Civil Engineering October 2022 | Vol 30 No 9

Civil Engineering October 2022 39 self. Anything else will drain and distract you from doing life-changing work. MISCONCEPTION: THE ENGINEERING INDUSTRY IS INHERENTLY SEXIST AND DISCRIMINATORY Reality: This depends entirely on the company you work for. That’s because workplace culture greatly influences why women accept and stay in (or leave) engineering roles. Companies that aren’t committed to advancing diversity, equity and inclusion and that don’t have solid anti-discrim- ination and harassment policies and procedures in place will not be welcoming to women. At the end of the day, these businesses are losing out because women will leave, and they will take the very skills, imagina- tive perspective and structural and cultural differences that drive effective solutions, give the business a competitive advantage , and contribute to higher revenue and productivity with them. They’ll move to firms that value and recognise women’s contributions, invest in their training and professional develop- ment, and support them in reaching their potential. They’ll choose a culture where women feel comfortable speaking up and sharing their ideas without fear of judgement or discrimination. They’ll find a home that values flexibility, balance and the power of collaboration. If you’re on a team that makes you feel bad for sharing your ideas, it is time to find a company with supportive leader- ship and open-minded colleagues. MISCONCEPTION: YOU HAVE TO BE AN ‘EXPERT’ AT WHAT YOU DO TO BE VALUED Getting a good, high-paying, and fulfilling engineering job doesn’t mean you need to be the most technically-minded candidate. When we hire engineers , we look for people who are willing to learn, collaborate, and grow professionally and personally. We look for people who aren’t afraid to put their hands up for challenging projects and problems, even if they don’t think they have all the skills and knowl- edge required. No one does. Be honest about your skills gaps but be willing to learn. Men don’t battle with Imposter Syndrome nearly as much as women do. Research shows that men will apply for a job if they meet 60% of the criteria, while women will only apply if they meet 100%. Nobody knows everything there is to know about something, and we will never know everything. That’s why the industry needs lifelong learners and women who can embrace a growth mindset to figure it out as they go along – and to take others with them on the journey. Lifelong learners are assets in an industry where technology changes rapidly, and societal problems get more challenging every year. Be tenacious and daring when creating your path because no one else will do it for you. Find a mentor in your business, your industry, or a completely different industry who can advocate for you, chal- lenge your thinking, and support you in reaching your goals. Ask the “dumb” questions, ask for feedback, and find the courage to actively pursue professional development opportunities. The world will thank you for it. FINAL THOUGHTS Women in engineering don’t want to be treated differently or with kid gloves. We want to be heard, respected, and acknowl- edged for the professionals that we are and for the dynamism, creativity, and empathy that the industry desperately needs. That starts with challenging misconceptions about engineering and giving women the confidence to explore an industry that will change the world. Instead of waiting for things to change, women need to start enforcing change. We are not powerless in breaking down conceived barriers, and we need to be our own advocates. That means speaking up when things don’t feel right, challenging how things are done, and offering a dif- ferent perspective.  If you’re on a team that makes you feel bad for sharing your ideas, it is time to find a company with supportive leadership and open-minded colleagues. South Africa