Oanh, says, "It's a collective question that we should all consider..." Everyone, men and women together, must work to "collectively, publically, out loud... to announce their unwillingness not to take ingrained male-driven ignorant, unethical, and illegal behaviors..."

    As a white, male manager I watch to make sure that none of this happens on my watch and I have taken a stand against behaviors that had no place in the office. I make sure the women that I manage have equal opportunities for advancement and that they face no type of harassment.


    ------------------------------
    Yance Marti P.E., M.ASCE
    Civil Engineer IV
    City of Milwaukee
    Milwaukee WI
    ------------------------------



  • 55.  RE: Harassment of Women in Science and Engineering

    Posted 12-15-2020 05:27 PM
    Edited by Tirza Austin 12-15-2020 05:26 PM

    Your insights and time Oanh are appreciated for the movement of this issue from blogs, papers, and closed-door meetings out into the light of day until the issue of "Equality For All" is no longer a slogan without substance.

    While perhaps I was perhaps not as clear as desired, I will respond to where my focus and intent was, is, and will continue to be.

    • While the example I presented is dated and does come from the industrial sector, what is the same is the clear lack of professional action that matters as documented in the referenced NAS reports when it directly impacts money, position power, and women. And given the power men hold over their systems that continue to remain unchallenged publicly, with calls for women to remain patient. After all, "Some women have been promoted."
    • Again, I have managed to mislead you and perhaps others as to "Industrial" work environs. The main message I thought was that here we are, some 109 years later, and over that time have allowed men in power to continue the discounting of women in the professional workplace, i.e., they still control the money, power, and operational decisions.

                            <>============================================<>

    Yance, I appreciate you making the case for women to just STOP WAITING for the men to wake up and get off the dime! You initiated the development of your office culture and created a real-world diverse workforce where irrespective of gender, success is based on the initiatives of people who know that you care.

    1. QWhat might you do to"Raise the Temperature" for your male CEO contemporaries to take this movement on the road, always paired with a woman C-Suite officer?

    By the way, a book I just purchased, “The Art of Community, Seven Principles For Belonging,” by Charles  H. Vogel  2016, may be useful to guide others in leading, managing, and facilitating others to create the community for their organization.

    Stay Healthy Oanh, Yance!

    Cheers,

    Bill



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 56.  RE: Harassment of Women in Science and Engineering

    Posted 12-19-2020 05:54 PM
    Edited by Oanh Le 12-20-2020 05:49 PM

      @Yance Marti   @William Hayden

    Hi and thank you all for your responses.

    I think the power shift should be something we all embrace. Women and men approach and solve problems differently, and unlike coupling I don't see the pairing of men and women in the workplace the same way. Maybe what we are looking for are complementary partners to enhance our business and perhaps not all of that comes by gender and sex matches. In this present age, we are focusing a lot on women, which is important, but I have never been interested in seeing the contrast of gender and sex in the workplace, but rather the complementary qualities that lead to harmonious relationships in the workplace.



    ------------------------------
    Oanh Le (She/Her)
    Rochdale MA
    ------------------------------



  • 57.  RE: Harassment of Women in Science and Engineering

    Posted 12-13-2020 09:55 AM
    Aloha Willam, your post made me think about an article that was recently shared in the Society of Women Engineer's Facebook page: Canada's National Day of Remembrance. I know some of us celebrate International Women's Day (3/8) and I think it would be nice to use a day like that to rally around and create awareness which would hopefully grow to everyday recognition.

    ------------------------------
    Kristen Yoshida P.E.,M.ASCE
    Belt Collins Hawaii LLC
    Honolulu, HI
    ------------------------------



  • 58.  RE: Harassment of Women in Science and Engineering

    Posted 12-14-2020 09:01 AM
    Hi Kristen, or, if I was still in NYC, The Bronx, it would be:

                            "Waz up girl?"

    What an almost unique experience Kristen for us to receive a positive message of
    a unifying theme!

    "rally around and create awareness which would hopefully grow to everyday recognition."

    Please consider making a bi-weekly note to review and comment in this posting series.

    Stay Healthy!
    Cheers,
    Bill
    p.s. Consider suggesting to ASCE Executives that we hold the 'kickoff session' in Honolulu!

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 59.  RE: Harassment of Women in Science and Engineering

    Posted 01-25-2021 03:51 PM
    Dear Colleagues,
    Please review and discuss these notes with others.
    <>=================================<>
    • About 20 months ago this posting appeared.

    "A report just came out titled "Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine" (2018) [1] Here are the summary pages you should read now: 

    • page 170.  Findings and Conclusions.
    • Page 180. Recommendations.
    • page 187. RECOMMENDATION 15"Make the entire academic community responsible for reducing and preventing sexual harassment.

     All members of our nation's college campuses-students, trainees, faculty, staff, and administrators-as well as members of research and training sites should assume responsibility for promoting civil and respectful education, training, and work environments, and stepping up and confronting those whose behaviors and actions create sexually harassing environments." 

    Given the verifiable facts within the report, and some 50+ notes posted herein, with some folks speaking out a few times,
    made sense to "Pull the wagons into a circle."  *

     I am not aware of any concrete changes in the "Rules of The Game" the NAS report notes that have been publicly changed.

    1. Q. What might you and your colleagues suggest for "Turning up the temperature" in identified colleges, holding their Deans and BODs

    consequentially and publically to provide specific:

    1. Laws they have had revised.
    2. "Red Flag" the varlets in/on their campuses, i.e., names, photos, etc., in local, state and national publications.
    3. Off-campus access to women and men who have had, or are fearful of having such experiences.
    4. Congress committees and their staff that are assigned to make this happen "Yesterday."

    And in closing this "Friendly Reminder," just imagine one or more of your kids were victims of this horrific disease, and

    were fearful to speak up.

    Stay Healthy!

    Cheers,

    Bill

    p.s. as to the *  above, ask someone over 65 yrs.

    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 60.  RE: Harassment of Women in Science and Engineering

    Posted 02-23-2021 07:48 PM
    Edited by Tirza Austin 02-23-2021 07:48 PM
    • WHAT CUNY HAS PROMOTED ON CAMPUS

    The Graduate Center [1]

    "Anyone – of any gender, gender identity, sexual orientation, religious affiliation, citizenship status, race, class or educational level – can suffer from sexual harassment, including sexual violence. The goal of this website is to help you understand what sexual harassment means and let you know that there are people at CUNY and in the community,  who can help if you or others experience it. We want to make sure you understand your rights as a student, CUNY's policies, and other issues related to sexual harassment, gender harassment and sexual violence.

    On every CUNY campus there is a person who has special training in helping students who are facing issues related to sexual harassment and sexual violence."

                                Q.
    What and how is your past or present university making itself known and available to its "Fearful Silent Victims?"

                                p.s. Silence could support a continued "Safety Zone" for those cowardly varlets who damage others
                                         without fearing consequences.


    [1] https://www1.cuny.edu/sites/title-ix/?post_type=campus_profile&p=144

     



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 61.  RE: Harassment of Women in Science and Engineering

    Posted 10-10-2021 09:32 AM

     

     

    • A message from the National Academy of Sciences President Marcia McNutt on the newly released National Academies of Sciences, Engineering, and Medicine report, Sexual Harassment of Women: Climate, Culture, and Consequences in Academic Sciences, Engineering, and Medicine. Full Report - https://www.nap.edu/catalog/24994/sex...

     

    • For More Information:

    On October 12-13 from 11a to 4:30p EST, the Action Collaborative will host the Third Annual Public Summit, an open forum for those in the higher education ecosystem to collaboratively identify, discuss, and elevate innovative and effective approaches for addressing and preventing sexual harassment.

    Stay Healthy!

    Cheers,

    Bill

    [1] https://www.youtube.com/watch?v=oYiGQApQP6A



    ------------------------------
    William M. Hayden Jr., Ph.D., P.E., CMQ/OE, F.ASCE
    Buffalo, N.Y.

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



  • 62.  RE: Harassment of Women in Science and Engineering

    Posted 10-11-2021 10:47 PM

    I worked, for many years as both an employee and as a consultant, in the utility industry.  I was in management I was often the only woman at the table and when I spoke in regional meetings, I would be ignored and often men would look at me with an expression that said "why are you talking?".  Within our power plant I was second to the plant manager.  For the five months prior to me giving notice, if I spoke out in any plant meeting, I was told by the plant manager that "you are not allowed to speak"  (his reasoning was I had taken FMLA in the months previous and it had negatively impacted his budget). Another female employee (a "housekeeper", their title, not mine) came to me with blatant sexual harassment and assault allegations.  I went to my manager about it and he said "This is a delicate matter, I will handle it." When I did my exit interview I detailed all of this treatment to HR - and my direct supervisor was demoted.  Among other things, he had failed to report the sexual harassment allegations of the housekeeper.  He is still employed by this (very large) electrical utility. 

    But this is all really beside the point I want to make.  Through my career I have attended many professional conferences sponsored by professional societies and organizations (mostly surrounding water, wastewater and power production). I find these conferences to be hotbeds of sexual harassment.  As a student I was physically assaulted twice at conferences (including one where I received an international prize for best graduate level paper) during conference sponsored events (I was supposed to give some leeway to drunk men I was told).  And as a professional I feel demeaned when women in short skirts and high heels are used to sell products or "entertain".  I have skipped dinners sponsored by sales associates at places like Hooter's. This type of behavior is more prevalent in some organizations more than others and I have seen improvement through the years,  Recommendation 10 should be fully embraced by the ASCE with enforced standards for exhibitors and participants.  Violating those standards should disqualify an organization or individual from participating and should affect membership.  I still have a hard time attending conferences and tend to only do so when I have to.  That is a shame.  I wonder how many other women have had similar experiences. 



    ------------------------------
    Mary Alford P.E., M.ASCE
    County Commissioner
    Alachua County
    Gainesville FL
    ------------------------------