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Gender Equality Article
Gender Equality Article
Gender Equality Article
equity
Tuesday 24 July 2018
Industry Partners at the Engineering Practice Academy genuinely align with the
Academy’s diversity and inclusion values.
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IN SUMMARY
It’s part of a greater strategy to ensure that from day one the budding engineers are well
versed in the need for diversity within a group, including the need for a critical mass of
women.
“If you don’t, it will be 2050 and we will still be struggling with the same problem – if not
worse.”
“At the Academy, we consciously – deliberately – made it our business priority, and we
recommend other institutions do this too.”
Dr Maclean is making sure that gender equity is everyone’s concern, creating a culture
where all can learn about the complex, nuanced system of gender inequity.
“Most importantly, we are creating a system in which we work together to take tangible,
impactful action,” she says.
The Academy’s Diversity and Inclusion strategy feature non-negotiable values that
make all staff and students, or as they’re known in the Academy ‘associates’,
responsible for gender equity and inclusion.
Staff and associates are individually responsible for fostering diversity and
inclusion;
Industry Partners genuinely align with the Academy’s diversity and inclusion values;
and
The Academy must proactively assess performance with diversity and inclusion.
The Academy is working towards having at least 40 per cent female associates by
2020.
Instead of having a Diversity and Inclusion team that sits only within HR, the Academy
has Diversity and Inclusion sit across the business.
“Something that we are focusing on strongly in the Academy is how we can help people
appreciate difference,” says Ms Turner, a humanitarian engineer.
“We are doing it deliberately; changing how engineers learn, how we talk about
engineering and we are shifting the conversation around engineering to make it more
appealing, especially to women.”
This article originally appeared in Engineers Australia. Read the original article.
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