 Space is limited and we currently have a wait list. To be added to the waitlist for this event and be notified of future events, please submit your name, email, and additional info on the following form: https://goo.gl/forms/vw6TTKmXUHOEAQVD2
SEAONC SE3 Speed Mentoring Event The SE3 Committee is pleased to launch its first mentorship event—speed mentoring! This event will provide a unique opportunity for junior engineers to engage with more established structural engineers in a time-efficient networking session. The purpose of the event is to encourage junior engineers to gain strategic guidance and advice to progress in their careers. What is speed mentoring? Speed mentoring is a series of quick, focused conversations between mentors and mentees. Groups of 3-4 mentees will cycle through several groups of 1-2 mentors over the course of the evening. Each cycle is 12-15 minutes long and consists of focused questions that will be answered by each group of mentors. We are excited to announce the following mentors for our upcoming event:
Thursday, August 3, 2017 | 6-8 PM Thornton Tomasetti 650 California St, Suite 1400 San Francisco, CA 94108 Mentee registration costs: $15 for SEAONC members | $20 for non-members If you are currently registered for the event and can no longer attend, please email us at [email protected] as soon as possible, but no later than Wednesday, August 2, 2017. Light refreshments will be provided. Please contact [email protected] with any questions.
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2016-17 has been a big year for the SE3 Committee, and it started with the group being officially made a SEAONC committee at the end of the summer of 2016! With our new, official committee status, we hit the ground running and have accomplished a number of tasks in the pursuit of advancing engagement and equity in structural engineering over the last year. Below is a list of major milestones in our journey along the way, which would not have been possible without the tremendous support of our committee members, SEAONC, and the structural engineering community at large. 2016-17 SE3 Milestone Timeline September 2016: Present preliminary findings from the 2016 SE3 nationwide survey at the SEAONC Monthly Meeting to approximately 130 attendees at Thornton Tomasetti’s office in San Francisco.  SEAONC September Monthly Meeting, 2016 October 2016: Present findings from the 2016 SE3 survey at the SEAOC Convention in Maui. December 2016: Present findings from the 2016 SE3 survey at an ATC webinar for approximately 500 registrants nationwide. This webinar is now available on our website at SE3project.org/webinar! December 2016: Release the SE3 2016 Survey Report, a 12,000-word document that outlines the detailed findings and best practices related to the most relevant survey findings in the areas of overall career satisfaction, career advancement, pay and benefits, and work-life balance. January 2017: Inaugural SE3 Symposium—LISTEN, ASSESS, CHANGE—a half-day event hosting 120 attendees at SPUR in San Francisco, with presentations and panel discussions to explore issues of engagement and gender equity in the structural engineering profession, focusing on what individuals and companies can do to improve.  2017 SE3 Symposium March 2017: Committee establishes five task groups to address specific projects that relate to the Committee’s mission. Task groups and leaders:
April/May/June 2017: Present 2016 SE3 survey findings at:
 Groundbreaking Women in Construction Conference Panel Presentation June 2017: Announce the first SEAONC SE3 Mentorship event to be held August 3, 2017 from 6-8pm.
And, at the end of June, one of the crowning achievements of our committee over the last year: our proposal to begin a national SE3 Committee through NCSEA was accepted! Starting in 2017 there will be an NCSEA SE3 Committee that will oversee the creation and administration of a biennial survey of structural engineers nationwide and assist other chapters in starting their own local SE3 Committees. We are extremely humbled and grateful for the national support of the mission of SE3 and look forward to working within SEAONC and NCSEA to further the mission of the organization. As for the future of the SEAONC SE3 Committee…leadership for the upcoming 2017-18 year will be announced very soon, and we’re confident that the next year will build on the work of previous years to bring continued success. In the remainder of 2017, the Committee will be hosting its first mentorship event on August 3; a best practices resource guide will be released on the SE3 website over the summer; a pay report with detailed information about compensation of the 2016 survey respondents will be released in the fall; and personal stories from members of our profession will be shared to help us understand anecdotal experiences within structural engineering in the summer and fall. THANK YOU to everyone who has supported the SEAONC SE3 Committee and its mission over the last year and beyond—we can’t wait to see what’s next! To be part of what’s next, join us at our next meeting on July 18 at SOM in San Francisco! We welcome new members and contributors. For more information about the SE3 Committee, or to read the SE3 2016 Survey Report that discusses detailed findings from the 2016 nationwide survey, visit SE3project.org. If you have questions or would like to join the SE3 Committee, please email [email protected].  On March 22nd, 2017, I participated in a special program at NASCC: The Steel Conference entitled “Solutions for Equity in the Workplace.” The panel discussion, led by Kristy Davis of AISC, included Babette Freund, President of Universal Steel Co., Heidi Brunette, COO of Steel Fabricators, Inc, and myself. Together, we covered a wide range of topics regarding diversity and equity within the structural steel industry, as seen through our perspectives as steel fabrication and engineering design professionals. The panel topics, which were initially organized around recent findings from the 2016 SE3 Study, were expanded to address such questions as “What does diverse talent mean for your company? And what is the potential impact if this is lost or unbalanced?” After establishing our individual definitions of diversity and its benefits, the conversation shifted towards a discussion of ways we can improve retention across the industry. The panel session, which was attended by approximately 60 people on the first morning of the Steel Conference, lasted for 75 minutes and preceded a catered lunch, where attendees were encouraged to engage in discussion and debate amongst themselves. Thank you to AISC for organizing the program, and inviting me to participate! Rose McClure, Senior Engineer Simpson Gumpertz & Heger  |
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