Engineering is an industry known for innovation and problem-solving, but to many who work in Engineering it is also known for being historically less inclusive than other sectors, presenting significant challenges particularly for those from marginalised communities. My journey as a Queer Engineer highlights some of these challenges and the critical need for increased work on diversity, equity, and inclusion (DEI).
I am used to being an outlier. Growing up in a largely white neighbourhood in the south of Manchester, and being the Black, Queer, autistic (then undiagnosed) child made me stand out in school, in the RAF Cadets I was part of for many years, and even within my own white, Irish Catholic family. I, perhaps naïvely, assumed that things would change when I moved from school to college, or from college to university, but the isolation in these predominantly white, male, heterosexual, and neurotypical environments only followed.
After completing my degree and spending some time overseas, I entered the workforce with an ambition to prove myself. My career took me through several roles within the Automation Engineering sector, where I specialised in mobile plant equipment in the construction, mining, agriculture, forestry, and municipal machines industries. I progressed from a Sales Engineer through to Senior Management and Strategic Industry Management for global manufacturer-suppliers, with my successful track-record serving as proof of my dedication.
However, with these achievements came significant personal and professional challenges. On numerous occasions, my knowledge, Engineering expertise, job performance, and position in management were doubted and questioned based on my diversity characteristics. I faced blatant discrimination from both peers and managers, including being told that our company should not hire disabled people, being deliberately isolated from teams, and being told that straight people should have more rights in law than LGBTQIA+ people should. This hostility was not isolated; I was regularly subjected to homophobic slurs (particularly when on-site), I have been mistaken for a cleaner when working late in an office, and I have been victim-blamed by employers when reporting discrimination.
A particularly distressing incident involved being told by a manager that my work in DEI was making others in the organisation uncomfortable, and that I needed to consider my career progression when being so visible in this area. Along with the examples I highlighted earlier, and other frequent microaggressions such as being asked what my ‘real’ name is, whether I speak English, and being the sole Black and or Queer person in a high percentage of professional settings, these were constant reminders of the pervasive bias.
Despite these challenges, I was offered a Senior Management position before the age of 30 – an accomplishment of which I am very proud. This success also brings to attention the paradox of my situation; even as I climbed up the ladder within my career journey, the systemic discrimination forced me to leave multiple jobs, and the emotional and psychological toll was colossal. It eventually became clear that enduring these environments was unsustainable. A positive outcome from these experiences was that they compelled me to pivot my career towards DEI advocacy. The experience that I have at various levels of seniority, and with all the challenges and barriers I have faced, positioned me well to be able to drive change.
I became involved with InterEngineering, EqualEngineers’ LGBTQ+ Network, when completing my master’s degree, where I conducted research into LGBTQ+ DEI within the Electrical / Automation Industry. Initially, I met resistance when proposing this topic for my master’s thesis, but upon completion of my degree I was awarded the Deans Prize for the greatest academic success in the Faculty of Business, recognising the importance of this topic and my research. I now Co-Chair InterEngineering alongside Fiona Connor, where we work to connect, inform, and empower LGBTQIA+ Engineers and provide guidance and support to Engineering organisations. I am also pursuing a Doctorate in Business Administration conducting further research into Engineering-specific DEI.
My research has provided me with data that support my experiences. Whilst this was initially somewhat reassuring to me in that it proved I was not alone in this experience, it was another clear indication of the work that still needs to be done. My research found that over 71% of LGBTQ+ respondents working in the Electrical / Automation Engineering sector had been victims of or witnesses to discrimination – a far higher figure than in other, comparable studies looking at the entire Engineering sector, or at other disciplines of Engineering. The types of discrimination reported ranged from discrimination passed off as banter, to recruitment and progression bias, and even comparisons of the Queer community with paedophilia and bestiality. These reports, although extreme in some cases, directly correlate with my own experiences.
There is also a clearly demonstrable link between feeling safe and included in the workplace and overall productivity, identified in the research I conducted and many others alike. Those respondents who felt valued and respected also reported being more productive, the root cause of which can be suggested is due to their company successfully creating an inclusive environment in which everyone can thrive. On the other hand, it is also clear that many DEI efforts were perceived as disingenuous, ineffective, or simply ‘box-ticking’ exercises – something I have also experienced personally – where the lack of genuine commitment leads to continued discrimination and marginalisation.
Employee Resource Groups (ERGs) and networks such as InterEngineering play a crucial role in advancing DEI within organisations. They provide a supportive community for employees, help to improve mental wellbeing, and can provide Continuing Professional Development opportunities, thereby helping to improve employee retention. However, successful ERGs need genuine support from Senior Management that goes beyond changing the company logo in June to include a Pride flag, and they need adequate resources in terms of both time and money. Research conducted by InterEngineering alongside the House of Commons in 2015 suggested a 30% reduction in productivity due to ‘LGBT employees remaining in the closet’, resulting in a potential loss for the UK Engineering sector of £11.2 billion, and this was 9 years ago. How much could we be losing today?
My journey in Engineering was one of resilience and transformation. The challenges and barriers I faced highlight the need for change, and by shifting my focus to DEI and in the work that I do now at EqualEngineers, I aim to drive that change as much as I can.
It is my hope that this work, and the continued efforts of all those in DEI, can help make the path for Engineers from marginalised communities smoother and more equitable than mine has been.
