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LIZ BARTELL; SR. PROJECT ENGINEER; PATEL, GREENE & ASSOCIATES: As a graduate of the first class of engineering majors from a women’s college, I am intimately familiar with the importance of representation from people of all genders, race, sexual orientation, and ethnicity in the AEC industry. DON KOPECKY; SR. MECHANICAL ENGINEER; BARR ENGINEERING CO.: The culture of the industry must be more amenable to the value system of younger people. This will make the industry a better place to work for the next generation by helping it become more inclusive, compassionate, and accepting. SUSAN DAWSON; MARKETING & COMMUNICATIONS MANAGER; GHT LIMITED: One of the most important issues our 2020 class will need to address is that 90% of AEC principals are white, 83% are male, and only 58% of these principals acknowledge there’s a lack of diversity amongst principals. gender, race, or any other form – should be valued for that perspective that helps shape companies and decisions differently. SHIBANI BISSON; ASSOCIATE/SR. PROJECT MANAGER; WSB: I would like to provide a framework for how we approach and have the tough conservations with the males in the industry, so that a culture of inclusion and respect is developed for all males and females in the AEC industry. CINDY SACHNOFF; VICE PRESIDENT, HUMAN RESOURCES; WGI: I am very passionate about gender equality and women in the workplace. We need to educate those in the industry who don’t see this as an issue, and I’d like to be a catalyst to move this forward within the AEC industry. JASON PEREIRA; PRINCIPAL; CWE: Being the father of an 8-year- old daughter, I’d like to be part of the movement/change that transforms AEC work environments, so that females, like my daughter, who may want to reach a leadership position have equal access to these milestones during their career. JENNIFER PORTER; VICE PRESIDENT; GERSHMAN, BICKNER & BRATTON, INC.: Service to others is a cornerstone to my life, and I am very eager to make the personal connections through ElevateHer, which I believe will raise my own expectations of myself and my company. VERONICA PORTER; CHIEF REVENUE & MARKETING OFFICER; WAGGONER ENGINEERING: Because of my experiences, I have a passion to help other women excel in their careers and rise through the ranks. We need more women in senior roles to help mentor and promote other smart, talented women. JENNIFER RIDD; ASSOCIATE/SENIOR PROJECT MANAGER; JQ: I want to be a part of the ElevateHer initiative on behalf of every woman who has ever felt “less than” or overlooked – women who are good at their jobs and committed to success and growth, but just don’t see a way they fit. SUSAN OSTERBERG; CHIEF ADMINISTRATIVE OFFICER; SMITH SECKMAN REID: Diversity – whether it comes in age, AARON TIPPIE; SR. VICE PRESIDENT, POWER; WESTWOOD PROFESSIONAL SERVICES: The stresses on companies to add and keep good people will only increase. We clearly need more women to enter the AEC space and to remain in the industry long-term. FRED VINCIGUERRA; CEO; FORENSIC ANALYTICAL CONSULTING SERVICE: For me, it’s about how to engage women to be proactive in their careers. I am blessed to have three daughters, one of whom wants to be an engineer. I would like her to have opportunities that may not be as readily available. MARYANNE WACHTER; SR. STRUCTURAL ENGINEER; BUROHAPPOLD ENGINEERING: A lot of people leave structural engineering after three years. I firmly believe this is because companies have stopped investing in their junior engineers until they have “proved” themselves.
SHANNON ACEVADO; SR. PLANNER; MATTHEWS DESIGN GROUP: If there is a lack of diversity of people working in this industry, there could be lack of diversity in the breadth of innovation, solutions, and approaches taken which moves this industry forward. BLAKE CALVERT; PRESIDENT & CEO; CORE CONSULTANTS: Creating a cultural change toward diversity starts at the top. Company leaders must lead, act, and set an example of inclusion every day. It must be ingrained into the culture and values of the company. Set the tone, and others will follow. MAGGIE SNAPE; HUMAN RESOURCES DIRECTOR RESOURCES; FUSS & O’NEILL: With more than 30 years in HR, I have worked hard on gender equality in the workplace. I have been amazed these past five years by just how far behind this industry is. MELANIE BOWCUTT; SENIOR COMMUNICATIONS MANAGER; HORROCKS ENGINEERS: There are younger groups of women entering the field that I know we can provide better opportunities for, but we have to start building leaders. I want to be that leader. ANDREA DUMONT; ENGINEER, PROJECT MANAGER; JACOBS: As I progress in my career it becomes more and more obvious the obstacles that women face at far greater lengths than men. I got into engineering because I’m passionate about changing the world. GINGER LACY; OFFICE MANAGER; WATRY DESIGN, INC.: I want to be an example for the young people in my life and show them that it’s important to raise your hand, to step forward, to speak up. THY DANIELS; MARKETING MANAGER; KPFF CONSULTING ENGINEERS: As a woman of color and someone who has personally considered leaving the industry several times, I’d like to help my organization implement a change in culture, recruitment, and retention. DARA DAVULCU; DIRECTOR OF MARKETING; SKILES GROUP: I deeply admire the work these people do in the AEC industry, and the people – the unsung heroes of civilization – who do the work. I am excited by any opportunity to elevate them, irrespective of their gender. ELIDE PANTOLI; UNIVERSITY OF CALIFORNIA, SAN DIEGO; POST- DOCTORAL RESEARCHER: I am action and solution oriented and I do not like to wait for other people to do what needs to be done, I want to be part of the change. JANKI DEPALMA; ASSOCIATE, BUSINESS DEVELOPMENT MANAGER; DCI ENGINEERS: I am the only female and minority in a leadership role in my office. When we talk about belonging and creating a space for everyone to thrive, I can bring a unique intersectional perspective. JACQUELINE DEVEREAUX: I want to be part of the solution to improve our industry for working moms and for the future generation of women entering the pipeline now. ANGEL FARLEY; HUMAN RESOURCES MANAGER; QK: Although I fill a support role for the engineering industry, I have promoted diversity and inclusion throughout the firms I’ve worked with and I deeply understand how crucial it is for us to grow the profession. KRISTAN GREENE; HUMAN RESOURCES DIRECTOR; MANHARD CONSULTING: An inclusive culture is an environment in which respect, equity, and appreciation of differences are cultivated for a positive employment experience. MARY HEATH; CHIEF MARKETING OFFICER; MCADAMS: As an industry, we are beyond checking a box, it’s time to hone-in on implementation. I want to prove that we can do it. Not only can we can make changes that are right, but they can also improve our bottom line.
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UST 24, 2020, ISSUE 1358
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