Stacey DelVecchio August 2013 SWE LETF Path Forward Stacey DelVecchio August 2013

LETF Focuses in FY13 From BOD4 Presentation…. Petition process for BOD positions Election campaign policy Special election process Collegiate Director election process Diversity & Inclusion component Overall pipeline, succession planning, and election processes Contested elections

Status of Recommendations Petition process for BOD positions DONE Election campaign policy Voting on at BOD1 Special election process In process in Senate Collegiate Director election process Submitted by Nominating Committee For discussion….path forward? Diversity & Inclusion component Overall pipeline, succession planning, and election processes Contested elections

Where and How Does Diversity and Inclusion Fit in the Processes?

Diversity and Inclusion Component D&I is important to SWE but yet the progress has been very slow General goals for SWE The composition of SWE membership and SWE leadership should reflect the female population in general engineering workforce The composition of SWE leadership should reflect the population of SWE membership Gaps SWE is not collecting proper D&I metrics and using those metrics to support SWE goals To build diverse leadership, D&I must be included in the Pipeline, Succession Planning, committee chairs/members selection processes SWE promotes diversity within engineering but yet we don’t have diverse membership and leadership. We need to promote this within ourselves. We represent 5% of the population of females inside engineering, and we need to grow and should grow to include more membership. Two diversity metrics were included in the BOD scorecard from FY09 thru FY12. They were: NSBE/SHPE/AISES Joint Members (#) and % of members who self-identify as part of an ethnic group. However, these metrics have made very limit impact to SWE D&I strategy and goals. Starting FY13, they are no longer captured in the BOD scorecard. Regions are identifying and developing leaders. However, SWE is still weak in building a “diverse” leadership. If D&I is not included in the Pipeline, Succession Planning and committee chairs/members selection processes. There is very little impact that the Nominating Committee can make when selecting a slate for the BOD and BOT positions.

D&I Recommendations – Metrics Collection Why – Metrics help us know where SWE stands and enable us to set specific and actionable goals for improvements What – Collect diversity related metrics within SWE Ethnic Origin Gender Engineering Disciplines Disability Religion Sexual Orientation (LGBT)** Employee Status** Citizenship** ** Due to the sensitivity of certain data, suggest SWE focusing on the top 5 metrics for now until we know how to handle metrics 6, 7 and 8. Propose we use what we have available to use& develop a robust process for their use We need to know if we have any underutilized population within SWE and what they are. We need to be more aggressive in building diverse leadership in order to recruit membership so that in the future SWE membership will reflect the female population in engineering. For example, in order to increase Hispanic members, we need to have more Hispanics in leadership positions (i.e., the percentagewise of Hispanics leaders may be higher than the percentage of Hispanics members). The measurements need to be collected at all levels of leadership. The measurements should beyond race and ethnicity too.

D&I Recommendations – Accountability SWE BOD shall not only collect the D&I metrics but also fully commit to use the data and keep it transparent to SWE members SWE BOD shall use the data (and the trends of data) to set the goals and then flow down the goals to regions and the succession planning committee (or the Talent Management Review Board) Encourage each BOD member to mentor at least 2 potential leaders who are either minorities or someone different from you Inclusion? SWE BOD owns the Accountability pillar of D&I strategy. Using the data and the trends of data include monitoring and communicating the progress against the existing goals and setting new goals. Identify and mentor potential leaders – Naomi Brill shared her experience on mentoring potential leaders while she was on the Board when Rachel McQuillen, Alma Martinez Fallon and Vi Brown were the SWE Presidents. During those years, all board members, including Region Directors, were required to mentor 5 people and 3 of them must be minorities or someone different from you. Every board member had to identify her mentees by names. That had made a significant impact on the composition of SWE leadership.

Overall Pipeline, Succession Planning, and Election Processes LETF held a meeting to discuss the overall processes, needs and D&I component at WE12. Attendees included LETF members, NC representatives, MCC chair, Succession Planning chair, DDR, DR, Director of Education, and PE. An additional conference calls were made in early 2013 to further discuss and finalize the processes.

Interconnected Processes Diverse Leadership Di Diversity & Inclusion Pipeline Succession Planning Nomination & Election In order to have a diverse leadership, SWE needs to build an inclusive environment and all membership needs to embrace it. D&I needs to be part of the Pipeline, succession planning and nomination/election processes as well. Note: All processes are important. The size of the gear does NOT reflect the importance of the process it represents.

Leadership Pipeline and Election/Selection Process

Leadership Pipeline Process Pipeline process is good but needs to be informal

Leadership Pipeline Process Succession Planning Task Force Incorporate Succession Planning Task Force requirements documentation Flow down to leadership

Leadership Election/Selection Process Formal Election/Selection Process is OK but need to incorporate D&I more

When To Have A Contested Election? When NC feels there is more than one very well qualified candidate for a position, and the candidates have differing philosophies (Need to consider how diversity fits in this case) When NC has more than one well qualified candidate for a position It should be rare because the NC should consider the board to be broader overall. Contested election would make it more difficult for the NC to have a balanced board (i.e., a board with diverse perspectives) In the case of a contested election with two well qualified candidates, there should be some thought given to keeping the unsuccessful candidate in the society's leadership pipeline If there are two very great candidates, try to have both on the board or find a way to utilize both people Never have a contested PE election Other board positions would follow above recommendations NC should not put candidates in a contested election just for the sake of having it. NC needs to consider the following factors before finalizing the slate: The needs of the board, The composition of the board, and If candidates can bring diverse perspectives to the board Contested election should be rare after all above factors are taking into consideration.

SWE Membership DB Enhancement Purpose: To keep all membership information in a centralized location so that the data can be used by all SWE processes (e.g., pipeline, election, succession planning, etc.) Users: Members, Headquarters, Regions/Sections, Society Nominating Committee, future Society Succession Planning Committee or Talent Management Roundtable, etc. Structural: Break the database into sections. For example: Basic section – Contains objective data, such as SWE positions held by when, that would be updated by the HQ SWE resume section – It would be updated by individuals Committee data section – States X committee has data on subject “Y” but does not divulge the actual data Personal reference section – Allows up to 5 to 7 references, including pertaining to and the date of each referenced item This proposal is to update the current SWE membership database with additional data fields and capabilities.

Next Steps Diversity & Inclusion component Develop plan to use the metrics we have Board mentoring Inclusion Overall pipeline, succession planning, and election processes Succession planning requirements document Incorporation of D&I Contested elections Incorporate decision