We made our greatest strides in 2018 in improving inclusion for women. According to the 2018 Structural Engineering, Engagement and Equity (SE3) survey published by the Structural Engineers Association of Northern California, a disparity still exists between the advancement of women and men in the engineering industry. Thornton Tomasetti’s second annual pay parity report indicates a promising rise in the number of women moving toward leadership roles in our firm. We have improved our retention of women employees – in part, by offering enhanced benefits like expanded parental leave and a global flexibility policy. And our women’s employee resource group (Women@TT) engaged more than 300 women in local and firm-wide programs to educate, support and elevate them.
Mentorship opportunities for women grew in number, attracting the participation of women at many levels within the organization. Women@TT offered traditional long-term mentoring, as well as shorter-term programs for discussion around specific topics. A women’s mastermind retreat, also hosted by Women@TT, engaged women at the associate level to explore opportunities for growth, with the goal of supporting and retaining talented women at a pivotal stage in their careers. A new Senior Women’s Leadership Development Program helps prepare women at the senior associate level and above for leadership responsibilities and provides a forum for upper management to act as mentors for emerging female leaders. As we go forward, we continue to improve these programs for women and plan to expand best practices for other underrepresented groups.