Season 5 Special Episode: 9% Is Not Enough - Exploring the Intersectionality of Race & Careers in Engineering during BHM

This episode features a conversation that explores the intersectionality of race, careers in engineering and joy. These are big topics on their own and become highly amplified and sometimes harmful, when one’s self-identities and protected characteristics intertwine.  Today, we’re going to approach them with care and mindful intention as these are themes that we don’t often get to share in this way. My name is Beatrice Udeh and I am the guest host for this Black History Month episode of Impulse to Innovation.

 

Beatrice Udeh is Head of Diversity at the Arts Marketing Association (AMA). She is an award-winning creative specialist, a theatre producer, broadcaster & poet, and has held positions at both the BBC and Arts Council England. She has a degree in mechanical engineering and was a mechanical design engineer for Rolls Royce.

 

So, why am I hosting and not Dr Helen Meese? Well, Helen approached me as she was keen for the IMechE to celebrate Black History Month, but wanted to make sure that somebody with lived-experience and a professional EDI background was at the helm to hold the space for the panel. I'm no stranger to the IMechE or to the microphone. I’m a former broadcast journalist and radio producer. I’m a former Mechanical Design Engineer and was an IMechE member nigh on 25 years ago, chairing the Young Members Panel for Derby and Nottingham in the East Midlands.

I am joined on the episode by some amazing people who are leaders in their technical and engineering fields including start-ups, geeks, policymakers and just plain, smart engineers. I’m excited to get to the pulse of what makes them rock and find out how they roll during BHM and beyond.

 

I wanted to share a few things as provocations for this discussion, here are some interesting stats by the Association of Black and Minority Ethnic Engineers (AFBE-UK):

“Currently, around 30% of the U.K.’s engineering university graduates are from black and minority ethnic backgrounds. However, these underrepresented groups account for only 9% of professional engineers. This is largely due to the barriers and challenges these groups face in recruitment, retention, and advancing professional development.”

With my Diversity-lead hat on, three things stick out for me. One, there is the language - black and minority ethnic. Two, the stats (30% of University graduates vs 9% entering the sector) and three the business case for a thriving workforce: recruitment, retention and career advancement.

 

According to Engineering UK, Global Majority individuals in the UK engineering sector face several specific challenges. Research has been done to quantify this, with specific examples of inclusion of people and inclusivity written into processes and policies.

1. Not being seen aka representation 
2. Different types of bias such as the halo effect, or conformity bias and even attribution bias.

All of these biases impact our behaviours and lead to discrimination even before reaching the workplace, let alone in the recruitment, onboarding and retention processes.

The National Engineering Policy Centre (NEPC), released a report this summer highlighting the importance of increasing representation in engineering and emphasising the need for a diverse and skilled workforce.  And with a reported 700,000 people contributing to the engineering economy and 'Statista Data' showing that there are 540,000 engineers working in the UK, what does this mean when we intersect this with Black-British history and Global Majority engineering futures? 

 

This months guests are:

 

Swati Swati is a dedicated, award-winning Biomedical Engineer. Having moved from India  where she worked at the Ministry of Health and Family Welfare, she studied for her engineering degree before starting a new career a