Innovation-Nov-Dec-2023

FEATURE

She said, for the women involved, there was a sense of obligation and pressure to do it right, as they were the ground breakers and models for how women would be represented in the professions. In 2013, Engineers Canada introduced the national 30 by 30 program to increase the number of newly licensed women in engineering to 30 percent by 2030–30 percent being the critical mass needed to effect change. Engineers and Geoscientists BC became a 30 by 30 Network Champion. Mah says, when the program was initiated, there was optimism the goal could be reached. Now, with six years to go, it looks unlikely. But, she notes, the program is still valuable. “To me, it’s more than the target,” says Mah. “The target is really important because having that target presents an opportunity to talk and communicate to help people understand why. But, beyond that we need to continue the journey, continue the communication way past

2030 on why diversity is important and why we need to strive for more inclusive working environments.” Current WIEG Division Chair Katie Au, P.Eng., echoes that. “Programs like WIEG and 30 by 30 serve to drive awareness and education in identifying and removing the systemic barriers that still exist, into creating a more equitable and inclusive environments for women.” In 2017, DAWEG was re-branded WIEG with added goals to strengthen networking, professional development and advocacy. The refreshed division focused on boosting connections. As a result, membership increased from about 300 members to 3,000 in five years. “We did so by offering accessible events to members,” says Au. “We learned during COVID that the division has the advantage of not being geographically bound. Our podcast club, book club and remote events have been popular. Many women are looking for a safe space to network outside of their regular workplace, and

find support through other women in sharing experiences.” This year, Engineers and Geoscientists BC announced the WIEG Division and the 30 by 30 Champions Network will merge into an EDI working group, as part of the organization’s sharper focus on its regulatory role. Au says, “It’s an opportunity to consolidate the synergy of both groups with a stronger voice in collectively working together. It is, however, important that the focus on women is not lost in this transition and expansion with other equity deserving groups within EDI.” BARRIERS TO INCREASING NUMBERS As the women networked and shared their experiences, patterns emerged. Mah and Savage recall realizing that other women had similar issues of isolation and microaggressions—some were bullied and harassed. Women may shrug off one or two issues, Mah says, but then realize it’s happening in several work locations. Women often just accepted the behaviour because they didn’t know what they could do. Savage adds, “You don’t want to put a target on your back and there’s also a feeling of ‘was I imaging that?’ Then, when you share with your colleagues in the industry and they had incidents, too, you get affirmation.” The uncomfortable atmosphere at some work locations, combined with lower wages and few opportunities for advancement, often led to women leaving the professions. Women were also the ones taking maternity leaves that left career gaps and put them further behind their male peers. The uneven balance of women to men in the professions also perpetuated isolation issues.

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NOVEMBER/DECEMBER 2023

INNOVATION