In early
2016, the SE3 Committee administered a nationwide survey of employee engagement
and gender equity in the structural engineering profession, for which they
received over 2,100 completed responses. The survey investigated a variety of
measures of engagement (satisfaction) and gender equity regarding career
advancement, compensation, and work-life balance. This presentation will share
the most significant findings of the 2016 study, including why 56% of
respondents have considered leaving the profession, the prevalence of the
gender pay gap, and the importance of mentorship.
The
Structural Engineering Engagement and Equity (SE3) Committee is a committee of
the Structural Engineers Association of Northern California (SEAONC) whose
mission is to study engagement and equity in the structural engineering
profession in order to provide meaningful input on improving both.
Learning Objectives
- The mission of the SE3 Committee and details about the 2016 nationwide survey.
- How satisfied structural engineers are with their choice in profession overall and with specific aspects of their career, such as advancement, pay, and work-life balance.
- The major reasons that structural engineers consider leaving the profession, and the additional factor that is noted by those who actually have left.
- A variety of best practices derived directly from the survey data that can be used by individuals and companies to promote retention, improve satisfaction, and boost gender equity in their organizations.
- Course will award 1.5 hours of continuing education
- This course is Diamond Review approved in 49 states. New York does not accept hours from recordings.