By Ravali Kosaraju, PE, PTOE

There are many exciting opportunities for minority women once they enter the field of civil engineering. Historically a male-dominated discipline, women—especially women of color—are breaking through barriers and making strides toward greater representation. While challenges still exist, the resilience, talent, and determination of women in this field are driving significant progress.

Growing up, post-secondary education, specifically engineering, was a natural choice for me. I never had to convince my family about it or worry about being unable to attend because there wasn’t enough money for tuition. After all, both my parents had college degrees, and my mom graduated from electronics engineering, so I was naturally drawn to engineering. I did learn through several conversations over the years that this is not the case for many others. Less than 30% of my 2008 graduating class were women, and only 10% came from minority backgrounds. STEM fields were not as accessible to women, especially women of color, due to societal and familial biases, lack of role models, and exposure opportunities.

Even with all the right educational opportunities and a strong family support system, when I entered the workforce, I faced the reality that (civil) engineering was male-dominated.

On a chilly Fall morning, as a 25-year-old female engineer of color with a hopeful outlook, I had to confront a contractor on the job site. The contractor, a towering man in his 50s who’d been in the field longer than I had been alive, didn’t hold back on reminding me of that fact. The issue? The materials being used didn’t match the approved drawings. What started as a simple conversation quickly turned into an argument, with both of us getting frustrated and eventually storming off the site. Later, my supervisor had to step in, sending a strongly worded email, reminding the contractor to keep things professional and follow contract terms. I felt humiliated that I couldn’t manage and resolve the issue on my own, in a calm manner. That one interaction shaped how I carried myself among men at work, especially if they appeared older than me. Over the years, I gained valuable tools and techniques for tackling individuals who overstep boundaries and having meaningful conversations to prevent those situations from recurring, both for myself and others.

This was also 13 years ago, and we’ve made some progress in understanding how gender, family, and cultural backgrounds play a role in how we show up in our respective roles in engineering. In conversations with a young female engineer of color in her early 20s, I learned that her experience has been slightly different (thankfully). In Elizabeth De Leon’s own words:

“Women of different racial backgrounds face varying expectations or stereotypes from their peers, even when they have the same educational qualifications. However, these biases are becoming less common as more minority women prove their expertise and leadership abilities, gaining recognition for their technical skills and innovative contributions to the industry. I’ve seen this reflected most when sharing stories with colleagues and women leaders. Most of the time, my generation’s experiences involve a more welcoming environment in which mentors, allies, and champions provide an avenue from which to learn and grow our skills.”

Despite the progress being made, societal biases and expectations still present challenges for women in civil engineering. Whether it’s navigating judgments about “likeability” or facing assumptions about capabilities, many women encounter outdated perceptions. These biases may differ based on ethnicity, which can make the experience for minority women even more complex.

So, what can other leaders and allies do?

Mentorship is instrumental in helping women, especially those from marginalized groups, break through barriers. Organizations like the Society of Women Engineers (SWE) and the National Society of Black Engineers (NSBE) are providing vital resources such as mentorship programs, scholarships, and networking opportunities. These organizations help women build confidence and establish belonging in a sometimes-isolating field. De Leon noted that she has personally benefited from these communities and knows many others who have also found the guidance and encouragement they needed to succeed.

Women can and are redefining leadership. Traditionally, leadership roles have been associated with certain masculine traits, such as assertiveness and authority. However, today’s women leaders bring their unique qualities to the table, balancing independence, goal setting, and assertiveness with empathy and collaboration. They are proving that leadership doesn’t have to conform to outdated standards and that women are strong, effective leaders while staying true to their values and identities.

Develop, grow, and support each other. While everyone has unique interests, responsibilities, and backgrounds, our shared willingness to find common ground and draw from each other’s strengths allows us to grow both as individuals and as professionals. Being part of a community that embraces diversity is crucial to fostering an inclusive environment where women feel empowered to thrive.

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