It’s time to rework the way the world sees Black engineers

For too long, Black people have been saddled with limiting and harmful stereotypes.

Historically, we’ve been viewed as incompetent, angry, uneducated, or only suited for manual labour.

We’ve been seen as the doers, not the thinkers or leaders.

There’s the idea that we must work twice as hard to be seen as half as capable – something I was told at all stages of my life by parents and peers.

These stereotypes don’t just warp society’s perspective of Black people—they infiltrate the workplace, including the engineering industry.

Workers, but not leaders

Black engineers are often seen as those who should do the work, but not necessarily lead it.

These damaging misconceptions threaten to place barriers between us and the roles we deserve.

If society consistently portrays Black people as unworthy or unfit for technical leadership, these biases can influence decisions about hiring, promotions, and team dynamics.

It also places undue pressure on Black professionals and fuels imposter syndrome.

These views aren’t set in stone

This view doesn’t just hurt Black engineers—it limits the potential of entire industries to benefit from the rich talent and diverse perspectives that Black professionals bring.

But, as engineers, we understand that nothing is set in stone.

Just as structures are designed to evolve, adapt, and grow, so too must our narrative.

It’s time to re-engineer the way the world sees Black engineers – and the way we see ourselves.

Re-engineering our minds

At the heart of any engineering challenge is the idea of stripping away faulty assumptions and rebuilding stronger foundations. The same principle applies here.

What if instead of seeing ourselves as struggling against an unfair system, we recognised the rich legacy of Black civil engineers who have laid the groundwork before us?

The contributions of Black people in engineering are undeniable. From the remarkable achievements of Elijah McCoy – whose inventive mind revolutionised mechanical engineering – to the visionary leadership of African-American architects and engineers.

We stand on the shoulders of giants. Reflecting on these achievements helps us reframe our narrative.

We are not just doers. We are thinkers, innovators, and pioneers.

Bridging the gap

Engineering is, at its core, about creating connections.

Whether building bridges, tunnels, or roads, the goal is to span gaps and bring things together.

In the context of Black engineers, the gap is one of perception – between who we are and how we’re seen.

To bridge this gap, we need to challenge the biases that exist in recruitment and workplace culture.

When those in positions of power hold onto pre-conceived ideas about what Black engineers are capable of, they unintentionally create barriers to inclusion.

We may find that Black engineers are underrepresented at senior leadership grades because they aren’t given the same opportunities for growth, mentorship, and leadership.

Prey to stereotypes

Without reengineering our mindset, both Black and non-Black colleagues can fall prey to stereotypes.

For non-Black professionals, it may manifest as implicit bias in hiring decisions or the way they engage with Black engineers.

For Black professionals, it can mean carrying the burden of proving oneself repeatedly, even when qualifications are equal or superior.

How to change perspectives: a blueprint for change

So how do we move forward? How do we re-engineer our collective narrative and ensure that the future of civil engineering is one of fairness, inclusion, and respect for all?

1. Educate and reflect

Non-Black engineers and leaders must actively seek to understand the history and contributions of Black professionals in the field.

Black History Month offers a perfect opportunity to highlight stories that are too often left untold.

By expanding our understanding of the historical and present-day impact of Black engineers, we can strip away harmful preconceptions and build a more accurate, inclusive narrative.

2. Redefine success

For Black professionals, it's time to shift the focus from working twice as hard to prove oneself, toward owning our expertise and value.

We should embrace our legacy, take pride in our achievements, and focus on how we can lead with confidence and authenticity.

3. Diversify recruitment and leadership

If we don’t reengineer how we approach recruitment and progression in the engineering industry, we will continue to limit the representation of Black engineers across all levels.

Leaders in the industry must actively work to recruit diverse talent and mentor underrepresented groups.

It's not enough to focus on entry-level diversity. We must create pathways for Black engineers to thrive at every level.

4. Foster psychological safety

A psychologically safe environment is one where people feel comfortable being themselves without fear of judgment or being excluded.

To create this, we must challenge the biases that pervade our workplaces and actively work to foster inclusion.

When Black engineers feel seen and heard, innovation thrives, and the engineering sector as a whole becomes stronger.

A call to action: building bridges, not barriers

As we reflect during Black History Month, let us commit to reengineering the narrative surrounding Black engineers.

It’s time to strip away the flawed frameworks of the past and build something stronger and more inclusive.

We have the tools and the blueprint. Now, we must bridge the gap between perception and reality, between bias and inclusion.

By doing so, we create a workplace where Black engineers can thrive.

And, we ensure the future of civil engineering is one that’s innovative, diverse, and reflective of the best talent available – regardless of race.

Let’s engineer a new narrative, one where all engineers, from all backgrounds, can contribute fully to building the world we want.