15 Oct 2025
Diversity, equity, inclusion and belonging (DEIB) are talked about in terms of politics, fairness, compliance and doing the right thing. For engineering there is another compelling driver: the quality of engineering.
Research has repeatedly shown that the quality of engineering is affected by the diversity of the team. Higher diversity leads to better problem solving, an expanded set of possible solutions and different viewpoints leading to breakthroughs. Have you ever prepared better or worked harder because you knew there would be diverse views at a meeting? Me too. Diversity not only allows the organisation to do better, but it also pushes us to do better.
The engineering profession is still struggling to get diverse people around the table. An inclusive workplace is crucial to not only keep diverse people but make it possible for them to contribute meaningfully and build successful careers.
It is tempting to say it is someone else’s responsibility, but honestly, it comes down to every single engineer to create an environment where all people can contribute, excel, thrive and belong. Research has shown that the burden of DEIB work is disproportionately falling on the very people such efforts should be supporting, namely members of marginalised, under-represented and underestimated groups. It is everyone’s responsibility to upskill and contribute to DEIB efforts.
Inclusion is not a “one and done” thing. It requires consistent, intentional effort and stepping outside our comfort zones. Even after many years of research and practice I still catch myself in implicit bias at times. The key is to develop awareness, get curious and then make a conscious and informed decision about what to do next. We all need to role model and champion inclusive language, behaviour, systems, processes and policy. What we turn a blind eye to is what we accept.
There are organisations supporting companies to improve their DEIB success, including the Diversity Agenda, Diversity Works and Mind the Gap, as well as coaches and consultants. In addition, you can ask yourself who you are hiring, retaining, promoting, rewarding (pay and perks), letting go, putting on high-profile projects and celebrating. Look at who is and who isn’t engaged, speaking up and being heard. Check the adjectives you use to describe team members for bias.
Having positive survey results and diversity certifications does not guarantee the experience someone will have in your organisation. While psychological safety should be something felt by everyone in workplaces, it isn’t. So, it is on all of us to create that safety. It can be built in simple moments like sharing pronouns through to bigger moments like sponsoring someone for a high-profile project. The combination of diversity and psychological safety has been shown to result in more adaptable teams.
A simple first step is to ask the staff on your team (one on one) how you can best create an environment in which they can thrive. Then listen to understand.
We can’t solve problems or create solutions we don’t see or can’t imagine. Diversity in all its forms leads to different perspectives and increases the creation and solution spaces. To fully realise these benefits, all people need to feel included, heard and valued, and be empowered to meaningfully contribute and advance their careers. If we want a world that serves all people, then we need all people involved in its design. Engineers are privileged to be able to have a massive impact on how humanity lives, works and plays, which comes with responsibility to do so wisely and equitably.
If there’s one thing you can do right now, it’s get curious – curiosity is the antidote to judgement. Embrace curiosity to increase awareness, actively listen, and examine your assumptions, biases and expectations. Step into discomfort and learn. Making your workplace and team more diverse and inclusive could be the key to your next big breakthrough.
Dr Philippa Martin FEngNZ is a Professor of Electrical and Computer Engineering at the University of Canterbury and a Leadership Coach at Philippa Martin Coaching. Recent winner of the Engineering Educator Award at the 2025 ENVI Awards, she’s passionate about empowering leaders, sustainable high-performance, and creating inclusive engineering environments, where all people can belong, contribute, excel and thrive.
This article was first published in the September 2025 issue of EG magazine.
