INNOVATION January-February 2022

R E G U L A T O R Y N E W S

contributing to an inclusive workplace environment. Individuals who have been in the industry the longest are usually in positions of leadership and, in Nicole’s experience, can sometimes be the most resistant to change. The guidelines emphasize that registrants in leadership positions have a greater responsibility to consider EDI-related matters, recognize and address power imbalances, and acknowledge that they are an influential link between their staff and the firm. “My mentor said gender, race, and tenure should not be the focus—it should be the level of competence you bring. When others see that someone like him, who is respected and experienced, gives me an equal opportunity, they do the same,” Nicole said. Positive experiences from mentorship and connection in the workplace have prompted Nicole to support other women who are newly entering the field. She believes it is very important to keep the dialogue open and honest with others so if they think they are being treated unfairly, they feel empowered to say something. The guidelines offer advice to registrants for when and how to make formal complaints as part of their Duty to Report if they experience or witness an ethical violation. Since entering the industry, Nicole is encouraged to see that many aspects of EDI have been shifting in a positive direction and is optimistic for the future. “I hope the EDI guidelines allow for more openness and conversations about the topic—increasing awareness and including others that might not normally have a voice,” Nicole said. To view the EDI Guidelines and learn more about our EDI initiatives, visit egbc.ca/EDI-Actions .

to reflect the new requirements of the Professional Governance Act (PGA) and recent societal shifts in awareness and understanding of issues related to equity, diversity, and inclusion (EDI). A REGISTRANT’S PERSPECTIVE ON EQUITY, DIVERSITY, AND INCLUSION As a woman in engineering, Nicole Bisceglia, P.Eng., is in the minority and has found it difficult at times in her career to connect with her colleagues. “Depending on who you are working with, you can feel the bias sometimes. If you are not mindful of it, it can be a pitfall for people—they might not know why they are not getting the opportunities they should be,” Nicole said. The guidelines aim to highlight potential challenges that may arise (some similar to what Nicole has experienced as a young female in a male-dominated industry) and offer ways registrants can contribute to more inclusive environments. In addition, the guidelines set expectations for firms when creating their own EDI policies and procedures. The guidelines offer additional examples of EDI best practices for inclusive environments that go beyond professional obligations and can make a positive impact on a registrant’s sense of belonging. At Nicole’s current company, Urban Systems, mentorship, open conversations, and diversity among colleagues have all contributed to a more positive and supportive work environment for her. She has taken initiative to help lead events for International Women in Engineering Day and utilizes coaching opportunities and general wellness resources offered by the company. Nicole believes that in order for EDI to be successful in engineering and geoscience industries, everyone—from entry-level staff to the CEO—must be actively

Reactive, Nimble & Collaborative Our Vertisee platform removes data silos, so you get the full picture when you need to make decisions quickly.

P HoTo : N IColE B ISCEglIA /U RBAN S ySTEmS

EQUITY, DIVERSITY, AND INCLUSION GUIDELINES: PUTTING PRINCIPLES INTO PRACTICE Engineers and Geoscientists BC released the updated Professional Practice Guidelines - Equity, Diversity, and Inclusion last month to guide professional practice related to equitable, diverse, and inclusive environments and interactions. The updated guidelines establish expectations for how engineering and geoscience registrants should conduct and educate themselves on issues of human rights and diversity—including considerations around gender, sexual orientation and gender identity, Indigenous people, newcomers to Canada, and those with disabilities—and clarifies that all registrants must uphold the principles of fair and equitable treatment of other professionals, clients, employees, and associates. The guidelines were first published in 2016 (under the title Human Rights and Diversity Guidelines ) to address human rights and diversity issues relevant to professional practice and were updated

3D Models, Flythroughs, LiDAR, Orthophoto, Data Analytics, Asset Inspection, Infrastructure Inspection, Change Detection, Dashboard, Risk Assessment McElhanney has worked closely with the BC Government and Ministry of Transportation to capture, record, and analyze infrastructure damage and topographical change during and after the floods. Dashboards utilized by all stakeholders allow informed decisions without delay and assist with the rebuilding phase.

To learn more about McElhanney’s Vertisee solution or to contact our GIS team, visit: www.mcelhanney.com/vertisee

6

J A N U A R Y / F E B R U A R Y 2 0 2 2

I N N O V A T I O N

I N N O V A T I O N

J A N U A R Y / F E B R U A R Y 2 0 2 2

7