May is Asian American and Pacific Islander Heritage Month. For this month’s DEI Spotlight we would like to highlight some information about the model minority myth and how it can be perpetuated in the workplace.
This NPR article breaks down some of the myths associated with the idea of the ‘model minority’:
In reality, Asian Americans are underrepresented in these positions of power, holding about 3% of these positions in comparison with composing 7% of the U.S. population, a report from The New York Times found last year.”
Image credit: https://www.nwahomepage.com/news/celebrate-earth-day-at-botanical-garden-of-the-ozarks/ On April 22nd, we will celebrate Earth Day! In this month’s DEI Spotlight we would like to discuss the concept of environmental justice and provide some examples of how the structural engineering community can play a role in and commit to a greener and more sustainable future.
Environmental justice is “the fair treatment and meaningful involvement of all people regardless of race, color, national origin, or income, with respect to the development, implementation, and enforcement of environmental laws, regulations, and policies” (EPA). Some examples of environmental injustices could be the disproportionate impacts felt by low-income communities in coastal areas where sea level rise will threaten their homes or the effects of harmful pollutants emitted from refineries or manufacturing plants built near affordable housing communities. Structural engineers, and those in adjacent industries, can play a role in addressing these issues by being aware of how our projects contribute to or help mitigate the impacts of climate change. One resource is the SE 2050 Commitment Program, a response to the SE 2050 Challenge which states “all structural engineers shall understand, reduce and ultimately eliminate embodied carbon in their projects by 2050.” This program is organized by the ASCE SEI Sustainability Committee and is a great tool for understanding how the construction industry can play a role in the environmental future of our planet. Additionally, we would like to wish a peaceful and happy Ramadan to our colleagues who are celebrating for the month - Ramadan Mubarak! Since March is Women’s History Month we would like to highlight some resources and information about women in engineering:
As always, when considering issues on the basis of identity, we encourage using an intersectional lens. As noted by SWE, intersectionality acknowledges “the reality that not all [women’s experiences] are the same and that a female identity intersects with other identities (e.g., race, sexuality, ethnicity) in ways that can complicate a woman’s efforts to enter engineering.” February is Black History Month, a time to recognize and celebrate the achievements and contributions of Black and African American folks in the United States. This month we would like to highlight the National Society of Black Engineers (NSBE) and the work they do locally and nationally:
Ringing in the New Year is a time to reflect on the past 12 months and to set goals and intentions for the upcoming ones. Below are some DEI-related actions to help you and your company move towards a more diverse, equitable and inclusive workplace in 2022:
The DEI Spotlight is a monthly forum in the SEAONC Post in partnership with the SEAONC Structural Engineering Engagement and Equity (SE3) Committee to engage our members in the mission of diversity, equity, and inclusion (DEI) in the structural engineering profession.
As we approach the winter holiday season, we would like to acknowledge both religious and non-religious traditions and celebrations that take place around the world and that we or our co-workers might be celebrating. While many of our offices have days off in celebration of Christmas and New Year’s Day, many of our coworkers may celebrate other/additional religious events, changes of the season or other significant days. Below is a short description of some of the celebrations and holidays that are taking place around the world during this time of year:
What do you celebrate during the holiday season? Do you have any special traditions you would like to share? We would love to hear from you. Email us at se3@seaonc.org. The DEI Spotlight is a monthly forum in the SEAONC Post in partnership with the SEAONC Structural Engineering Engagement and Equity (SE3) Committee to engage our members in the mission of diversity, equity, and inclusion (DEI) in the structural engineering profession.
November is Native American Heritage Month, a time to recognize and celebrate the history, culture and traditions of the American Indian and Alaska Native peoples. Part of this is acknowledging and understanding the impact that we and our projects have on native land. As structural engineers, we encounter these efforts in the environmental permitting phase of new projects. The California Environmental Quality Act (CEQA) is a set of guidelines that are followed to inform stakeholders and the public of the environmental impacts that a new project will have on a site and to mitigate these impacts to the extent possible. In 2018, the CEQA guidelines were updated to include Assembly Bill 52, which was created to address Tribal Cultural Resources. This update establishes a consultation process with California Native American Tribes on the Native American Heritage Commission List and creates a new class of resources - Tribal Cultural Resources (TCR) - that are protected under the CEQA guidelines. A TCR is “a site feature, place, cultural landscape, sacred place or object, which is of cultural value to a Tribe and is either on or eligible for the CA Historic Register or a local historic register.” These guidelines play an important role in the ongoing process of preserving Native American land and culture. On a more personal level, you can familiarize yourself with the Indigenous peoples and nations that occupied Bay Area land before us. Additionally, acknowledging the land on which your office or a project exists can be a first step in bringing more awareness to the importance of land preservation for native communities. The following recreational content might also be of interest during Native American Heritage Month:
October is National LGBTQ+ History Month which celebrates the advancements in LGBTQ+ rights that have occurred over the years. The month encompasses various awareness days including National Coming Out Day on October 11th, International Pronouns Day on October 20th, and Spirit Day on October 21st. This October also marks the 42nd anniversary of the first march on Washington by LGBTQ+ people and allies to demand equal civil rights.
As highlighted in the June 2021 DEI Spotlight, the 2020 NCSEA SE3 survey results showed that only 3.4% of structural engineers identify as lesbian, gay, bisexual, or “none of the above”. Being supportive and inclusive of LGBTQ+ people in your office can help build trusting working relationships, and allows folks to bring their whole selves to work and not feel like they must hide part of who they are. The following resources provide tips and guidance on how to be an ally for your LGBTQ+ colleagues:
The DEI Spotlight is a monthly forum in the SEAONC Post in partnership with the SEAONC Structural Engineering Engagement and Equity (SE3) Committee to engage our members in the mission of diversity, equity and inclusion (DEI) in the structural engineering profession.
This month, in honor of the start of Hispanic Heritage Month on September 15, we’d like to highlight the great SF Bay Area chapter of the Society of Hispanic Professional Engineers (SHPE). SHPE is a nationwide organization that supports Hispanic students and professionals to realize their full potential and positively impact the world through STEM. They run mentorship programs, organize trainings and other events, and have created a wide-reaching network to support their membership. SHPE also has a repository of research pertaining to Hispanic people in STEM from well-established organizations, which is an excellent resource for those interested in data regarding Hispanic representation in STEM fields. Some takeaways include:
This past year, SEAONC SE3 and YMF had a great joint social event with SHPE SF Bay Area. We hope to have more events like it in the coming years to foster connections between the two organizations! This month we’d like to spotlight the topic briefs published by NCSEA SE3, based on the results of the 2020 nationwide SE3 survey. You can find all the 2020 briefs, as well as previous SE3 survey reports on the NCSEA SE3 publications page. Some of the latest topic briefs include Recruitment and Retention, Discrimination and Harassment, and Performance Feedback. You can also catch up on the monthly NCSEA SE3 Racial Equity publication Read.Watch.Listen here.
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SEAONC SE3 CommitteeDiversity, Equity, and Inclusion Task Group The SEAONC SE3 Monthly DEI spotlight is a forum to engage our members and share resources relating to diversity, equity, and inclusion (DEI) in the structural engineering profession.
You can also find the DEI Spotlight each month SEAONC Post Newsletter! Archives
April 2022
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