March/April 2019

Leading Insight
Building Firm Cultures That Promote Female Engineering Talent

AEC firm leaders will often say that they want to diversify their talent pool and ensure that women are able to rise up the ranks of leadership. But are their firms measuring up on the factors that not only attract but also effectively retain and promote successful female engineering talent?

A study conducted by the Center for Talent Innovation offers insight into the types of programs and initiatives that are working to both attract women into organizations and reduce gender bias and barriers. More than 3,200 participants were surveyed about their company’s initiatives for retaining and promoting women in STEM roles.

What are the types of programs and strategies that are effective at helping to increase the number of women who are promoted and eventually stay in their companies and the field? The following reflects the percentage increase in woman who advance and intend to stay in their companies based on these initiatives:

1. A commitment to pay equity—113%
2. Opportunities to connect with female or minority consumers/clients—97%
3. Time for side projects—78%
4. Sponsorship programs—72%
5. Manager training on empathy, integrity, or inclusion—69%
6. Mentorship programs—61%
7. Leadership development programs for women or people of color—57%
8. Concierge services or family care—54%
9. Employee resource groups—51%
10. Anti-bias policies or trainings—50%

More than 80% of study participants indicated that they have been ignored at work despite their contributions. How do women who are successful handle this type of environment? The study found that 40% of women who succeed indicated that they confronted these situations head on. Women who are the most successful in STEM are also twice as likely to be extremely confident in their abilities when compared to other women in STEM (39% versus 19%).

Successful women are also more likely to report that they can be authentic within their work environments with both peers and senior leaders. Nearly 80% of these women report they can display this authenticity compared to 58% of other women in STEM.

When companies implement these strategies and foster equality in the workplace, they greatly benefit from the success of these women who in turn work to build up their colleagues. They are more likely to assist their peers with engaging with senior-level leaders (64%) and will advocate for their ideas (68%). This advocacy includes putting their reputations at risk (56%) and ensuring that their colleagues get the full credit for their ideas (66%).

Access Wonder Women in STEM and the Companies That Champion Them at www.talentinnovation.org.