Read.Watch.Listen. Improving Recruitment and Retention through People Centered Policies
- SE3 Committee
- 24 hours ago
- 3 min read
June 2025 Issue
A monthly forum to share diversity, equity, and inclusion resources.
Welcome to the next installment of Read.Watch.Listen. This month, we are continuing the conversation on improving recruitment and retention. Engineering firms are currently facing a shortage of engineers, as documented by ASCE. This shortage is expected to get worse, as Higher Education has seen a decrease in enrollment since the pandemic and is anticipating a significant, additional enrollment decrease beginning in the 2025 - 2026 academic year. This so-called “enrollment cliff” is a result of the decrease in births from the 2008 Great Recession. As less students are graduating with engineering degrees, the competition for talent will increase, and improved recruitment and retention will be vital for the success of engineering firms. The following resources will help firm leaders understand the importance of inclusive recruitment and hiring practices, equitable policies, and welcoming cultures.
Read.Watch.Listen is a monthly forum hosted by the NCSEA SE3 Committee to share and promote conversations on diversity, equity and inclusion within the structural engineering profession. Each month, we will curate a series of articles, audio-visual and digital media to facilitate self-education in matters that affect our professional practice as structural engineers. Whether you choose to read, watch, or listen (or all three!), we hope you will join us in this important conversation. Missed the previous issue? Check out the NCSEA SE3 Committee News and Publication page.
Share your thoughts and/or recommended resources for the next issue at ncsea@ncsea.com.
Engineering a Better Work-Life Fit – STRUCTURE
This article explores how the structural engineering profession is evolving to meet modern demands for flexibility in the workplace. It discusses different models of flexible work, including remote and hybrid options, adaptable schedules, and shared or reduced hours. The piece also looks at how these approaches can support both employee well-being and business performance. It touches on how flexible work can help attract and retain talent, especially in a competitive labor market. Additionally, the article examines the broader impact of flexibility on workplace culture, engagement, and resilience in the face of industry challenges. Whether you're an employer or employee, this article offers insights into creating a work-life fit that works for everyone.
Originally published January 2024; Estimated Read Time - 5 minutes
The Biggest Structural Engineering Workforce Challenges & How to Solve Them! – Engineering Management Institute
Natalie Tse discusses today’s top workforce challenges and how firms can take meaningful action to attract and retain talent in structural engineering. If you’re long time fans of SE3, you may recognize Natalie as one of the original co-founders of SE3 in San Francisco. She provides advice on client interactions and how structural engineers can more effectively show their value. Starting at 17:01, the conversation shifts to a focus on retaining and engaging talent. Natalie references Dan Pink’s thoughts on what motivates us, Simon Sinek’s Start with Why, and Google’s Project Aristotle as influences on her thoughts about retention and engagement. The discussion continues with how leaders affect these challenges and the ways we can best develop visionary and resilient leaders to support our industry. Sage advice from one of our industry’s leaders makes this episode one definitely worth watching!
Originally aired Apr 10, 2025; 00:49:58
Growing Your Civil Engineering Firm: Being Proactive, Not Reactive - Civil Engineering Podcast
On this episode of the Structural Engineering Channel, host Mathew Picardal welcomes Enercalc CEO Mark Riffey for a thought-provoking episode on retaining talent in the engineering industry. Mark discusses the importance of creating space for honest employee feedback, training project managers to lead with purpose, and prioritizing how staff are treated. He explains that firms who balance production demands with employee satisfaction are far more likely to keep their best people. Tune in to hear Mark’s practical advice and real-world strategies for improving retention.
Originally published October 21, 2024; 00:44:15
This article was originally published in the NCSEA's Structural Connection newsletter.