1. Demographics and Diversity Messaging Stacey DelVecchio BOD3 March 2014

2.  Review Work To Date  Recommendations  Next Steps Agenda Page 2

3.  September Telecon  BOD2  November Telecon  January Telecon Review Work to Date Page 3

4.  Initial look at SWE demographics September Telecon Page 4

5. Race/Ethnicity by Type Page 5 52% Prefer Not To Answer

6.  Compared SWE demographics to industry BOD2 Page 6

7. Industry vs. SWE Collegiate without Non-Hispanic White Major gap in SWE demographics & industry Page 7

8. Industry vs. SWE Professional without Non-Hispanic White Major gap in SWE demographics & industry Page 8

9. Industry vs. SWE Data Summary SWE Percentage / Industry Percentage If >1, SWE is higher than industry If <1, SWE is lower than industry CollegiatesProfessionals Asian/Pacific Islander 2.60.5 Black/African American 0.41.4 Hispanic 0.71.0 American Indian/Alaskan Native 0.00.7 Multi-racial 1.60.3 Other 1.2 Page 9

10.  Pilot some of our stronger collegiate sections to expand what diversity means and how they can strengthen the diversity in their sections  Provide these pilot sections with the proper messaging November Telecon Page 10

11.  Included SWE leadership demographics January Telecon Page 11

12. Industry vs. SWE Collegiate Members & Leaders w/o Non-Hispanic White Major gap in SWE demographics & industry Page 12

13. Industry vs. SWE Professional Members & Leaders w/o Non-Hispanic White Major gap in SWE demographics & industry Page 13

14.  Stacey, Mary, & Betty Develop a plan on diversity messaging Action Item Page 14

15. Assumptions Membership Gap –Collegiates –African American –Hispanic –American Indian –Professionals – Asian –American Indian Leadership gap not as large as membership gap Starting point Page 15

16.  Continue collaboration with NSBE affinity groups Consider SHPE & AISES if NSBE is successful  Affinity Groups Each to be chartered with recommending what we can do better for engagement of the demographics they represent  Leadership Coaching Today = train + coach Future = train + coach + SME introduction –Have SMEs in diversity, finance, outreach, etc Recommendations Page 16

17.  Help sections that struggle with increasing diversity Define what diversity is What do the sections actually need to do Use Section Vitality Scorecard to identify gaps –Work with sections that reach out for help Utilize Diversity SME to help (from recommendation on page above) Recommendations (continued) Page 17

18.  Continue collaboration with NSBE Consider SHPE & AISES if NSBE is successful (maybe FY16?)  Affinity Groups Already being worked Report back at FY14 BOD4  Leadership Coaching Incorporate SME introduction piece Incorporate use of Section Vitality Scorecard (if it’s not already incorporated) Potential FY15 goal to get in place  Section Help Update Section Vitality Scorecard Roll out to regions/sections (do MALs do this?) Enlist help of new Diversity SMEs Next Steps Page 18