1. D&I Discussion Stacey M. DelVecchio & Jonna Gerken Rochelle Jim, MCC Chair Christine Cabrera, MCC Chair-Elect BOD4 June 2014

2.  What We’re Doing Mentoring people that aren’t like us Affinity groups NSBE  Path Forward  Ownership  Next Steps Agenda Page 2

3. Responses to Previous Actions Why do we seem to be losing collegiate members from the Asian & Pacific Islander demographic at a larger rate than others? How can we better attract the demographics represented by our current Affinity Groups? Harambe (African Americans) Hispanic LGBT Native Americans Non-US Born (“Internationals”) Recommendations & Actions from MCC & AG Discussions Page 3

4.  Partner with the Society of Asian Scientists & Engineers (SASE) to gather more relevant data and information on this topic  Look into patterns that are being seen amongst this group  Consider providing outreach to Asian affinity groups in corporations; there are strong Asian affinity groups in the corporate world  Look into studies concerning how and when they engage Asian & Pacific Islanders Recommendations from MCC Discussions Page 4

5.  Offer a joint membership opportunity with other professional societies that have a high A&PI membership (HQ)  Recommend sections, possibly HQ, to perform exit polls/interviews (DR?/HQ)  Target survey (DR/MCC?) Focus on regions with significant numbers - Work with Region governors –Suggestion - Region A, B, and E (New York - Cornell) Recommend to survey informally, may have impact on other ethnic groups "We see this…what are you seeing? Do you think it is an issue?"  Create an affinity group (MCC) Asian & Pacific Islanders Actions from MCC Discussions Page 5

6. Affinity Group Demographics Only 2 of 5 AG’s responded to the action Harambe (African Americans) Hispanic LGBT Native Americans Non-US Born (“Internationals”) Lack of participation in AG’s is hindering progress Will have to follow up with others and reframe conversation around positive recommendations, not what we’re doing wrong Recommendations/Actions Still Need Clarification Page 6

7. Affinity Group Demographics o Women of color do not readily identify with SWE o No clear leadership pipeline; how do we get access? o No clear visibility of color in leadership o Nomination process in not understandable o Plenty of nominees, however there is almost always only one person on the ballot o Need some transparency with nomination process; why are some nominees excluded on the ballot? o Website is doing well with showing diversity, past SWE article is a good example of progress toward inclusiveness o Global engagement piece - summit in India, partnerships in India, Africa, China, etc. Response from Harambe AG Needs Follow Up Page 7

8. Affinity Group Demographics Approach AISES with SWE’s affinity group arrangement/system to attract more participation and increase membership (HQ) Promote joint membership more on the collegiate level to expose AISES members to the opportunities that SWE offers on a professional level. (Membership Cmte) As with NSBE, not much activity amongst the professional members of AISES. Offer training that is tied to Native American cultural values. (LCC?) Offer a mentorship program that matches collegiate members to professional members (DR) Articles highlighting a Native American female engineer, articles highlighting an engineering project taking place on tribal land (HQ) Recommendations from Native American AG Champion Page 8

9.  What We’re Doing Mentoring people that aren’t like us Affinity groups NSBE  Path Forward  Ownership  Next Steps Agenda Page 9

10. Path Forward Leadership Coaching –Today = train + coach –Future = train + coach + as needed experts Already have a similar structure for finance & outreach Can we do something for D&I? Page 10

11.  Who are the experts Self identify  Training D&I modules – to be released in October  Who do they help Sections that are struggling with increasing D&I –Define what D&I is –Help with what the sections can actually do  What sections do we help? Existing format for LCC Section Vitality Scorecard to identify gaps –Work with sections that reach out for help D&I Expert? Page 11

12.  What We’re Doing Mentoring people that aren’t like us Affinity groups NSBE  Path Forward  Ownership  Next Steps Agenda Page 12

13.  D&I Pillars Communicationowner = HQ Pipelineowner = Regions Accountabilityowner = Board of Directors Leadership Trainingowner = Director of PD  Diversity Metricsowner =  Mentoringowner =  Affinity Groupsowner = MCC  NSBEowner =  D&I Expertsowner = Ownership Page 13 Need single person as owner – not a group

14.  What We’re Doing Mentoring people that aren’t like us Affinity groups NSBE  Path Forward  Ownership  Next Steps Agenda Page 14

15.  Mentoring  Affinity Groups  NSBE  LCC enhancement  D & I experts  Embed ownership Next Steps Page 15

16. What We’re Doing Mentoring people that aren’t like us Affinity groups NSBE Path Forward Ownership Next Steps Agenda Page 16