About Me

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London, United Kingdom
I am an engineering academic at University College London where I work on the sustainability of urban water systems. I am interested in the role of engineers and technology in sustainable cities.

Wednesday, 24 October 2012

If I were a senior manager and you were a lady

It is easy enough to complain and deconstruct, harder to make positive suggestions for change. Here are a few things I would try to improve the gender and race balance in my organisation if I was a senior manager:

1) Have a party. There is every possibility that I would be the first or one of the few to be in such a position. I would drink champagne and try to enjoy my achievement. I would now be a role model for younger women, and it is important that role models have fun.

2) Appoint a core team of advisors, from inside and outside the organisation. This would include experts in gender, race, technology, engineering and leadership. I would listen. I would pay them. I would ask them to work with me on devising new systems and taking action.

3) Take all my managers, heads of department, major groups and informal leaders on a one day retreat. This would include smart and interesting training presented by recognised leaders (not generic training consultants), and action planning for each of the participants' areas of accountability. I would audit progress and updates on action plans annually.

4) Create a special fund for recruiting women and people from minority racial groups. I would make it a requirement that every selection panel include at least one woman on the short list. If no decent women apply, then I would pay for a head hunter to find a suitable woman to be interviewed. If a woman or person from a minority race was selected as the best candidate I would provide additional resources to make sure we were in the best possible bargaining position to convince them to join us. I would ask my HR department and its lawyers to find a way to make this happen, not give me excuses why it couldn't.

5) Head hunt the best women and people from minority races in every field that was of strategic importance to my organisation. These would be the most outstanding people in their field. I would make my organisation the best place in the world for them to work.

6) Keep listening to the women and people from minority races who work in my organisation. I would do everything I could to address their concerns, make changes to accommodate their needs, and make my organisation the best place in the world for them to work. I would make strong counter offers should they be recruited elsewhere. I would arrange for exit interviews for every woman or person from a racial minority to find out why they are leaving, where they are going and what they thought of their experience with us.

7) Make paternity leave compulsory and provide the necessary support for this to have minimal disruption.

8) Devise a 'little sexism' and 'little racism' reporting scheme. This could be tricky given legal frameworks for bullying and harassment, but it would be a completely anonymous and confidential means for getting to grips with the culture of the organisation and everyday experience of discrimination on the ground. It would be a way for people to share their experiences without the trauma of adversarial complaints procedures. I would publish highlights and analysis annually, along with gender and race monitoring statistics.

9) Make gender a key focus for my media and publicity team. I would set targets for gender and race balance in media representation or press releases. I would ask them to make a big deal about the achievements of all women and racial minorities in my organisation. I would audit all websites, advertising and brochures for gender and racial representation.

10) Encourage known misogynists and racists to consider whether their skills might be more appreciated elsewhere, no matter how much 'value' they add to the organisation.

I am not a senior manager. I am just a senior lecturer. As I try to put my head down and get on with my work I hope others are willing and able to take up this challenge, to keep up the critique, and generate and implement new, practical ideas for change.

Sunday, 21 October 2012

Voice of exclusion

I have been studying, practicing, researching and teaching engineering for the best part of 20 years. I am a woman. This makes me unusual. Engineering is an uncommon choice of undergraduate course for women. Those who start, finish at a lower rate than their male counterparts, and are less likely to pursue engineering as a career. Like many women I abandoned engineering in my mid-twenties, leaving a fairly prestigious graduate post to pursue a social science PhD. It was a random coincidence of difficult personal circumstances and a unique recruitment opportunity at UCL that brought me back to engineering nearly 8 years ago.

Perhaps it's because I have left and come back, possibly because of my training in social science, or maybe because I was born feminist, but since I have returned to engineering I have become hyper-aware of the gender imbalance in my discipline and profession. This is very tiring. It is doubly arduous knowing the statistics and theories about gender and engineering, and at the same time dealing with my own little instances of exclusion. Being able to explain my experience as a member of the minority gender makes things harder, not easier. I wish I could erase the monitoring statistics and feminist theory from my mind, but I can't. I wish I did not have to brush off moments of ignorant discrimination, yet I must.

It is particularly disheartening for me when I come across bad theories about gender and engineering. I am frustrated by high feminist theory, that is barely accessible to me with my social science PhD and untranslatable to more conventional engineers. I get angry when I see sloppy analysis of data, particularly when it is used to support one of the most fashionable explanations for the persistent absence of women in all professional spheres, from the boardroom to the engineering lecture hall - the truism that women don't succeed because they lack confidence.

Engineers who are women are less confident in their professional abilities than engineers who are men. The question is why? And the answer more often than not turns out to be good old fashioned sexism, of the kind we like to pretend doesn't exist. Not big sexism, like women not being allowed to vote, but little, everyday sexism, the kind we brush off. Little sexism isn't something you can fight with a petition or a march on Parliament. It is not something you can argue in a tribunal, but it wears you down, it makes you feel unwelcome, it saps your confidence. On any given day, it can be outrageous or annoying, but over a career it all adds up to more than enough reasons to stop pushing yourself, stop testing your boundaries and striving for the top. It is certainly a reason to 'choose' to stay home with your babies, if you are lucky enough to have any.

Here are some of my own moments of little sexism. It is an indicative sample, not a comprehensive account. I am robust, and survived each encounter intact, but when I find myself thinking 'what are you doing here? you don't belong', moments like these might explain where those thoughts come from.

I am 17. I have just graduated from high school, dux of my class. My Mum and I are drinking tea in the church hall. An old lady is chatting to us and we tell her I am heading off to uni. She asks 'what will you study? Are you going to be a teacher like your Mum?'. 'No', I reply, 'I'm doing engineering'. The woman nearly chokes. 'Well that's unusual for a girl isn't it?'. We laugh it off, but a little voice starts whispering inaudibly in the back of my mind.

I have finished my first year and landed a job at our local mineral processing plant. In the induction I am told that this is an 'equal opportunity worksite'. I am assigned to a project that is monitoring a significant process change. I collect and analyse samples over the night shift. I share a 'lab' with two process operators and we get along, which is just as well since there isn't much space in the little hut. On my second shift I walk in to find 'Annie' posted on the wall. Annie isn't an operator or an engineer. Annie doesn't have any clothes on. I gather my kit and go out on site to collect my samples, and the boys do the same. I make it back to the lab before them and carefully take Annie off the wall. I am wondering what to do with her when I notice that my shaky hands have screwed her into a ball. I throw it in the bin. The boys come back, we go for smoko (Australian for tea break). Not a word is spoken, but that little voice is getting marginally louder. It whispers 'you don't belong here'.

I have graduated and am working at an aluminium smelter on the other side of the country. The company has an affirmative action policy. At least 20% of the operators are women, with higher representation amongst engineers and managers. Once more, I am working the night shift. The crew includes Shirley, who started at the smelter because she couldn't face nursing any more after the death of her father. She also likes the money and drives a red sports car. It is smoko and we are chatting about wives and girlfriends and work. Jason's girlfriend is out of work so I ask 'why doesn't she apply here?'. 'I wouldn't want that', he says. 'Why not?'. 'Well, I just wouldn't want my girlfriend doing this kind of work'. 'What about me? What about Shirley?'.'That's different. Shirl's one of the boys'. I ask Shirley if she thinks she is one of the boys, and she says no. I concur that I too have no desire to be a boy. We get back to work. The voice gets louder.

My career moves me back and forth across Australia a few more times until I overshoot and find myself in London. I am PI on a research project involving several departments at UCL. James is the programme manager. James and I are meeting for the first time with the head of one of the departments we hope to work with. He is an eminent professor. We shake hands and I introduce myself. 'Ha!', he laughs, 'you've got a funny accent! Like Crocodile Dundee'. Unfortunately I have left my machete at home, so we politely get on with the meeting. He speaks to James (the administrator) for the entire meeting, barely making eye contact with me (the PI). I conclude that despite, or maybe because of, his H-factor, this professor is a dick. He is also a big cheese and popular amongst other eminent professors in the faculty (even those with 'accents'). I get on with the programme, but the inner voice is now quite clear - 'you are not even worth talking to, you do not belong here'.

I am at a drinks reception with the Dean, a few other professors and a senior administrator. It is getting late and the crowd has thinned. The administrator turns to me and says 'what is a pretty young woman like you doing hanging around with a bunch of old men like us'. The Dean looks embarrassed. The inner voice is quiet. The voice of exclusion has spoken out loud.

I agree to join a committee looking at gender initiatives in science and engineering at UCL. We are presented with the statistics about the number of women professors and the rate of increase at UCL. The statistics are diabolical. I decide not to continue on the committee, not due to time pressure but because I am simply not robust enough to deal with such depressing numbers and the lack of serious action to change them. The voice is now screaming for me to get out, to find somewhere I belong, because all the evidence points to me having made a terrible mistake in laughing off that old lady after church that Sunday, all those years ago.

I am not leaving. I will stay, I will keep working, and I will keep talking back to that inner voice. But this is tiring. All the inner work to counter the outer moments of little sexism, year after year is draining. For now, I have decided to try my best to disengage from the wider project of understanding and counteracting sexism in engineering, both big and small. I just need to be an engineer.