• Events
    • Racial Equity Book Club
    • 2022 SE3 Symposium >
      • Thought Leaders
      • FAQ
      • Symposium Link Tree
    • Past Events >
      • Innovate Your Career
      • Fall 2022 Speed Mentorship
      • The Engineer's Role in Equitable Design
      • 2019 Symposium Event Recap
      • 2017 Symposium
  • Contributors
    • 2022-2023 Task Groups
    • Past SE3 Committee Contributors
  • Publications & Best Practices
    • SEAONC SE3 Publications
    • NCSEA SE3 Publications
    • Monthly DEI Spotlight
    • SE3's Commitment to Racial Justice
    • Best Practices
  • News
  • Contact Us

SE3 Requests Feedback from SEAONC Meeting Presentation

12/2/2016

1 Comment

 

PRELIMINARY KEY FINDINGS

Here are the preliminary key findings of the 2016 SE3 survey, as presented by the SE3 committee at the SEAONC meeting on Tuesday, September 13th, 2016.

The results are based on a survey that was distributed nationally to 2162 currently and formerly practicing structural engineers.

OVERALL SATISFACTION
Structural Engineers are generally satisfied with their choice of career. However, there is room for improvement, especially with pay/compensation, work/life balance and career advancement.

Men and women agree on their top 3 reasons for considering leaving the industry, but ranking varies by gender. Men tend to care more about pay/compensation, while women tend to care more about work-life balance.

CAREER ADVANCEMENT
There is a disconnect between how managers and staff perceive their work environments, specifically with respect to expectations and opportunities for advancement.

There is value in mentorship. Respondents with mentors are 18% less likely to consider leaving than respondents who do not have mentors.

PAY/COMPENSATION
Burnout is real – respondents who are overworked are much more likely to leave the industry. For each additional hour worked each week, a respondent was 4% more likely to consider leaving.

There is a gender pay gap in our industry.

WORK-LIFE BALANCE / CHILDREN
There is a negative stigma against employees with children.
Employees with children advance at a slower rate than employees without children. However, they are also more satisfied with their careers overall.

At every position level surveyed, women structural engineers are less likely than men to have children. Over time, the % childcaring has decreased for women, and stayed the same for men (as evidenced by the age range of respondents surveyed). As men and women move towards more equal sharing of childcare, the retention problem is less and less applicable to women only.
1 Comment
Kevin S link
11/26/2020 01:58:39 am

Great shhare

Reply



Leave a Reply.

    Picture

    The SEAONC SE3 Committee

    2016-2017

    Archives

    July 2022
    April 2022
    April 2021
    January 2021
    November 2020
    October 2020
    July 2020
    June 2020
    May 2020
    February 2020
    January 2020
    October 2019
    September 2019
    August 2019
    May 2019
    March 2019
    February 2019
    September 2018
    August 2018
    July 2018
    June 2018
    April 2018
    March 2018
    November 2017
    August 2017
    July 2017
    June 2017
    May 2017
    April 2017
    March 2017
    February 2017
    January 2017
    December 2016

    Categories

    All
    Announcements
    Events
    Resources
    Speaking Engagements

    RSS Feed

  • Events
    • Racial Equity Book Club
    • 2022 SE3 Symposium >
      • Thought Leaders
      • FAQ
      • Symposium Link Tree
    • Past Events >
      • Innovate Your Career
      • Fall 2022 Speed Mentorship
      • The Engineer's Role in Equitable Design
      • 2019 Symposium Event Recap
      • 2017 Symposium
  • Contributors
    • 2022-2023 Task Groups
    • Past SE3 Committee Contributors
  • Publications & Best Practices
    • SEAONC SE3 Publications
    • NCSEA SE3 Publications
    • Monthly DEI Spotlight
    • SE3's Commitment to Racial Justice
    • Best Practices
  • News
  • Contact Us