the mission of se3 and its benefit to local member ... april webinar_slides.pdfzfa structural...
TRANSCRIPT
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NCSEA COMMUNICATION WEBINAR:
The Mission of SE3 and Its Benefit to Local Member Organizations
Angie Sommer, SEZFA Structural EngineersNick Sherrow-Groves, PEArupNCSEA SE3 Committee Co-Chairs
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Presentation Outline
Committee Background2016 Survey Results2018 Survey Outline and ChangesResource Guide
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COMMITTEE BACKGROUND
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What is SE3?
Structural Engineering Engagement and EquityBegan as group of 20-30 SEAONC members SEAONC-sponsored initiative Grew into an employee engagement/retention surveyInspired by previous studies conducted by
AIA/EQxD (2014) and ASCE/SEI (2013)
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SE3 Project Timeline
RESEARCH
Sept 2015
SURVEY CONSTRUCTION
DATA ANALYSIS
SURVEY DISTRIBUTION
PRESENT FINDINGS
Nov 2015
Feb 2016
May 2016
Sept 2016
ISSUE 2016 SE3 SURVEY REPORT
Dec 2016
TASK GROUPS
2017
NCSEA SUMMIT
Oct 2018
SECOND SURVEY
Mar-May2018
NCSEA SE3 FORMED
Aug 2017
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Primary Objectives
Conduct a biennial, nationwide survey to measure engagement and equity in our profession
Develop a resource guide to help MOs start local SE3 chapters
Create a national forum to discuss issues of engagement, equity, retention, diversity, and other professional experiences
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2016 SURVEY RESULTS
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Survey Demographics
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Survey Demographics
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Survey Demographics
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Survey Demographics
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Overall Satisfaction
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Overall Satisfaction
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Career Advancement
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Career Advancement
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Pay and Compensation
Note: ~50% of respondents were from California
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Pay and Compensation
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Gender Pay Gap
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Gender Pay Gap
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Gender Pay Gap
Controlled for many factors individually in original study
Dedicated compensation study of 2016 pay data is being conductedGender pay gap more nuancedOnly “unexplained” gender gap at the principal level and for
sole proprietorsPay Report due to be released mid-2018
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Work-Life Balance and Children
Negative stigma against both people who care for children and people who use flexibility benefits
Respondents without children feel they: Are left to “pick up the slack” for those with children Are expected to work more by their managers
People with children advance more slowly than their colleagues without children
People with children also were most satisfied with their careers!
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SE3 2016 Survey Report
Can be found at:ncsea.com/committees/se3 se3project.org/full-report
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2018 SURVEY
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Modifications
Additional demographic questions: race, sexuality, English as a first language
Major and minor modifications to many questions – only 21 questions left as-is
Changes to options and answer validation based on advice from data analysts
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Example
2016 Version: In your current
position, what is the maximum number of hours that you have worked in a given week?
2018 Version:Approximately how often do
you work within the ranges listed below in a single week? <40 hours40-44 hours45-49 hours50-54 hours55-59 hours60-64 hours>65 hours
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2018 Survey Open Now!
Take the survey!
Currently practicing and formerly practicing engineers
~20 minutes long
Closes in May
ncsea.com/committees/se3
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RESOURCE GUIDE
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Resource Guide Summary
Committee Year PlanningCommunications, Recruitment, and MarketingBudgetingExample Events and Programs
Mentorship ProgramsBusiness TrainingPanel DiscussionsCommunity Outreach
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Example – Speed Mentoring
Have held two events in San Francisco
August 2017 & April 2018
10-12 mentors, 35-40 “mentees”
10-15 minute sessions with each group
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Example – Speed Mentoring
Define target audience
Decide on a budget
Mentor/mentee ratio
Recruit mentors
Open registration
Have the event!
Post-event survey
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Resource Guide
More information in the guide! Email us for more
information about starting your own SE3 Committee!
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Thank YouTake the 2018 SE3 Survey!
ncsea.com/committees/se3
Join us! NCSEA Structural Engineering Engagement and Equity Committee
Meetings 2nd Tuesday of each month11am Pacific, 1pm Central, 2pm EasternAngie Sommer, SE, ZFA Structural Engineers
Nick Sherrow-Groves, PE, Arup