Generational diversity has never been such a hot topic… until now! Generation Xers and Millennials are moving in and changing the rules of the game in almost every work setting!

Young professionals between the ages of 22 and 42 have jumped into the workforce with high levels of confidence and self esteem; they’re optimistic, willing to express their ideas and opinions, and they aren’t afraid to critique the ways things have been done. There’s an ever-growing demand for their skills and fresh knowledge. They’re diverse in their racial and cultural make-up, and they’re creating innovative solutions to some of the oldest and toughest problems facing our world today.

Let’s face it, Generation Xers and Millennials are shaking things up! And while this is an exciting time for those of us exiting the GenXer population, for some, it’s also a time of confusion and frustration. While many Gen Xers and Millennials have been heralded for helping companies maximize their bottom lines, some have been stopped cold in their fast-moving tracks by stereotypes fueled by miscommunication and sometimes resentment by those who feel young and emerging professionals are impatient and less loyal to their companies and profession.

It’s true, there are very clear distinctions in the way different generations view their self-worth, their quality of life, their commitment to their professions and their futures. Creating a space to build understanding and effectively manage these differences can either make or break opportunities for positive workplace relationships.

One of the ways ASCE ensures that its younger members (members 35 years of age or younger) feel “at home” is by providing venues for their participation in all levels of the Society. ASCE has a board-level Committee on Younger Members (CYM), and Younger Member Forums have formed across the country. And, there are a number of student organizations, awards, publications and other member benefits and services targeting young professionals preparing to enter the civil engineering profession and become active leaders within ASCE.

ASCE values the perspectives of its members in all their generationally diversity. And ASCE knows that it can achieve inclusivity that extends beyond the traditional characteristics of “diversity” - age, language, race and country of origin, education, sexual orientation and physical abilities. Active and effective inclusion also leverages unique perspectives through diversity in thinking.

So let’s talk about real generational differences! How is your Section building multigenerational team success? For example, is your Section connected with Facebook, Twitter, LinkedIn?

Lisa J. Jennings
Senior Manager, Diversity and Pre-College Outreach

Not long ago the typical image of an engineer included a recurring description - older, white male. This image is rapidly changing. ASCE and the engineering community have placed a high value on diversity in the field, valuing the unique contributions and skill sets along with broad professional experiences. Promoting diversity in the field of civil engineering will enable us to enhance the image of the professional and encourage students of all backgrounds that they can be civil engineers too!

What can your Section/Branch do to enhance the image of the profession?   

Nominate a co-worker or colleague for the National Engineers Week Foundation’s (EWEEK) New Faces of Engineering recognition program for 2010! ASCE is now accepting applications for this program designed to highlight the accomplishments of engineers (ages 30 or younger) from diverse backgrounds who are making a positive impact on the world. One individual from ASCE, as well as one from each of the Foundation’s sponsoring engineering societies, will be selected by the EWEEK Diversity Committee as their discipline’s “New Face.” This individual will be featured in a full-page ad in USA TODAY during Engineers Week (Feb. 14-20) 2010. ASCE’s top 10 qualifying individuals will be named our New Faces of Civil Engineering. The nomination deadline is Oct. 5, 2009. Nominate your “New Face” today!

What can your Section/Branch do to showcase diverse images of civil engineering to students – our future civil engineers? 

Encourage your Section/Branch members to participate in local outreach events, especially those members from diverse backgrounds. If you typically rely on the same individuals to handle local classroom presentations and career fairs, find ways to motivate others to participate. Post outreach events in your newsletter, send emails and talk about volunteer recruitment at your local meetings. Also consider recruiting volunteers for local outreach events sponsored by our diversity partners: the National Society of Black Engineers (NSBE), the Society of Hispanic Professional Engineers (SHPE) and the Society of Women Engineers (SWE).

It’s so important that students see all images of civil engineers. You can make such a large impact with your actions. 

What has your Section/Branch done recently to promote diversity in the field?

Shana Gipson
Senior Coordinator, Diversity and Pre-College Outreach

Women engineers are creating bold new solutions to meet some of the world’s greatest challenges. Their excellence and innovation has been captured in ASCE’s publication Changing Our World: True Stories of Women Engineers and ASCE continues to recognize their notable accomplishments as civil engineers and industry leaders.

But did you know that many women civil engineers are change agents on college and university campuses around the world? Many of these women are highly skilled practitioners and faculty members, scholars and administrators. Their research is making a significant contribution to the understanding of issues related to the civil engineering profession and to the advancement of women in industry and academia. Many are also spearheading successful women in engineering and diversity programs as well as pre-college outreach programs that inspire girls’ interest and pursuit of civil engineering. Their dedication to outreach is pivotal to the recruitment, retention and development of women interested in civil engineering. Many are effective advocates for creating a positive climate and culture for women in engineering, which has helped shape the perception of civil engineering into a profession that is empowering, rewarding and exciting!

What an exciting time for women civil engineers in academic leadership. They are literally transforming the culture of engineering education! What’s more, many of these women are ASCE members! Members whose enterprising spirits and notable accomplishments are tremendous! Their academic leadership has made it possible for students - male and female - to excel in their studies. And their professional mentorship has enhanced opportunities for their peers to advance in engineering as academic leaders.

Take this opportunity to celebrate women’s academic leadership. Do you know a woman civil engineer who’s also an academician? If so, celebrate her achievements in this blog. You could also spotlight her achievements in your Section/Branch newsletter or Web site. If you don’t know a woman engineer who’s also an academician, ask around within your Section or Branch. You could also contact your local college or university’s school of engineering and ask for their support. If you’re still having trouble, contact diversity@asce.org for assistance.

If you’re a woman civil engineer and academician, don’t wait to be nominated or promoted. Promote yourself! As our current President, Wayne Klotz, has said repeatedly, civil engineers are not self-promoters. We need to change that and here’s your chance. Promote yourself and the contributions your work is making to the civil engineering profession and/or to your campus community. Start now. Click the response key below and start typing. If you submit nothing more than your name, institutional affiliation and professional title, make the first move and start the ball rolling for women engineering academicians!

Lisa J. Jennings
Senior Manager, Diversity and Pre-College Outreach

ASCE initiatives to promote diversity within the civil engineering profession include formal partnerships with the National Society of Black Engineers (NSBE) and the Society of Hispanic Professional Engineers (SHPE). Both societies are dedicated to the support and advancement of engineering talent. Together, our societies have pledged to work together to advance our mutual goals through a series of collaborative efforts that encourage closer relationships between our members and promote resources, services and membership benefits.

ASCE’s partnerships with NSBE and SHPE demonstrate the Society’s commitment to the proactive inclusion of talented civil engineers from diverse backgrounds and we wanted to take this opportunity to applaud the volunteer efforts of local ASCE Sections and Branches who have supported that commitment. READ ON!

Dazzling lights and desert sun set the backdrop of NSBE’s 2009 National Convention in Las Vegas and SHPE’s 2008 Annual Conference in Phoenix. NSBE’s convention in March attracted more than 11,000 students and professionals of all engineering disciplines. SHPE’s convention in November attracted more than 2,600 engineering students and professionals. ASCE staff and local volunteers were out in full force at both conventions to represent ASCE and highlight member resources, services and membership benefits. But it was their mentorship and encouragement that made the biggest impact among NSBE and SHPE members who wanted to develop their interests in the civil engineering profession.

Local volunteers provided the perfect model of how your ASCE Sections and Branches can promote diversity in the field by partnering with other organizations. Volunteers from the Southern Nevada Branch for NSBE and the Phoenix Branch for SHPE interacted with students at the career fairs and provided undergraduate civil engineering students with advice on professional development strategies. Their efforts resulted in the recruitment of 24 NSBE and 42 SHPE students for ASCE’s student membership. 

ASCE also hosted Civil Engineering Networking Suites at both conventions. The suite provided students and professionals the opportunity to network with civil engineering professionals while enjoying a relaxed environment filled with food and fun. Volunteers assisted with registration and ice breaker activities. Guests genuinely appreciated the opportunity to have face-to-face conversations with practicing civil engineers.

I encourage your Section or Branch to follow the example of ASCE’s Southern Nevada and Phoenix branches by connecting with diversity partners in your local area. Email us to find out how you can connect with local diversity partners and create lasting and valuable relationships.

Has your Section or Branch partnered with NSBE or SHPE? If so, tell us about it below and encourage your local members to get involved! 

Shana Gipson
Senior Coordinator
Diversity and Pre-College Outreach

The topic of diversity and inclusion is growing in importance and relevance as national efforts to recruit talented professionals from underrepresented groups increase. The impact of these and other global shifts taking place in this country are changing the way we think about how business is conducted with clients from different parts of the world and even how we interact with colleagues in our own offices.

Increasing workforce diversity has presented valuable opportunities to invite divergent perspectives and explore challenges, and they have been reflected within ASCE through members requesting support to plan and launch their diversity efforts. ASCE Sections and Branches are engaging members in diversity through a variety of events and activities. Members are leading discussions on the value of diversity, and they are exploring workforce diversity issues as well as emerging trends such as flexible work arrangements and generational issues.

If you’d like to host a diversity activity in your Section or Branch, ASCE can help you create a valuable learning experience. Whether your objective is to educate members, generate awareness or advocate for more diverse and inclusive work environments, resources are available to help you engage members in your community.

Start by contacting ASCE at diversity@asce.org and tell us about your event. Our staff is prepared to help you:

• Identify topics and formats that promote the exchange of views and practices among members
• Connect with diversity partners in your local area
• Locate professional speakers who can encourage, motivate, educate and inspire
• Help you select the best ASCE resource for your event

And that’s just the beginning! The fun really begins when you spread the word about your event! Start in your local community by promoting the event at your next Section or Branch meeting or in your Section/Branch newsletter. Reach out to Younger Member Groups! Its been said that Gen Xers, Gen Ys and Millennials are generally more diversity savvy and possess more cultural awareness and sensitivity than us Boomers, so optimize on the contributions they can make. And don’t stop there! Get your local media involved in marketing your event. Contact local business reporters or reporters at your local business journal!

Do you already have an established diversity program in your Section or Branch? Are you just starting out? Tell us about your experiences in the comments section below. I look forward to hearing from you!

Lisa J. Jennings
Senior Manager, Diversity and Pre-College Outreach

Consider this: You are introduced to a new business associate from another country. Should you offer a firm handshake and a hearty pat on the back to welcome him? Do you smile or bow? Should the culture of his business etiquette become yours? Should yours become his?

What about this situation: If female managers are leaving your company at a higher rate than male managers, what might be the most likely cause? Do women have less opportunity for advancement? Do women make less of a career commitment? Could it be that women are not assertive enough to succeed?  Depending on who you ask, the answer could spark an interesting dialogue or an office brawl!

If “workforce diversity” conversations similar to these haven’t reached your office yet, it won’t be long! The impact of global and gender shifts in this country are changing the way we think about how business is conducted with clients from different parts of the world and even how we interact with colleagues in our own offices.

ASCE recently examined issues of workforce diversity in the recently released publication, Diversity by Design: Guide to Fostering Diversity in the U.S. Civil Engineering Workforce, a professional manual with practical, hands-on recommendations on how to foster, improve and maintain a diverse and thriving civil engineering workforce. The guide’s table of contents and executive summary can be accessed on ASCE’s Diversity Web site.

Does your Section or Branch conduct activities related to workforce diversity? Diversity is a huge global issue and promoting your local diversity activities is a great way to show what civil engineers are doing to stay on top of it. Talk with local business reporters or reporters at your local business journal and get the conversation started!

What are your ideas for addressing diversity in the engineering workforce?

Lisa Jennings
Senior Manager, Diversity and Pre-College Outreach