NEWS DESK WHAT’S NEW IN MANUFACTURING n SWE Study Examines Gender, Racial Bias T
he Society of Women Engineers’ (SWE) newest study reveals specific gender and racial biases faced within engineering, providing first-hand accounts about how implicit bias plays out in the profession. Implicit or unconscious bias can have a negative impact on workplace climate, af- fecting decisions in hiring, promotions, and compen- sation, the group said.
Climate Control: Gender and Racial Bias in Engineering focused on four basic patterns of bias. Nearly one-third of respondents to the study offered comments, many of which provided examples of bias they’ve experienced first-hand. Results of the study suggest the workplace climate is tough- er for women and people of color than it is for white men. “The most surprising thing about the study was the flood of comments we received at the end of the sur- vey,” Joan C. Williams, distinguished professor of law at the University of California and founding director of the Center for WorkLife Law, said in a statement. “Our findings confirmed decades of research and allowed us to examine whether what’s been reported in social psychology labs goes on in actual workplaces. Often it does.”
recognition as their colleagues. White men were more likely than women and people of color to report that they could behave assertively in the workplace without pushback. “I raised my voice during a meeting and I was reprimand- ed for getting emotional. But two male leaders…get into a yelling match in the same meeting and it’s no big deal,” said a Latina woman survey respondent.
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, tak- ing notes and planning office parties. “Just last year they hired a new female and one of the managers was telling me how happy they were about hiring her because she really clean(s) up after the guys and keeps the lab tidy,” said a white woman survey respondent. Women and people of color also reported less access to desirable assignments and that they had more trouble gain- ing access to formal and informal networking opportunities than their white male colleagues. Women with children were less likely than white men with
children to report that having children did not change their col- leagues’ perceptions of their work commitment or competence. “My colleagues assume I am a slacker because I have children, even when I come in evenings or weekends to
“The most surprising thing about the study was the flood of comments we received at the end of the survey.”
More than 3000 professionals with at least two years’ expe- rience as engineers or engineering technicians completed the survey. Respondents were asked questions relating to four ba- sic 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 evalua- tions, 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
more likely than white men to report that they felt the need to prove themselves more to get the same levels of respect and
make up time that I have to miss due to my children,” said an African American woman survey respondent. Some of the other topics covered within the survey includ- ed thoughts on the fairness of performance evaluations and access to advancement opportunities and promotions. Over- all, the data reveals that white men face fewer obstacles in the engineering workforce than women and people of color. Climate Control: Gender and Racial Bias in Engineer- ing follows a similar study conducted by SWE focusing on culture within the engineering workplace and differences between male and female personal and workplace priorities, including the gaps that are driving female attrition.
December 2016 |
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