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Where is the IET going?

Raymond Cragg
The IET on Twitter is mostly about women in engineering and it appears we also have or have had an Executive member who represents the Association for Black and Minority Ethnic Engineers (AFBE-UK). Since when did we get away and direct our selves at subsections of the organization? There is no minorities that I am aware of in the IET at least not because of bias in any way shape of form. The same goes for women in engineering, no one is biased against them. Low numbers are because they dont want to be in engineering..

Where is the IET heading? It does not seem to be going in a place most of the member wold probably want or is it?
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    Equality is necessary, but not sufficient. Diversity and inclusion also need to be considered otherwise the engineering professional will never be truly reflective of the society it serves, which is arguably still not the case in many regions of the world.    



    • Equality is about equal opportunities and protecting people from being discriminated against (whether for age, sex, gender, religion, ethnicity, spectral radiance of their skin, etc).

    • Diversity is about recognizing respecting and valuing differences in people.

    • Inclusion refers to an individual’s experience within society (or workplace), and the extent to which they feel valued and included. 

    In January 2017, the Royal Academy of Engineering conducted a survey of around 7,000 engineers to increase understanding of the culture of engineering, the extent to which it is inclusive of diverse groups and what could be done to make it more so. Findings from the survey were published in a report titled Creating cultures where all engineers thrive. The report focuses on the extent to which engineers feel included on grounds of gender, ethnicity, age etc. Learn more at https://www.raeng.org.uk/inclusivecultures 

    Some key findings extracted almost verbatim from that survey include:


    • White male engineers feel that the culture of engineering is more inclusive than female engineers who in turn feel that it is more inclusive than engineers from black, Asian and minority ethnic (BAME) backgrounds.

    • Engineers aged 46 and over feel less included in the profession than those in the younger cohorts 

    • Male engineers are almost twice as likely as their female colleagues to perceive the culture of engineering as ‘very inclusive’. They are 1.5 times as likely as women engineers to say that they feel ‘very included’ 

    • White engineers are significantly more likely than their BAME colleagues to feel ‘very included’ in the engineering profession

    • Other respondent demographics (disability, religion, sexual orientation) also make a difference to the experience of culture and inclusion in engineering, with disability making a particularly notable difference

    • There are some differences in the experience of inclusion based on grade and registration status - sector, discipline and base appear to make relatively little difference to the experience of inclusion. 

    • Specific underlying barriers to progress on inclusion in engineering revealed by this study include:
      • the ‘inclusion privilege’, which means those who already feel included are least likely to take action

    • the perception that there is no ‘crisis of inclusion’, or burning platform, to drive action, but a consistent pattern of lower levels of inclusion for BAME and women engineers 



    Given that both IET membership and the broader engineering profession continues to lack proportionate representation from the diversity of humanity, shows the institution still has a need to inspire, inform and influence the diversity of the global engineering community in these and other matters.
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  • 0

    Equality is necessary, but not sufficient. Diversity and inclusion also need to be considered otherwise the engineering professional will never be truly reflective of the society it serves, which is arguably still not the case in many regions of the world.    



    • Equality is about equal opportunities and protecting people from being discriminated against (whether for age, sex, gender, religion, ethnicity, spectral radiance of their skin, etc).

    • Diversity is about recognizing respecting and valuing differences in people.

    • Inclusion refers to an individual’s experience within society (or workplace), and the extent to which they feel valued and included. 

    In January 2017, the Royal Academy of Engineering conducted a survey of around 7,000 engineers to increase understanding of the culture of engineering, the extent to which it is inclusive of diverse groups and what could be done to make it more so. Findings from the survey were published in a report titled Creating cultures where all engineers thrive. The report focuses on the extent to which engineers feel included on grounds of gender, ethnicity, age etc. Learn more at https://www.raeng.org.uk/inclusivecultures 

    Some key findings extracted almost verbatim from that survey include:


    • White male engineers feel that the culture of engineering is more inclusive than female engineers who in turn feel that it is more inclusive than engineers from black, Asian and minority ethnic (BAME) backgrounds.

    • Engineers aged 46 and over feel less included in the profession than those in the younger cohorts 

    • Male engineers are almost twice as likely as their female colleagues to perceive the culture of engineering as ‘very inclusive’. They are 1.5 times as likely as women engineers to say that they feel ‘very included’ 

    • White engineers are significantly more likely than their BAME colleagues to feel ‘very included’ in the engineering profession

    • Other respondent demographics (disability, religion, sexual orientation) also make a difference to the experience of culture and inclusion in engineering, with disability making a particularly notable difference

    • There are some differences in the experience of inclusion based on grade and registration status - sector, discipline and base appear to make relatively little difference to the experience of inclusion. 

    • Specific underlying barriers to progress on inclusion in engineering revealed by this study include:
      • the ‘inclusion privilege’, which means those who already feel included are least likely to take action

    • the perception that there is no ‘crisis of inclusion’, or burning platform, to drive action, but a consistent pattern of lower levels of inclusion for BAME and women engineers 



    Given that both IET membership and the broader engineering profession continues to lack proportionate representation from the diversity of humanity, shows the institution still has a need to inspire, inform and influence the diversity of the global engineering community in these and other matters.
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