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IEEE
USA News
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- IEEE-USA
- 1828 L Street, NW, Suite 1202 -
Washington, DC 20036-5104
- Tel: +1 202 785 0017 -
Fax: +1 202 785 0835
- Web:
https://www.ieeeusa.org
-
- Greg Hill, Member & Electronic
Communications Coordinator
- g.hill@ieee.org,
202-785-0017, ext. 8335 www.ieeeusa.org
-
-
- CONTENTS
- - FIRST WOMEN ELECTED TO IEEE-USA
PRESIDENCY, MEMBER-AT-LARGE
- - IEEE-USA STUDY NOTES CHANGES IN
PERCEPTIONS TOWARD OLDER AMERICANS IN
WORKPLACE
-
-
- - FIRST WOMEN ELECTED TO IEEE-USA
PRESIDENCY, MEMBER-AT-LARGE
- WASHINGTON, D.C. (10 November 2000) - The results of the 2000
IEEE/IEEE-USA
- annual elections are in, and for the first time in IEEE-USA's
27-year
- history, a woman has been chosen as President. LeEarl A.
Bryant becomes
- the fifth IEEE-USA President directly elected by the IEEE's
U.S. members,
- to follow 2001 President Ned R. Sauthoff. In another first for
the IEEE's
- woman members, Shelly R. Born was voted IEEE-USA
Member-at-Large,
- 2001-2002. For background information on the IEEE-USA
elections and
- candidates, visit our nominations and elections Web page
at
- <https://www.ieeeusa.org/election/index.html>
-
- In the IEEE election, Raymond D. Findlay was selected as
IEEE
- President-Elect, 2001. Congratulations to all of our new
officers and good
- luck!
-
- Please note that these results of the 2000 IEEE annual
election, as
- certified by the IEEE Tellers Committee on 9 November 2000,
are unofficial
- until the IEEE Board of Directors accepts the Report of the
IEEE Tellers
- Committee at its meeting of 3 December 2000. In 2000, there
were no
- Constitutional Amendments. The number of ballots mailed was
248,196. The
- number of valid ballots returned was 49,688. The rate of
return was 20.02
- percent.
-
- The candidates elected in the other IEEE-wide elections are
listed below:
-
- OFFICE OF DIVISION DELEGATE/DIVISION DIRECTOR, 2001-2002
-
- Division II Thomas M. Jahns
- Division VI Loretta J. Arellano
- Division X Toshio Fukuda
-
- OFFICE OF DIVISION DELEGATE-ELECT/DIRECTOR-ELECT, 2001
-
- Division V Guylaine M. Pollock
-
- OFFICE OF REGION DELEGATE-ELECT/DIRECTOR-ELECT
-
- Region 2, 2001-2002 Moshe Kam
- Region 4, 2001-2002 Burton J. Loupee
- Region 6, 2001-2002 Evelyn H. Hirt
- Region 10, 2001-2002 Jung U. Seo
-
-
- STANDARDS ASSOCIATION PRESIDENT-ELECT, 2001
-
- Ben C. Johnson
-
- STANDARDS ASSOCIATION, MEMBER-AT-LARGE, 2001-2002
-
- Profile 2 Stephen L. Diamond
- Profile 3 E.G. Kiener
- Profile 7 Dennis Bodson
- Profile 8 Daniel R. Benigni
-
- TECHNICAL ACTIVITIES VICE PRESIDENT-ELECT, 2001
-
- Michael R. Lightner
-
-
- For more information on the IEEE elections, visit the 2000
IEEE Candidates
- Page at:
- <https://www.ieee.org/organizations/corporate/candidates.htm>
-
-
- IEEE-USA STUDY NOTES CHANGES IN
PERCEPTIONS TOWARD OLDER AMERICANS IN
- WORKPLACE
-
- San Jose, CA - (3 November 2000) IEEE-USA today released the
results of a
- recent study on attitudes about the employability of
mid-career and older
- engineers in the U.S. workforce. The survey's findings lend
mixed support
- to the idea that older electrical and electronics engineers
face barriers
- to continuing employability. Supervisors see
problem-solving,
- communications and teamwork skills as very important and rate
engineers age
- 45 and older as stronger on the first two skills than
engineers under age
- 45. Human resources personnel rank technical knowledge,
problem-solving and
- teamwork highest on the scale of importance and also rated
older engineers
- as stronger problem-solvers and the same as younger engineers
when it comes
- to technical knowledge and teamwork. In two areas that
supervisors and HR
- personnel consider above average in importance -- adaptability
and ability
- to keep up with new developments -- they rate older engineers
as weaker
- than younger engineers. Many of the supervisors and HR
personnel
- interviewed agree that there is an age at which skills
possessed by older
- engineers differ from those possessed by younger engineers and
most believe
- this occurs before age 45.
-
- IEEE-USA and survey research firm Mathew Greenwald &
Associates interviewed
- 528 engineering professionals, including practicing engineers,
engineering
- supervisors and human resources professionals for the
telephone survey. The
- purposes of the survey were: to assess supervisory and
employee perceptions
- about the strengths and weaknesses of older engineers in a
rapidly
- changing, technology-driven, global economy; to gather
information about
- the incidence of age discrimination in IT workplaces; and to
compare
- perceptions about the continuing employability of older
engineers and older
- workers in general. The results of the study were released in
conjunction
- with IEEE-USA's 11th biennial Careers Conference, held in the
heart of
- Silicon Valley at the Wyndham Hotel - San Jose.
-
- The study also returned mixed results in uncovering evidence
of age
- discrimination in the high-tech sector. Only 10 percent of the
older
- engineers surveyed attributed negative work experiences in the
past five
- years to age or age discrimination -- a smaller percentage
than had been
- expected based on the results of earlier surveys. Shank T.
Lakhavani,
- past-chair and current member of the IEEE-USA Workforce
Committee,
- speculates that the "tight" engineering labor market might be
an
- ameliorating factor in this finding, but also credits the
continuing
- education efforts of individual engineers and forward-thinking
HR personnel
- for declining incidence of age discrimination.
-
- "These results are promising for older U.S. workers, many of
whom have for
- too long been overlooked and undervalued for their
contributions to the
- health of the national economy," Lakhavani commented. "Perhaps
we are
- seeing a change in perceptions about older Americans in the
workplace."
-
- At the same time, Lakhavani warned older engineers not to be
lulled into a
- false sense of security. "It would be premature, even
reckless, to conclude
- that older workers need not worry about their footing in the
U.S.
- workforce. This report is indicative of movement in the right
direction,
- but we must continue our efforts to ensure the career vitality
and
- utilization of older U.S. engineers in the workforce today.
With the
- high-tech labor market as tight as it is, no U.S. engineer who
has kept up
- with technological change should be out of work."
-
- The IEEE-USA workforce committee believes that additional
statistically
- valid studies are needed to determine the incidence and nature
of
- discriminatory treatment that can be attributed to age.
-
- For an overview of the study results, go to Session 5B of the
IEEE-USA
- Careers Conference program at
https://www.ieeeusa.org/careercon/program.asp
- (download the PowerPoint summary at
- https://www.ieeeusa.org/careercon/proceeding/voneill.ppt).
-
- For more information on IEEE-USA's older worker initiatives,
visit
- https://www.ieeeusa.org.
-
- IEEE-USA is the career enhancement and technology policy unit
of The
- Institute of Electrical and Electronics Engineers, Inc.
(IEEE), the world's
- largest technical professional organization with more than
350,000 members.
-
-
- ***********************
- IEEE-USA
- 1828 L Street, NW, Suite 1202
- Washington, DC 20036-5104
- Tel: +1 202 785 0017
- Fax: +1 202 785 0835
- Web: https://www.ieeeusa.org
- ***********************
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- Updated
12/01/2000