In this episode, I talk with Kimberly Hardy, Esq., senior vice president for diversity, inclusion, and compliance at McKissack, about strategies to promote diversity and inclusion in engineering and construction. She shares her journey, challenges, and how regulatory changes impact diversity efforts. ***The video version of this episode can be viewed here.*** Engineering Quotes: Here Are Some of the Questions I Ask Kimberly: How can strategies to promote diversity and inclusion be effectively incorporated into large-scale projects? What was the toughest obstacle you encountered while advocating for diversity and inclusion in male-dominated fields such as engineering and construction? Could you share a specific project where you effectively improved diversity and inclusion? Could you explain the acronym MWBE and what it stands for? How have changes in regulations or laws influenced your work in compliance and diversity throughout the years? What motivates you personally to advocate for diversity and inclusion within the technical and engineering fields? What improvements do you expect or want to see in diversity and inclusion in construction and engineering? What approach would you suggest for companies seeking to improve their diversity and inclusion initiatives? What advice would you give to both new and experienced engineers who aim to make a positive impact on diversity and inclusion in their workplace? Here Are Some Key Points Discussed in This Episode About the Best Strategies to Promote Diversity in Engineering: To integrate strategies to promote diversity and inclusion into major projects, leaders need to fully commit. This means providing equal opportunities for everyone, including LGBTQ business owners, and demonstrating how leadership can promote diversity and inclusivity. The toughest obstacle encountered when advocating for diversity and inclusion in male-dominated fields such as engineering and construction is often being engaged too late in projects to ensure adequate representation of women. In the JFK Terminal One project, McKissack significantly enhanced diversity and inclusion by implementing a strong program that awarded over $1 billion to minority and women-owned firms, benefiting people of color and women of color across different industries. MWBE stands for Minority- and/or Women-owned Business Enterprise, which is particularly relevant in fields like architecture and engineering, areas I know many in the audience are familiar with. Regulatory changes have had a big impact on how we handle compliance and diversity. There's concern that diversity programs might be scaled back, so it's important to advocate for opportunities for minority and women-owned businesses, especially in government projects. Kimberly's drive to promote diversity in tech and engineering comes from her wish to help people and firms secure their first contracts, particularly in NYC. Whether guiding business owners or connecting corporations with minority and women-owned contractors and engineers, she aims to create new networks for full participation and opportunity. Improvements in diversity and inclusion in construction and engineering mean fair distribution within MWBE programs to address past disparities. Building successful collaborations can help MWBEs like McKissack thrive, meet legal mandates, and foster enduring partnerships, especially in government projects. To improve diversity and inclusion, companies should utilize online resources like webinars and podcasts. These tools offer valuable information at one's convenience, particularly beneficial for small business owners with limited time. To impact diversity positively, engineers should stay competent by keeping up with l...