Engineering: issues, challenges and opportunities for development ...

ENGINEERING: ISSUES CHALLENGES AND OPPORTUNITIES FOR DEVELOPMENThiring new faculty from under-represented groups; she recommendsnineteen practices for university presidents, provosts,deans and departments. She also offers advice for academicsearch committees such as avoiding biased decision-makingand snap judgements, seizing pretexts, and downgrading theinstitutions from which candidates obtained their degree. 68 Itis frequent to hear in male-dominated departments commentssuch as ‘we cannot lower our standards’, suggesting that hiringa woman or a person from a visible minority will have thisoutcome. In fact, the bar is often raised for these candidatescompared to the expectations from candidates from a majoritygroup. Criteria in judging achievement, which affects hiring,tenure, promotion and the awarding of research chairs orprofessorships, must reflect the quality of publications insteadof their number. Universities also need to create policies thatallow young faculty members – female and male – to balancefamily and career, while looking at the potential of candidatesversus what they have accomplished by the time of the interview.Biases can be reduced through education and gendersensitization programmes and ensuring a fair gender representationon decision-making committees. Proactive methods tofind qualified women for positions or awards will also help.In engineering workplaces, employers can develop objectivehiring criteria, proactively seek women applicants and sensitizeselection committees to recognize appropriate questionsand illegal ones. Creating opportunities for women to meetand network with a fast track for women identified with managementpotential will provide mentors for younger women,and hopefully lead to an integration of feminine values intothe culture. Instituting flexible hours can help reduce staffturnover and thus the cost of hiring and training new people.Parental leave should be available to mothers and fatherswith no negative impact on their career. Access to affordablechildcare is a major factor in retaining young parents in today’sworkplace. Providing visible assignments to people who needto build their self-confidence and credibility is important.Progress in scientific and professional associations can beassessed by monitoring the proportion of women elected topositions on the governing body, on important committees,receiving awards and prizes, invited as keynote speakers, panelistson specialty topics and plenary sessions. Qualified womencan be found, and recognizing their achievements and expertisewill accelerate progress towards a fairer representation andadd new perspectives in solving technological problems.Until we get rid of stereotypes about people’s aptitudes andbehaviours, it will be impossible to create an atmosphere ofrespect and trust. The predominantly male view is not the onlyway to create new knowledge; the range of perspective womencan bring will undoubtedly be a benefit. Integrating women’s68 Moody, JoAnn. 2004. Faculty diversity problems and solutions. New York: Routledge.values in a way that permeates all aspects of knowledge willhave a positive impact.One way to enhance career success is to network with colleaguesin our field and with women in engineering and science.The former will be helpful to ensure that our expertiseand achievements are recognized by peers, and that we haveopportunities to share knowledge and learn with them. Thenetworking available within women’s organizations is alsovery important to share best practices on how to increase theparticipation of women at all levels and strategies for careeradvancement. Discussing how to balance work and personallife is another important aspect for everyone, women andmen, in this new millennium where more men are sharing theparenting responsibilities. 69Effecting a change of attitudes and behaviour takes time.Equity does not just mean an equal number of women andmen; it means equal chances of success and career developmentand having a voice at meetings. It means that averagewomen will succeed as much as average men. If more womenfeel comfortable in choosing these fields, they will achieve economicindependence and have more control over their lives.Women must face challenges fearlessly, discover their talentsand skills, and believe in themselves. Men and women shouldbe partners and agents of change, each in their own way.4.7.3Women and gender issues inengineering: an AustralianperspectiveMarlene KangaAustralia is faced with an acute shortage of engineering skills,especially in electrical, mechanical, civil and mining engineering.70 This is resulting in capacity constraints in many sectorsof the economy, especially mining and infrastructure development.In such an environment, it is vital to attract both menand women to engineering and retain those who have qualifiedas engineers within the profession.Women engineers currently represent less than 7 per cent ofthe engineering workforce in Australia – one of the lowestparticipation rates of women across all professions in Australia.Ensuring that more women join and remain in the professionis vital from a social equity viewpoint while providinga means to increase excellence and address the shortage ofengineering skills.69 For more information on the International Network of Women Engineers and Scientists:http://www.inwes.org70 The Engineering Profession: A Statistical Review, Engineers Australia March 2006, http://engineersaustralia.org.au200