The Society of Women Engineers’ (SWE) newest study reportedly reveals specific gender and racial biases faced within the engineering profession, and unearths first-hand information about how implicit bias plays out in engineering. Implicit or unconscious bias can have a negative impact on the workplace climate, affecting decisions in hiring, promotions and compensation, according to SWE. “Climate Control: Gender and Racial Bias in Engineering” focuses on four basic patterns of bias. Nearly one-third of respondents to the study offered comments, many of which reportedly provided examples of bias they’ve experienced first-hand. The results of the study suggest that workplace climate is tougher for women and people of color as compared with white men, according to SWE.
More than 3,000 professionals with at least two years’ experience as engineers or engineering technicians reportedly completed the survey. Respondents were asked questions relating to four basic patterns of implicit bias: Prove-It-Again, Tightrope, Maternal Wall and Tug of War. Questions were also asked to gain insight into implicit bias in hiring, promotions, performance evaluations, access to networking and mentoring and compensation. Comparisons were made by comparing the answers of women and engineers of color with those of white men.
Among the respondents, women and people of color were reportedly more likely than white men to report that they felt they needed to prove themselves more to get the same levels of respect and recognition as their colleagues. In addition, white men were more likely than women and people of color to report that they could behave assertively in the workplace without pushback. The survey found that women and engineers of color were more likely than white men to report doing more “office housework” such as finding a time everyone can meet, taking notes and planning office parties, according to SWE.
Women and people of color also reported less access to desirable assignments and that they had more trouble gaining access to formal and informal networking opportunities than their white male colleagues. Women with children were reportedly less likely than white men with children to report that having children did not change their colleagues’ perceptions of their work commitment or competence. Some of the other topics covered within the survey included thoughts on the fairness of performance evaluations and access to advancement opportunities and promotions. Overall, the data reveals that white men face fewer obstacles in the engineering workforce than women and people of color, according to SWE.
For more information, visit www.swe.org
