OSPE plans to end engineering’s systemic bias & exclusion culture

The Ontario Society of Professional Engineers (OSPE) has announced a four-point plan to end engineering’s culture of exclusion and systemic bias. 

While Ontario has a pool of diverse and underrepresented groups, systemic bias discourages some of the best talent from remaining in engineering roles, reveals OSPE. “Women and other underrepresented groups are being held back from contributing to the vital work Ontarians need them to do,” stated OSPE President and Chair, Réjeanne Aimey. 

In fact, a recent study commissioned by OSPE found that engineers, engineering graduates and hiring managers overwhelmingly view “systemic bias as a major problem in the engineering community”. 

GENDER BIAS IN ENGINEERING

Although more research is needed to find out the experiences of other underrepresented groups, OSPE’s study clearly highlights gender-based bias and problems. For example:

• One in three women are paid less than their male counterparts in the engineering sector. 
• One-in-four women experience harassment, discrimination or bullying at work within the engineering industry. 
• 45% of women engineers reported feeling undervalued or disrespected in the workplace, compared to 20% of their male counterparts. 
• 44% of male engineers compared to just 18% of women claimed to have never felt barriers to workplace advancement.

TIME FOR ACTION

According to Aimey, “It’s time for action. It’s time for real change.” OSPE’s CEO Sandro Perruzza agreed. “This has gone on for too long, with little action by the leaders of Ontario – and Canada’s – engineering community. 

“Starting right now, OSPE is dedicating itself to unifying the voices of Ontario’s engineering community. Enough is enough. We won’t stop until we see meaningful change and movement towards a diverse and inclusive profession that is vibrant and ready to serve Ontario without bias.” 

PLAN TO ADDRESS BIAS 

To address systemic bias prevalent in engineering’s culture, training and license process, OSPE has announced a four-point action plan. It includes:

1. Taking concrete actions and reaffirming that diversity and inclusion remain one of its core values. 
2. Offering regular diversity and inclusion training to any members of the engineering community who seek it. 
3. Launching a new Diversity and Inclusion Champion Award in 2021 to honour OSPE members who are making real systemic change. 
4. Committing to convene a summit with all Ontario engineering leaders in 2021 to develop an industry-wide action plan. 

BREAKING CYCLES OF PREJUDICE

OSPE has also created a hub for the profession to unite and tackle its most challenging and complex problems. “This is a complex problem, with deep cultural and historical roots,” pointed out Perruzza.

“We are calling on the best of Ontario’s engineers to join us to break the cycles of prejudice and bias that we all know are there. We invite our stakeholders and all members of the engineering community to join us in this mission for change; by signing their names and telling all of our leaders that they demand action over rhetoric.”

KICK-STARTING CHANGE

“It’s not an us-versus-them initiative. We are all in this together. It will take all of Ontario’s engineering community to make real change,” noted Aimey. “I know all too well the unspoken professional culture that diverse underrepresented groups have to overcome just to be heard.” 

The Chair of OSPE’s Diversity and Inclusion Task Force, Angela Wojtyl, agreed. “I’ve watched too many talented problem solvers get sidelined by systemic biases built up over generations. But it’s time for real change. And together we’re going to make it happen,” commented Wojtyla.

OSPE is confident that its plan will kick-start real change for the future of the whole engineering community in Ontario. Click here for more information.