Building Bridges to Equity: The Civil Engineer's Role in Civil Rights

Did you know that civil engineers play a vital role in advancing civil rights? It's true! Karen Bobo shares her inspiring journey in civil rights, blending her passion for engineering with a commitment to equity and accessibility.

Karen recounts, "I went to California and focused on civil rights for six years, and people often asked, 'What does civil rights have to do with engineering?'

I realized that our education as engineers sometimes lacks a broader perspective. Civil rights and transportation are deeply interconnected, and I wanted to ensure that people with disabilities could safely cross streets and access essential services.

It was crucial for me to shape people's lives positively, whether supporting those with disabilities or figuring out how to bring people into the construction workforce, starting from youth."

The work of Karen and other engineers is crucial in shaping our infrastructure and ensuring it serves everyone equitably.

Are you interested in learning how to integrate equity into architecture, engineering, or construction?

Join us for the Future of Diversity Equity Inclusion in AEC Virtual Summit on September 20 at 10 am ET.

This is an opportunity to explore how we can create inclusive environments in the AEC industry.

Register now and be a part of the change!

Retaining Talent: A Construction Imperative

The construction industry is in the midst of a talent crisis. We've known about the impending labor shortage for years, yet many firms have failed to prioritize retention.

The consequences are clear: missed deadlines, budget overruns, and a compromised project quality.

It's time to stop reacting to the talent crisis and start proactively addressing it.

Retaining top talent isn't just a HR function; it's a business imperative.

Investing in employee development, fostering a high-performance culture, and offering competitive compensation are no longer optional. They are essential for survival. Those who fail to adapt will be left behind.

Let's discuss strategies to overcome these challenges and build a more resilient workforce.

Join me on Wednesday, August 7 at 2 pm ET to discuss "AEC Leaders Retaining Your Most Valuable Asset: Talent."

Register here.

Women in Construction - Solving A Retention Problem

The construction industry in the United States remains predominantly male-dominated, with women accounting for just 10.9% of the workforce, according to the U.S. Bureau of Labor Statistics. This underrepresentation can be attributed to several factors. Firstly, there is a scarcity of role models for women in the construction field, which hampers their ability to envision themselves in such careers. The lack of visible female leaders and mentors reinforces the perception that construction is a traditionally male domain. This gender disparity has far-reaching implications, as it perpetuates both conscious and unconscious biases throughout the industry.

What is Conscious Bias?

In construction, conscious bias against women can cast a long shadow over their potential. Picture this: men presuming that women lack the ability to handle certain tasks, simply due to stereotypes about physical limitations or capabilities.

Unfortunately, this not only stifles their professional growth but also fuels distressing instances of sexual harassment that women courageously confront. Moreover, the persistent notion that women don't fit the "culture" of shop talk and the predominantly male work environment only deepens the divide.

And let's not forget the outdated stereotype that assumes women can't work late because of their parental responsibilities. These biases act as formidable barriers on the road to progress. It's high time we demolish these obstacles and forge an inclusive, thriving construction industry where women can soar to new heights, unhindered by unfair biases.

What is Unconscious Bias?

Unconscious bias arises when deeply ingrained stereotypes and assumptions about gender affect decision-making processes. It can manifest in various ways, such as during hiring and promotion practices, where women may face skepticism or discrimination based on preconceived notions of their abilities or suitability for physically demanding roles.

This bias can also manifest in workplace dynamics, creating an environment where women may feel isolated, undervalued, or subjected to microaggressions.

The male dominance in construction not only restricts opportunities for women but also hinders the industry's growth and innovation potential. By limiting the talent pool to a narrow demographic, the industry misses out on diverse perspectives and fresh ideas that women can contribute.

Moreover, studies have shown that diversity and inclusion positively impact organizational performance and problem-solving abilities.

Embracing gender and cultural diversity in construction could lead to enhanced productivity, increased employee satisfaction, and improved overall outcomes.

Read the full blog here.