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Advancing Culture in Engineering
The Women in Engineering ProActive Network (WEPAN) is launching the Advancing Culture in Engineering (ACE) Initiative multi-year initiative to advance inclusive cultures in engineering. Diversity in engineering colleges and in career settings is an essential contributor to innovation and business performance.
ACE will:
  • Unite high-level corporate and university leaders to propel the initiative.
  • Develop and implement a model "how to" program.
  • Use proven, research-based inclusion strategies for implementation in company and university settings to shape a culture that retains women engineers.
  • Develop and implement goals, metrics, tracking, successes and accountability.
WEPAN has been working to build the engineering workforce of the future, constantly expanding and sharing our knowledge of gender diversity and inclusion. We've come a long way from a change model of "add more women and stir." We know that building engineering cultures that include everyone is the charge we must lead. 



Our "4 Frames for Gender Equity in Organizations" from Simmons College is a systemic change model. Now, with ACE as our call to action, we are poised to mobilize with a strategic approach to transforming engineering culture.
It's taken a while to get closer to the problem because there is a very long lead time cycle. What we see now is that engineering culture starves the talent pipeline that we work so hard to build and improve. This is caused by obstacles driven by culture that keep organizations from achieving their potential. We've already seen palpable culture changes at successful companies.
ACE will align industry and education to create positive academic, social and workforce cultures that retain and graduate many more underrepresented student engineers and meet corporate needs for a diverse, globally-competent workforce.  Improved communication, negotiation, innovation and effectiveness are inevitable. 
ACE is about engaging those who value diversity and inclusion and empowering them to mobilize culture change at each level. This is a complex challenge, and there will be learning curves all along the path.
  • The goal for the first year is to initiate action which includes building and organizing a top-flight team.
  • The second year is devoted to developing a high-impact plan.
  • The plan will be launched in the third year, and tracking activities will begin.


"All too often, leaders turn over diversity programs to men and women of color and white women. This usually ends up disempowering white male leaders and widening the cultural divide—not narrowing it. Real change for diversity and inclusion begins from the top down."

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1/24/2021 » 1/27/2021
CoNECD Conference 2020 (rescheduled to Jan 2021)

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