ࡱ> dfcq {%bjbjt+t+ ːAA{!]      D 7ppppp$""ppUpdpp  p\@y   A NATIONAL SURVEY OF WOMEN AND MEN ENGINEERS A Study of the Members of 22 Engineering Societies Copyright 1993 by the Society of Women Engineers EXECUTIVE SUMMARY Introduction. This is a report on a survey of a random sample of more than half a million American engineers who belong to one or more of 22 major professional or technical societies. (Sample size: 1,743) . At least two recurring themes can be detected in the findings of the project: For the profession, this report documents unusual levels of uncertainty and disorganization in some of todays engineering workplaces. For example, sixty percent of these engineers have gone through major reorganizations during the last five years; this is three times the rate reported for the U.S. population as a whole. For women, the essence of the survey may be summarized by the following graphic: in some respects, women in engineering begin careers at parity with men or better, but as one looks at more experienced people, this picture changes.  Demography, Family Issues, and Education. This study begins with details about the demography and family status of engineers. About four percent are members of minority groups that are underrepresented in the profession African Americans, Hispanics, and American Indians and related Native Americans. Another six percent are of Asian origins. About two percent have disabilities; this is the first national survey of engineers to report on this statistic. When this survey took place in 1992, on the average men engineers were about nine years older than women engineers. The men are more likely than the women to be currently married, their spouses are less likely to be employed, and the spouses who are employed are less likely to be working full time. Among those with children in their households, use of day care services is reported by 68 percent of the women but by only 28 percent of the men. Among married women engineers, the odds are better than 50-50 that their spouse is another engineer. Two percent of the women are not working because they are caring for children. Engineers are very educated people. Forty-four percent of SWEs respondents hold advanced degrees. Among younger engineers, women are more likely to have an advanced degree than men. However, in general women seem less likely than men to either seek or obtain professional registration or certification as a licensed Professional Engineer (P.E.). This difference persists across engineering specialties and types of employers. Motivations to Enter the Profession. Many aspects of engineering are explored in this report. Reasons to join the profession are considered at length. After realizing that one has the necessary skills, the important motives to pursue engineering are the career opportunities and hopes for good salaries and job security that the profession offers (the hopes have faded to an extent, to judge by the comments of SWEs respondents); and the lure of work that is personally challenging, interesting, and enjoyable.  Employment. Ninety-seven percent of the men engineers and 92 percent of the women were employed at the time of the study, almost all of them as engineers or in a comparable technical or management job where my engineering background is helpful. About eighty percent of the respondents agree that their engineering skills are reasonably well utilized by what they do. If the Department of Labors conventions are used, about 1.4 percent of the sample was unemployed. The womens unemployment rate is higher, about three percent. Additional respondents do not have appropriate jobs and want to return to engineering. By the time they are in their fifties, on average the engineers in SWEs study have worked for four different employers. If allowance is made for the relative scarcity of the more experienced women, no significant differences can be found between women and men engineers in the propensity to work for several employers over an entire career. Women engineers are more likely to be found working for the largest engineering employers. They are relatively unlikely to go into aerospace or civil engineering, and more likely than men to become chemical, computer, environmental, industrial or manufacturing engineers. They are less likely than men to work for consulting and engineering service firms now the largest single industry sector for engineers and more likely to work for manufacturers, especially the computer hardware and software industry.  Performance Assessment, Compensation, and Participation in Management. There are few meaningful differences between men and women engineers when they are asked to identify the criteria by which their performance is assessed. For both genders and especially for women, skill in project management and technical competence are the overriding concerns. Other criteria, such as personnel management or contributions to sales, are secondary for most of these workers. Women engineers appear to fare poorly in at least two ways in this report. First, comparison of salaries suggests that nothing is being done about long-recognized inequities. This analysis indicates that before engineers enter their thirties, men pull ahead in base salary and keep pulling further ahead for the rest of their careers. Second, two separate indicators of the inclusion of engineers in management a direct query to the respondents, and a measure of the distance between each respondent and the top confirm the greater involvement of men than women. This difference does not disappear, although it weakens, when the engineers are compared within matched age groups. This is not to say that women are not engaged in management. They are; but not to the extent of men. When women do manage, their levels of responsibility and authority appear to be comparable to those of men, at least at the lower levels of the ladder.   Job Discrimination. This is an especially sensitive issue in engineering today, and the perceptions of the men and women do not agree. Twice as many men as women feel that the sexes are always fairly treated. Three times as many women as men feel that there are consistent inequiies. The same pattern occurs when respondents are asked about their perceptions of other kinds of discrimination. The report contains a wide range of hints that older women engineers, in particular, may have their own kinds of needs, interests and problems; it appears that women engineers are more likely than men to retire early.  Pursuit of Careers. Women engineers amass less total time on the job than men, but up to age 40, the difference between the two sexes does not amount to a great deal (about 23 months less total average time in professional employment for women than men). However, the gap in total years of employment widens rapidly for men and women engineers aged 40 or more, as noted above. There are no significant differences between men and women in the number of hours they put into their work each week. The study includes a report on what arises in the minds of engineers when one asks them about the obstacles they encounter in their careers. The largest obstacle faced by most engineers today is a weak job market, fueled by a generally limp economy, sharp decreases in defense and other aerospace investment, and drastic downsizing on the part of many of the largest technical and manufacturing organizations in the nation. The report includes information on the practical consequences of organizational shakeups and job layoffs. Job Satisfaction. These engineers gain most of their satisfaction on the job from meeting the challenges of demanding technical work. Some are not being challenged and seek more interesting jobs. Many are dissatisfied with their advancement opportunities. Assessing their experiences as a whole, the engineers in this study gain their greatest satisfaction from their educations, which they value more highly than their work. They also take satisfaction in their professional accomplishments. They are more reserved about their supervisors, their employers, and their own career prospects.  This report contains numerous detailed examples of engineering work and employment, including job titles, responsibilities, and accomplishments. 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