The South African Institute of Electrical Engineers (SAIEE) has begun to enjoy the benefits of a prolonged membership recruitment effort
The organisation recently conducted a survey of its membership, the findings of which confirm that the SAIEE transformation initiatives have produced the desired results in terms of reflecting diversity in the engineering profession in keeping with SA’s drive for change.
This learned society has been at the forefront of transformation in the professional electrical engineering community and the wider industry, which is reflected in the figures. In the 28 to 37 age group, black/Indian/coloured leads white membership by almost 33%. The lead in the 17 to 27 age group is just about 50%.
“We have this great transformation taking place in the under 40 age group but over that there is little or no change because historically this group was denied entry to the profession due to apartheid. When one looks at the numbers coming through, it is important to do so in the context of understanding the lengthy timeframe involved in the education of an engineer, technologist and technician through to registration – this is a minimum of seven years from the date of entry to a university,” says Stan Bridgens, business director of the SAIEE.
“The figures not only show the success of our initiatives, but also the strong awareness among tertiary graduates that membership in a learned society offers real value for professional development and career planning,” continued Bridgens.
The organisation’s demographics have changed in other ways as well.
“One thing we see clearly in our membership is a large increase in younger members,” says Bridgens. “We have amended our organisation’s constitution to make additional council positions available so that these younger members will be properly represented in our decision making.
“These engineers, technologists and technicians are the core of the industry for years to come and their skills and input are critically important for both societies like the SAIEE and the industry as a whole. Initiatives also need to be implemented to attract greater numbers of women into the profession.
“There are a number of challenges facing new graduates, which greatly impact on the national skills shortage problem.
“In the modern work environment, there is less mentorship from older staff members than was available in the past. The SAIEE is attempting to address this gap through our own mentorship programme and advisory services. This issue is also aggravated by the mobility and marketability of engineering qualifications in both local and global job markets. Many engineers, technologists and technicians have multiple opportunities to relocate or even move rapidly into management positions.”
Bridgens notes that it requires a concerted effort by organisations that include government, employers and bodies like the SAIEE, to ensure that new, skilled engineers, technologists and technicians stay on a stable developmental career path and do not job-hop or emigrate.
“It is also important to integrate the vast knowledge available from the older, more experienced engineering team by putting them in consulting positions to mentor and support the new graduates in the work situation. In this way, the young energetic potential is fast-tracked to adding real value and combating the huge skills shortage in the engineering sector.
“A number of large organisations have realised this and have programmes in place to address these issues,” says Bridgens.
For more information visit www.saiee.org.za
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