Since PR University launched in March 2007, more than 160 participants have ‘graduated’ from the 100-level workshop. Now we’re beginning to develop more advanced, 200-level courses to help graduates continue building their knowledge base and expand their local public relations programs. We’re hoping you’ll share your ideas on the topics you’d like to learn more about!

As you may remember, the 100-level PR University class is an introduction to public relations for civil engineers. It covers topics ranging from ‘what is news’ and news release basics to spokesperson training. (For a refresher, you can view the workshop’s agenda here.)

Currently, we’re in the early stages of developing 200-level courses to build on the knowledge graduates gained from the 100-level course. These courses could be half-day workshops, Webinars, teleseminars…you name it! They will dive into more in-depth public relations topics that you can use in your Section or Branch activities.

So what do you want to learn more about? Is there a public relations project you’d like to learn how to tackle? A public relations tool you’d like to learn how to use?

For example, a 200-level course could revolve around an in-depth discussion on how to write op-eds or letters to the editor, or how to work with different types of media outlets. Or, we could talk about how Sections and Branches can develop and expand community relations and outreach programs.

We’d love to hear your ideas for course topics! Even if you haven’t participated in a PR University 100-level workshop, don’t hesitate to share your course ideas with us! Send me an email or leave your ideas in the comments section below.

Karen Albers
Manager, State Public Relations

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