Some features of this site are not compatible with older versions of Internet Explorer. Upgrade your browser or install Google Chrome Frame to better experience this site.

Diversity, Equity & Inclusion

SE3 has developed a library of resources with regards to engagement and equity within the structural engineering profession. Whether you choose to read, watch, or listen (or all three!), you are invited to join us in this important conversation.



Written for Forbes by Lars Schmidt, the article explores the steps several major companies have taken to expand their hiring beyond “culture fit” in favor of “culture add”. While culture fit is “fraught with bias”, culture add reflects the desire of these companies “to ensure all voices, opinions, views, upbringings, etc. are reflected by their staff makeup.”


Adam Grant is a professor of psychology at Wharton, and author of the book Originals: How Nonconformists Move the World. Here, he discusses how hiring for cultural fit can be detrimental to a company’s long-term growth.


Bretton Putter, author and CEO of CultureGene, discusses the downsides to screening for cultural fit when hiring. This episode of the Culture Ops Podcast focuses on the benefits of screening for values fit to improve company culture by reducing bias and increasing your ability to adapt to changes.

In accordance with the Call to Action released earlier this year, NCSEA is working to identify and eradicate behaviors that perpetuate racism and inequality within our profession. In conjunction with its Foundation and the Structural Engineering Engagement & Equity (SE3) Committee, NCSEA has partnered with a strategic diversity and inclusion practitioner to develop a series of webinars that will introduce attendees to diversity, equity, inclusion, and discuss ways to begin developing multicultural organizations via inclusive policies, programs, and practices.

Diversity, Equity & Inclusion Series: 


Cultural Humility & the “You” in Unity

This session will introduce participants to cultural humility and its role in creating intentionally inclusive environments. Through the exploration of individual perceptions, experiences, and interactions and the needed mindsets to practice cultural humility for an inclusive organization, participants will be primed for deeper dives into topics such as bias and equity. 

 Participant Guide        Slide Handout


Bias Awareness and Socialization

Using the Harvard Implicit Association Test, this session will introduce participants to biases, how they are developed through socialization, and the role of internalized oppression in authoring identities. Through an exploration of the Cycle of Liberation, participants will consider steps towards intergroup coalition building to address systemic inequity. 

 Participant Guide        Slide Handout


How Do We Progress Towards Racial Equity in the Structural Engineering Community?

This panel discussion discusses how we can improve the STEM and specifically the structural engineering pipeline, as well as share successful diversity, equity and inclusion (DEI) strategies and common roadblocks in the engineering and architecture professions, through a conversation with experts.