Valuing diversity
Lauren Neal, Founder and Chief Programme Creator, Valued at Work, spoke to Danielle Kenneally
Author, Lauren Neal discusses her vision for a world where engineering attracts the most innovative minds
A CHARTERED engineer and project manager in the energy industry, Lauren Neal has spent 17 years working offshore, onshore and onsite on multimillion dollar projects across the globe. As one of relatively few technical women in the industry, Lauren has learned to successfully navigate the oft-male-dominated engineering sphere, championing gender equity and career progression. Here she talks to the Civil Engineering Surveyor’s, Danielle Kenneally about her experiences and how it led her to founding Valued at Work, a consultancy aiming to create workplace cultures where no one wants to leave.
Tell us about your background and how you have got to where you are?
I really enjoyed maths and computing at school and went on to study electronic and electrical engineering at university. I graduated in 2006 and between then and 2012, I worked for five different companies. Each time I was looking for where I ‘fit’. I encountered a lot of poor behaviours particularly in my first two jobs – one man I worked with openly said women belong in the home and in the kitchen.
I have experienced very direct disrespectful behaviours, as well as much more subtle microaggressions. I have also had times in my career where I felt stalled and unvalued, and other times where I’ve felt like I was soaring.When I spoke up about those behaviours, they terminated my contract after only nine months. I switched gears completely and started working for a new company who trained me to be a subsea engineer.
My manager was in his mid-60s but took a chance on me and gave me an opportunity to go onsite to witness qualification testing of a power cable joint. I spent the next six months witnessing every test and even getting to do a few myself, then went offshore to install the cable. All of this was possible because my manager gave me the opportunity. Today I describe myself as an engineer turned project manager.
As well as a chartered engineer, you are the founder and chief programme creator at Valued at Work – what is this and what does it do?
Valued at Work is a business consultancy that works with corporate organisations to create workplace cultures where no one wants to leave. We do this by working with executive leaders as well as team members through experiential learning and coaching to become real agents of change at all levels. We deep-dive into reasons for attrition in their organisation, measure and promote psychologically safe environments and allyship, sponsorship and advocacy. We also provide coaching services for women in male-dominated sectors to showcase their value and create clear roadmaps to reach their goals.
How have your experiences and career influenced the development of Valued at Work?
I have experienced very direct disrespectful behaviours, as well as much more subtle micro-aggressions. I have also had times in my career where I felt stalled and unvalued and other times where I’ve felt like I was soaring. It wasn’t until I started sharing my experiences that I realised it wasn’t just me having negative experiences. But I do have faith that it’s not all bad because I have experienced the good also, just way less frequently than the bad. I captured these experiences, both mine and others, in a book to share with others.
You’re keen to raise issues around gender diversity, how would you compare gender diversity in the workplace now to 10 years ago?
I wish I could say I have seen a big shift in the last 10 years, but that hasn’t been my experience. EDI is definitely spoken about much more than previously, but I think sustainable change is still elusive to many. I want to see more action in this space – leaders being authentic, building connections throughout the organisation and advocating for others, particularly those who are different from them. I don’t want the term ‘diversity hire’ being used to undermine people anymore and I want to see a much bigger focus on psychological safety as it has a clear correlation with inclusion.
What do you suggest is the best method of supporting women in STEM to feel empowered in male-dominated environments?
I think senior leaders creating shadow opportunities for development in specific areas is a great way to support women in STEM, as well as people from other under-recognised groups. This is great for an individual’s development, but also enables the leader to hear new ideas and perspectives from someone new to the situation. I also have a strong belief in ensuring women are equipped to build their networks and know how to build sustainable workplace relationships at all levels. This can be achieved through employee resource groups, networking events, mentoring programmes or other initiatives that people of all levels attend.
How did your book, Valued at Work: Shining a Light on Bias to Engage, Enable, and Retain Women in STEM, come about? What do you hope people will take away from reading it?
Whenever I would have a bad day at work, my partner used to say, ‘it’s all good book material', and then in 2022 he said, ‘are you ever going to write this book?’ to which my response was ‘I’ll show you.’ So, I joined Alison Jones’ 10 day book proposal challenge in the September and originally wanted to write something for women in STEM, but the more I thought about it, the more I felt it should be about workplace cultures and what can be done to help everyone through a women in STEM lens.
I can see a world where engineering attracts the most innovative minds to push the limits of technology to solve the world’s most complex problems. And to do that, we need the best minds, beyond the boundaries of demographics.
I wrote a chapter and a half by November and I hated it. It was too much ‘here is the problem, this is what should be done about it’. Then over the Christmas holidays, I remembered seeing a YouTube video with Henry Cavill and Patrick Stewart – just two guys having a chat about various things, and I thought ‘what if I did that?’
And that’s where Markus and Steve came from. Valued at Work is a series of reciprocal mentoring conversations between these fictional characters sharing their insights, learnings and reflections based on stories they’ve heard from women in their respective organisations.
They get it right and wrong, but they’re both learning. It includes tips for women who find themselves in different situations and tips for organisations who want to make a real difference and drive sustainable change. I wanted to write a book accessible to men, and I’m hoping if they read it, Markus and Steve’s reflections resonate with them too.
Engineering continues to be a male-dominated profession – since 2010 both the percentage and number of women in engineering roles has increased1 – what do you think needs to be done to continue to attract and retain women in engineering?
More visible role-models at all levels. I see many ‘poster’ images, but I don’t think there is enough engagement at universities and schools on a regular basis to build relationships with future women in engineering and being available to talk through experiences in the workplace for the students to make informed decisions. I would love to see organisations make ‘community involvement’ with schools or universities an expectation of their employees – I think both sides would benefit tremendously.
Who do you think should be championing this?
The employing organisations in partnership with schools and universities.
How important then are role models both male and female and who is your role model?
I think role-models are really important. As they say, ‘you can’t be what you can’t see’. I see so many great role models – Michelle Obama, Mae Jemison, Jessica Chastain and also those much closer to home – Akua Opong, Hira Ali, Bamidele Farinre, Robert Baker, Vince Pizzoni, Lee Chambers. All of them are trailblazers driving positive change.
What does the future look like for women in engineering?
It has a way to go, but I can see a world where engineering attracts the most innovative minds to push the limits of technology to solve the world’s most complex problems. And to do that, we need the best minds, beyond the boundaries of demographics.
Lauren Neal, Founder and chief programme creator, Valued at Work, spoke to Danielle Kenneally