Engineering Influence from ACEC

Diversity Roadmap Helps Unlock the Power of Inclusion

Last week, the ACEC Research Institute released its first-ever Diversity Roadmap Report on the state of DEI&B programs and practices at ACEC member firms. The Report offers a view of where we are as an industry on our DEI&B journey and, as its name implies, gives actionable suggestions on how firms can take the next steps that are right for them.
We gave a brief preview of the Roadmap’s findings at our Fall Conference in Austin, where we shared that most of our firms’ DEI&B programs are still in their early stages. That’s an important metric, but it tells only part of the story. As Chair of ACEC’s DEI&B Committee, I keep hearing one recurring theme: “We know we need to do better. We just need more support.”
And that is where the Roadmap comes in. Where there is a will, there is a way – and this Roadmap shows the way. A way for firms to see where they are (and to see they’re not alone in their progress) and how to move forward. A way to help our members build firms that attract talented candidates and enable them to thrive. A way to ensure that our industry is positioned to compete – and win – in a globalized and diverse marketplace.
To borrow a line from Yogi Berra: “If you don’t know where you are going, you might wind up someplace else.” Our industry can’t afford to wind up someplace else. Not when we’re all in the recruitment and retention trenches, fighting for talent. Building the kind of diverse workforce that reflects the communities we serve is more than just the “right thing to do.” And of course it is that, but it is so much more than that. Our industry has assumed a great deal of responsibility for our country’s continued progress and prosperity. We have been charged with building the future, and the more skills, backgrounds, and perspectives we can bring to our efforts, the better we all will be.
There is still time to participate in the Roadmap and enter your 2022 data; the tool will close for responses on December 31. It will reopen in Spring 2024 to enter 2023 data. So if you don’t already have your login information, please email institute@acec.org and they will get you set up. Let’s close the year strong.

ACEC Research Institute Diversity Roadmap: Embracing Differences, Empowering Success

The ACEC Research Institute has released its first-ever Diversity Roadmap, the culmination of a six-month process designed to help member firms execute against their diversity, equity, inclusion, and belonging (DEIB) goals. Launched in Summer 2023 and sponsored by the Zweig Group Group, the Roadmap is a comprehensive, data-driven tool that assesses the maturity of a firm’s DEIB program. Using these data, the tool then provides actionable suggestions on how firms can make further progress on their diversity journeys. In short, the tool doesn’t just tell firms how well they are doing. It tells them how they can do better.
To participate in the Roadmap, firms were asked a series of questions about their practices and policies in a variety of areas: Workplace, Workforce, Marketplace, and Supplier/Community. Their answers to these individual areas were scored, then aggregated to produce a final score. Scores range from Aspiring (for firms at the earliest stages of building their DEIB disciplines) to Optimizing – firms that have robust strategic programs in place. In between are firms that are Emerging or Managing, signaling solid progress but outstanding work yet to be done.
While most member firms are early in their DEIB journeys (80 percent scored as “Aspiring”), it is worth noting that nearly 200 ACEC member firms participated in the Roadmap initiative, which signals both a willingness and an appetite for creating diverse workspaces. And that appetite comes from the top of our firms. The data indicate that firm leaders show significant support for DEIB issues; the majority of responding firms have a CEO or president who articulates a commitment to these issues (68 percent always/often).
This commitment can be seen in the numbers of firms that have initiatives for creating an inclusive work environment for all employees (68 percent) and in firms that have mechanisms in place for actively recruiting diverse candidates (64 percent). Nearly half (49 percent) are seeking to broaden awareness of DEIB topics, with 42 percent of firms reporting that they communicate the importance of these issues to their employees. While 24 percent of firms report having no DEIB initiatives, these firms’ participation in the Study would seem to signal at least some level of interest.
And it’s not too late for firms that are interested in participating in the Roadmap but have not yet entered their data. The tool was closed for responses in advance of the ACEC Fall Conference but has been reopened and will stay open through the end of the year.  If your firm would still like to participate, please contact institute@acec.org to receive your login information if you don’t have it. The deadline to submit 2022 data is Dec 31, 2023. Submitting by the end of the year will enable firms to benchmark year over year improvements when the tool opens back up for 2023 data collection in early Spring 2024.
To read the full Report, click here.
 

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Firms Must Balance Security and Personal Freedoms in the Age of TikTok

The following is an audio recording of a post that originally appeared on the Last Word Blog at www.acec.org.
ACEC recently held a webinar on the prohibition against TikTok on any device used to execute federal government contracts. Led by Holland & Knight attorney Jeremy Burkhart – a leading expert on government contracts – the session focused on the legal implications of the ban and what firms may or may not legally do to enforce it. The rule applies to the presence or use of any covered application on any information technology owned or managed by a contractor, including equipment provided by the contractor’s employees, unless an exception is granted.
Burkhart began his presentation with the backstory of TikTok: what it is, how it came to be, and why it has been the cause of such widespread agita among governments across the globe. He joked that those concerns are well beyond the obvious, namely wasting your time or socially stunting your kids. Instead, he continued, the overriding concerns are twofold: spying and propaganda by the Chinese government.
“The spying to me is the larger concern,” Burkhart said. “It’s not just a hypothetical. It’s a very real issue.” He pointed to an incident in which ByteDance, the Chinese company that owns TikTok, tracked three journalists who had previously exposed its links to the Chinese government and who had revealed that the company’s employees had repeatedly accessed American user data. ByteDance tracked these reporters’ IP addresses and user data to determine if they had been in the same locations as its employees in an effort to determine the source of the leaks.
This, Burkhart concluded, was not a rogue operation. Rather, it was sanctioned at the company’s highest levels. ByteDance is currently under investigation by both the FBI and the DOJ.
In December 2022, Congress passed – and President Biden signed – the No TikTok on Government Devices Act, which prohibits the use of the app on government devices. The law passed unanimously, with broad support on both sides of the aisle – a notable moment of agreement in deeply polarized Washington. The law requires the government to “develop standards and guidelines for executive agencies requiring the removal of any covered application.”
There have also been moves toward a more sweeping and outright ban on TikTok (which some countries and states have done) but the broad nature of the language stymied its passage. Momentum for such an outright ban has now slowed, and it’s unclear whether any legislation addressing TikTok will pass Congress.
Which leaves unsettled questions for firms with government contracts on how to enforce the ban, particularly on the personal devices of employees. Burkhart was asked about personal devices not issued by the company but used by employees to access company email and collaboration tools like Teams. Would such devices be included within the ban? And is that legal?
For firms, Burkhart said, the thornier question is not an outright ban so much as how to enforce compliance. “At the end of the day, there’s considerations that the company has to go through,” he said. “Either way there is some level of risk. [Firms] have to weigh all those risks.”
And in weighing those risks, it’s important that firms also take into account things like their own corporate culture and demographics. What size is your workforce, and are employees of a demographic that will even care about not using TikTok? How much does the company prioritize employee expression and separation of work and personal lives? And, if a company does opt against banning its employees from TikTok, is the company prepared for the potential fallout if there is a move for more expansive enforcement?
Burkhart concluded his presentation with a technical tutorial on what companies can do to mitigate the risks of TikTok for both the firm and its employees. Regardless of whether the government expands its reach on TikTok, Burkhart emphasized that the app does pose a real threat to users’ private data. “It is worth considering policies to address that threat, irrespective of any federal mandate.”
This webinar – and all ACEC education sessions – is available on demand and includes professional development hours (PDH) to all who successfully complete the course requirements. To view this presentation, click here.
 

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