BENEATH THE SURFACE Women in Engineering and Construction: Take Charge of Your Own Career AUTHOR I realize that I could be criticized as being guilty of “looking from the outside in” without a personal understanding of what women working in civil engineering (CE) and civil construction (CC) are up against as it relates to career choice and career advancement. This would be a justifiable criticism, for as a male in the industry, I can only marginally understand how the forces at play in the workplace affect women. According to the latest thinking in cognitive psychology, which is not yet universally accepted, there is a big difference between “empathy” and “sympathy.” Empathy is actually feeling the experience of another. For some theorists, this is impossible. Sympathy on the other hand is having feelings for what someone else is experiencing, and/or for that experience itself. This is an interesting aside, but of direct relevance since in “most” cases, men occupy the higher rungs of the managerial ladder and are often making decisions about personnel advancement. They just might not “get it”… While there are many impressive advances in women’s rise to the top, not the least of which is the recent candidacy of Hillary Clinton for the U.S. Presidency, it comes as no surprise that statistics support the reality that women are still dispro- portionally underrepresented at the top of the corporate ladder. We also know that pay for women doing the same jobs as men lags behind. I am pleased to say that to some extent this is changing. However, when you consider that women outnumber men in the U.S. and are coming closer to that number in the workplace, there is still a long way to go for gender equality and opportunity in the world of work. Role Models In the fields of CE and CC, another psychological and sociological perspective relates to the presence of role models. We tend to model ourselves after people we see, with whom we identify, and, in most cases, who we respect. As a corollary, we tend to see ourselves in roles filled by people we like and/or admire. This is true in any realm of endeavor, be it business, athletics, art, or parent- hood; you name it. When there is a paucity of role models in any given context, it is harder to see oneself in that image. As the adage goes: “success begets success,” and, in the case of careers in CE and CC, if there aren’t a good number of indivi- duals with whom we can make these kinds of image connections, we are less likely to pursue that particular path. There are changes afoot and efforts being made in the field of education where STEM programs (science and math focused) are becoming more available and valued, and within which more young women are taking part. This is an important develop- mental phenomenon, but, by its very nature, it is evolutionary. It will take time for its impact to be felt. So what do women in today’s workplace do right now? Taking Charge In an article that appeared in the November 23, 2016, issue of SmartBrief entitled, “Women in Leadership: Three Steps for Getting Ahead,” Career Coach and Management Consultant Joel A. Garfinkle focuses on three keys that specifically apply to women who are interested in advancing their careers: (1) assertiveness, (2) mentor- ship and (3) sponsorship. Garfinkle states that, in many cases, when it comes to salary negotiations, women lack self-advocacy. He notes that, “lack of self-advocacy during salary negotiations costs the average working S. Scot Litke, Hon. D.GE “As you make outside connections ... find folks just like you with whom you can share your thoughts, plans and goals.” woman nearly $500,000 in lost wages by age 60. Still, other research indicates that being overly aggressive can be just as damaging for women.” He further offers that, when it comes to advocating for yourself, not all strategies that work for men, who tend to be more aggressive, work for women. This is not a criticism of women or “painted with too broad a brush,” but merely reflects Garfinkle’s thinking. Studies have shown that the following two tactics are the top picks for women looking to advance. 1. Make Your Work Known. Don’t be reluctant to take the steps necessary to make sure everyone knows how good you really are. Of course, this is a matter of “style” and there are no hard and fast rules. There are many value-loaded words, such as boastful, that come to mind; so you have to see what fits for you. It is also a function of knowing your supervisor’s or boss’s personality, and how he/she might respond to your advocacy. Moreover, as a man writing this guide, I have to be careful not to come off as condescending or pater- nalistic. Whatever works for you, works for you, but do not be reluctant to present your accomplishments for the project, depart- ment and company in the best light during personal evaluations, meetings and related contexts that offer opportunities to let it be known that you have made a significant contribution. 2. Network Inside and Outside Your Organization. Become involved with others who will understand and who can assist in DEEP FOUNDATIONS • MAR/APR 2017 • 107
