Take TRX Systems, one of this year’s small-sized Top Workplaces for Engineers. 

Meet TRX Systems

Located in Greenbelt, Maryland, TRX Systems was co-founded in 2004 by engineers from the University of Maryland. Since then, the company has grown to 50 employees, half of whom are degreed engineers. TRX delivers positioning, navigation, and timing (PNT) systems for public safety and security personnel operating indoors and in GPS-denied areas. The company has nearly 50 U.S. patents — with more pending — focusing on collaborative structural and signal mapping, a navigation constraint engine for real-time historical processing, and sensor fusion for location and context determination.

Of particular note is TRX’s NEON technology, which includes a variety of GPS-denied positioning, navigation, and mapping products. NEON technology uses patented algorithms to fuse satellite-based PNT information with inputs from inertial sensors, map data and other sources for reliable position tracking. The company has shipped thousands of products powered by this technology to military, security and commercial users.

In March 2023, the U.S. Army awarded TRX a $402M production contract to deliver its DAPS GEN II systems — commercially branded as TRX DAPS II — after years of R&D as well as rigorous independent testing. Needless to say, for a company of 50 people, that’s an enormous success and a huge leap forward for TRX.

“We were competing against large defense contractors and respected research groups,” recalls Ben Funk, VP of engineering at TRX Systems. “But we won by remaining agile, innovative and customer focused. Winning an Army Program of Record as a business of our size was practically unheard of, so we’re incredibly proud of that.”

Engineering at TRX Systems

Designing and manufacturing PNT products requires a diverse set of engineering skills, as Funk explains. “A little more than half our team is software, about five are on the electrical team, and we have a few mechanical engineers as well,” he says. “We also have engineers on our sales and marketing teams, and our CEO and CTO are engineers as well.”

With a background in electrical engineering, Funk has been with TRX since the beginning as its first full-time employee. Working on electronics design and development, embedded software and sensors, Funk says it took a few years for TRX to establish itself as a business. Large enterprises are infamous for having daunting recruitment processes and layers of bureaucracy but, in many ways, adding headcount in engineering is even more of a challenge for a small business.

“We look for A+ players,” says Funk. “We want self-starters with creativity, adaptability and the potential to be leaders. We also look for skills or experience that complement our current capabilities, which could be technical skills or experience at a larger, more established company.”

Fortunately, TRX Systems is ideally located to recruit engineers with this unique combination of ambition, experience and skill. More than half of the employees at the company have degrees from the University of Maryland, and the company’s close proximity to Washington, D.C. and the Beltway means there are numerous defense contractors nearby. “It’s uncommon on the East Coast to find the type of talent that fits our work, but we’ve been successful in attracting them,” says Funk.

What it’s like to work at TRX Systems

TRX Systems employs design and manufacturing engineers with electrical, mechanical and software expertise, and the company values creativity and leadership potential. This is by no means uncommon for a small engineering firm, but the question is: What’s the best way to encourage those values? 

According to Funk, it comes down to the engineering workflow. “At the beginning of a project, we start with brainstorming sessions to bring in different perspectives,” he says. “We’ve found that applying constraints actually promotes creativity, and keeping the process collaborative, open and dynamic lets people build on each other’s ideas.”

While working on applications for the defense sector may seem intimidating, Funk emphasized that TRX makes the effort to provide a welcoming and inclusive environment. “Inclusion naturally results from hiring a broad range of people from different backgrounds and with different perspectives,” he says. “Diverse perspectives improve engineering design and development because they allow us to examine problems from multiple angles.”

Growth and support at TRX Systems

In addition to supporting its engineers in their day-to-day efforts, TRX also stands out in providing support for professional development and career growth. Funk says the company maintains a career progression pathway that clearly outlines the requirements for advancing to the next engineering level, pairing each engineer with a supervisor or mentor to set goals and timelines. TRX also reimburses the cost of the courses, advanced degrees, training and attendance at professional conferences and seminars that are essential to advancing one’s career as an engineer.

From a broader perspective, the mission of TRX Systems also provides a sense of meaning and fulfillment, as Funk explains. “Everything we’ve worked on since I started my career at TRX has been meaningful,” he says. “We’ve always had a mission-driven focus, whether it’s helping first responders be located inside buildings, mapping indoor spaces to improve safety, or providing soldiers with critical information on the battlefield.”

What makes TRX Systems unique

When asked about what sets his company apart from other small engineering businesses, Funk answers without hesitation: “This is an easy one for me because it’s the feedback I always hear from new team members. Our culture is defined by openness and mission awareness across the organization. Everyone has access to everyone else, all the way up to the leadership team. Our CEO regularly presents updates on long-term R&D roadmaps, financial plans, and our competitive landscape. This ensures that our engineers, even as they become more specialized, always keep the big picture in mind.”

For more information, visit topworkplaces.com/company/trx-systems.

Is your company a Top Workplace for Engineers? Submit your nomination at topworkplaces.com/engineering-com.

The post TRX Systems ranks as a Top Workplace for Engineers in 2025 appeared first on Engineering.com.

What makes LJA Engineering so special for engineers? 

For one thing, the firm is employee-owned. Each of LJA’s employees owns shares of the company under an Employee Stock Ownership Plan, or ESOP. The company considers this an important part of its identity. Every employee, down to the interns, receives an annual ESOP contribution in the form of company stock.

“We have some people who are hitting a million dollars in their stock,” Robin Mitchell, LJA Engineering’s employee engagement specialist, told Engineering.com. “We rely heavily on our employees to keep us growing, and we value their input. We want to see them grow, and we also take pride in helping them grow.”

If you’re wondering what an employee engagement specialist is, it’s another reason LJA Engineering made the top workplaces list. Mitchell’s job is to ensure employees are engaged with their work, their teammates, and their communities. 

“We have to like where we work. We have to enjoy being with each other,” she said.

LJA Engineering hosts company picnics, holiday parties, and coffee talks with leadership. The company sponsors local sports teams and reserves Pickleball courts for employees to use in the summer. To support personal development, LJA Engineering employs full-time trainers to teach classes on management, collaborative communication and more. The company also has a mentorship program and reimburses tuition for engineers who want to go back to school. There’s also the LJA buddy program, which supports new LJA employees with a dedicated colleague who can help them adjust to the company.

Mitchell ensures that LJA’s culture of employee engagement is consistent across the company’s offices — whether that’s at the headquarters in Houston, where she’s based, or locations elsewhere in Texas, Georgia, South Carolina, Tennessee, Colorado, Florida, Oklahoma, Missouri, Arizona, or Alabama.

“I have a different activity person in each office to make sure they get all the same resources that we do, all the same events that we do,” Mitchell said.

The prestige event is no doubt the LJA Engineering holiday party. Not only do all employees benefit from a company-wide closure between Christmas and New Year’s, they’re all invited to one of the top hotels in Houston for the annual celebration. The company covers flights and hotel costs for out-of-town employees, plus their guests.

Having fun is one of LJA Engineering’s stated values, but it’s tied to another: Making a difference. The LJA Cares employee volunteer program aims to serve local communities through charity events, including water cleanup efforts, food bank volunteering and donations, school supply drives, toys for tots programs, and science outreach at local schools.

“All of our offices are challenged with giving back to the community, whether we do cleanup days, sponsor different fun runs for them, or we go back and do workshops with the kids within that community,” Mitchell said.

LJA Engineering’s open-door policy is another reason engineers rate it a top workplace. “You can walk into anybody’s office at any time and have a conversation, whether they’re a VP or whether they’re front desk staff, and they’re always willing to help,” Mitchell said.

As for tangible benefits, LJA offers standard healthcare, life insurance, disability, and paid time off. Employees are required to be in the office, but they have a choice of work hours. They can stick with a standard nine-to-five, working eight hours per day, or opt for a so-called 9/80 schedule, in which they work nine hours per day and get every other Friday off. Mitchell prefers the 9/80 schedule (naturally — it’s hard to resist the allure of a biweekly long weekend).

We asked Mitchell why she thought LJA Engineering was rated a top workplace for engineers. Her answer was simple.

“We’re a top workplace because we enjoy our work,” Mitchell said. 

If you have that, everything else is gravy.

For more information, visit topworkplaces.com/company/lja-engineering-inc.

Is your company a Top Workplace for Engineers? Submit your nomination at topworkplaces.com/engineering-com.

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The Haskell Company was recently recognized as a Top Workplaces for Engineers by Engineering.com and the Top Workplaces employer recognition program of HR technology company Energage. More specifically, The Haskell Company was recognized as an organization that provides exceptional workplace environments for its engineering professionals. 

For more information about the spirit of innovation and values of the firm, Engineering.com spoke with Meredith Adragna, director of talent acquisition at The Haskell Company. Here’s what she had to say.

What types of engineers do you hire?

We hire automation engineers, civil engineers for positions in infrastructure and transportation, civil engineers for site, electrical, mechanical, and packaging systems, work, engineers for process-systems projects, and structural engineers. 

What qualifications do you look for in engineers?

Qualifications vary by engineering discipline and the markets they serve. Haskell provides integrated delivery of capital projects across 15 different markets. Generally speaking, we look for candidates with four-year engineering degrees and relevant project experience. While education and licensure requirements can be firm for some positions, we are open to skills-based hiring. A candidate may not have experience in a particular market, but we welcome individuals who display the attitude and aptitude to venture into new markets and project types.

What growth opportunities do you have for engineers?

Top-down, we are dedicated to the personal and professional growth of all our team members. We are transparent with potential career paths and intentionally train our leaders on how to conduct career planning discussions. Haskell has a technical training team that is focused on our engineers and how to enhance their experience with a job or discipline-specific focus. We also have a corporate Learning and Development team that provides high-quality accessible training and professional development opportunities.

Additionally, we offer simple yet impactful benefits such as tuition reimbursement and professional membership reimbursements.

What makes your culture unique?

In 2018, our Executive Leadership Team created a strategic plan called Haskell 2025 that will culminate at the end of this year. First and foremost, this is built on the foundation of our core values — team, excellence, service, and trust. These values guide every team member, every office, and every project.

Beyond that, Haskell 2025 has six pillars. The first pillar is a pledge to our employees — provide team members with the BEST job of their lives. 

Why do you think you’re a top workplace?

I believe this goes back to our culture. A strong and sustainable culture comes for the top down. Jim O’Leary is our valued President and has truly ensured Haskell employees have a sense of personal and professional value. Our employees completed the TWP survey by voicing their opinions. Stemming from our win, they feel valued with a strong path to success here at Haskell.

For more information, visit topworkplaces.com/company/Haskell-co.

Is your company a Top Workplace for Engineers? Submit your nomination at topworkplaces.com/engineering-com.

The post Attitude and aptitude take engineers far at The Haskell Company appeared first on Engineering.com.

Engineering.com and Energage are delighted to recognize companies that create positive and sustainable work environments for engineers. The Top Workplaces for Engineers award highlights organizations that prioritize employee well-being, innovation, and a supportive workplace culture.

The award is determined through employee feedback gathered via the Energage Workplace Survey, a research-backed tool assessing workplace culture. To qualify, companies must employ at least 35 engineers or have engineers make up at least 10% of their workforce. Participation is free, with no costs associated with nomination, employee surveys, or receiving the award.

This year, we recognize 35 companies for their commitment to creating exceptional workplace environments for engineering professionals across a variety of industries. Here they are, according to their size: large, midsize, and small.

As a reminder, nominations are welcome all year round! Visit topworkplaces.com/engineering-com to nominate your company for consideration on next year’s list.

Top large companies for engineers

Large companies include those with at least 500 employees worldwide. This year, we have 10 winners:

1. LJA Engineering, Inc.

Headquarters: Houston, Texas
U.S. employees: 2,531
Year founded: 1972

LJA is an employee-owned, full-service, comprehensive multi-disciplinary consulting firm. With offices across the Southeastern U.S. and Colorado, LJA offers one-source, one-stop reliability for all of its clients. It is organized around nine comprehensive sectors: Public Infrastructure, Land Development, Transportation, Water Resources, Energy Services, Rail Services, Surveying, Construction Engineering & Inspection, and Environmental & Coastal and can seamlessly build successful project teams with civil, structural, and electrical engineers, plus hydrologists, planners, landscape architects, construction managers, GIS designers, and surveyors.

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2. Infrastructure Consulting & Engineering, LLC

Headquarters: West Columbia, South Carolina
U.S. employees: 524
Year founded: 2005

Infrastructure Consulting & Engineering, LLC is a team of passionate problem solvers dedicated to delivering innovative infrastructure solutions. Founded on the principles of excellence, integrity, and collaboration, ICE has grown into a leading civil engineering firm specializing in transportation infrastructure. The team thrives in a dynamic, people-focused culture that values professional growth, teamwork, and work-life balance. They believe that great people build great projects and are committed to investing in their employees through ongoing training, leadership development, and opportunities for career advancement. From interns to executives, every individual at ICE plays a key role in shaping the future of infrastructure while upholding its core values of quality, accountability, and innovation.

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3. The Haskell Company

Headquarters: Jacksonville, Florida
U.S. employees: 1,800
Year founded: 1965

Haskell combines architecture, engineering, and construction (AEC) expertise with a corporate culture of transparency and integrity. The result is unmatched customer experience. To know Haskell is to know its spirit of innovation and assurance of certainty. To support its position as an industry leader, the company has built a distinct family of brands to best serve its clients and achieve growth and leadership in markets that provide superior opportunities. Haskell embraces each client relationship, helping them reach where they want to be, working collaboratively and strategically to deliver innovation, high quality, and sustainability performance.

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4. Sargent & Lundy

Headquarters: Chicago, Illinois
U.S. employees: 4,020
Year founded: 1891

Sargent & Lundy is one of the world’s longest-standing full-service architect engineering firms. Founded in 1891, the firm is a global leader in power, energy, and decarbonization with expertise in grid modernization, renewable energy, energy storage, nuclear power, conventional power, carbon capture, and hydrogen. Sargent & Lundy delivers comprehensive project services — from consulting, design, and implementation to construction management, commissioning, and operations/maintenance — with an emphasis on quality and safety. The firm serves public and private clients in the power, energy, gas distribution, industrial, and government sectors.

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5. Ulteig

Headquarters: Fargo, North Dakota
U.S. employees: 1,230
Year founded: 1944

As a forward-thinking leader in the engineering industry driven by purpose, Ulteig continues to focus on client success and expanding its portfolio of infrastructure and field service projects. Motivated by its corporate purpose, “Creating and solving for a sustainable future,” its professional engineering and technical services consultants cover a wide range of offerings, including design and planning, serving what it calls the Lifeline Sectors of Power, Renewables, Transportation, and Water. With 80 years in the industry, Ulteig is trusted by its clients to produce cutting-edge solutions, collaborate, and improve the design and reliability of critical infrastructure while delivering vital engineering, program, and technical solutions.

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6. EOG Resources, Inc.

Headquarters: Houston, Texas
U.S. employees: 2,971
Year founded: 1985

EOG is one of the largest exploration and production companies in the United States, with proven reserves in the United States and Trinidad. EOG’s business strategy is to maximize the rate of return on investment of capital by controlling operating costs and capital expenditures and maximizing reserve recoveries. EOG implements its strategy primarily by emphasizing the drilling of internally generated prospects in order to find and develop low-cost reserves. Maintaining the lowest possible operating cost structure, coupled with efficient and safe operations and robust environmental stewardship practices and performance, is integral in the implementation of EOG’s strategy.

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7. Stanley Consultants

Headquarters: Muscatine, Iowa
U.S. employees: 850
Year founded: 1913

Stanley Consultants has been helping clients solve essential and complex energy and infrastructure challenges for over 110 years, successfully completing more than 50,000 engagements in 120 countries and all 50 states and U.S. territories. Values-based and purpose-driven, Stanley is an employee-owned company of engineers, scientists, technologists, innovators, and client-service experts who are recognized for their commitment and passion to make a difference.

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8. Bechtel Plant Machinery, Inc. (BPMI)

Headquarters: Monroeville, Pennsylvania
U.S. employees: 1,186
Year founded: 1956

Life and culture at BPMI are deeply rooted in its “One Team, One Mission” vision. As a dedicated prime contractor for the U.S. Navy, its jobs influence and strengthen national security. It’s a serious responsibility that requires employees to be accountable for high-level quality, attention to safety, and unfailing security. Together, its employees rally around this important mission and foster a “One Team” environment where employees feel like they belong and are valued. BPMI has focused on building an environment that meets each employee where they are personally, so that they may succeed professionally. President and General Manager Barb Staniscia leads a team of managers who are dedicated to ensuring its employees have the freedom to think and speak in a psychologically safe environment — the support they need to thrive and succeed in their careers — and a deep sense of purpose and connection to their daily work.

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9. DRMP, Inc

Headquarters: Orlando, Florida
U.S. employees: 750
Year founded: 1977

DRMP’s founders, a group of engineers and surveyors, took an uncommon path in 1977 by joining together to offer their clients a full-service firm with a collaborative approach to produce superior infrastructure. The firm has never faltered on this path and continues to search for more opportunities for collaboration and growth throughout the southeastern United States. Keeping the future in mind, the company will continue its journey with the resolve and desire to create partnerships with its clients to provide tailored solutions that satisfy their needs, achieve success for its employees, and benefit the communities it serves. DRMP’s leadership is committed to creating an integrity-based firm that delivers quality projects through a partnering project approach, which provides the flexibility to work with a diverse group of clients and the communities they serve. Collectively, the leaders represent more than a hundred years of experience, which enables them to guide the firm through its forward-thinking business strategy and apply its core values to achieve client satisfaction.

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10. Orbital Engineering, Inc.

Headquarters: Pittsburgh, Pennsylvania
U.S. employees: 605
Year founded: 1969

Orbital Engineering, Inc., has a unified mission of working with business partners to create, improve, and sustain industry and infrastructure. Whether the team is in the field inspecting client assets, working with electric, gas, or water utility clients to improve infrastructure and reliability, or providing engineering support for heavy industrial clients, Orbital Engineering, Inc. is at the forefront of sustaining the country’s most critical assets and infrastructure. With over 50 years of experience in electrical and natural gas utility transmission and distribution; midstream and downstream oil, gas and chemical; mining and metals; and infrastructure industries, Orbital Engineering, Inc. has successfully supported its clients both nationally and abroad. The company takes pride in knowing that what they do matters.

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Top midsize companies for engineers

Midsize companies include those with 150 to 499 employees worldwide. This year, we have 14 winners:

1. Oddball

Headquarters: McLean, Virginia
U.S. employees: 334
Year founded: 2015

Oddball is a software consulting firm dedicated to the digital modernization of federal citizen-centric services. As a unique digital agency, Oddball supports federal clients from design to deployment of scalable software solutions that are purpose-built for the citizens they serve and the workforces they enable. Experienced teams of full-stack developers, human-centered designers, product managers, and project managers offer a proven record of delivery excellence in enterprise devops, cloud migration, user experience, continuous integration, continuous delivery, and continuous deployment.

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2. MBP

Headquarters: Vienna, Virginia
U.S. employees: 355
Year founded: 1989

MBP is passionate about providing smart solutions, which means more than just a list of services. Its diverse team of experts brings value, innovation, and efficiency to every project by advocating on its clients’ behalf. The result? Better project outcomes. Established in 1989, MBP is a leader in mitigating construction risk, offering a broad range of construction management and consulting services to optimize value within the built environment. It is a Virginia-based firm with offices in Richmond, Chesapeake, Williamsburg, Roanoke, and Fairfax, and additional offices in Florida, Georgia, Hawaii, Maryland, New York, North Carolina, Ohio, Pennsylvania, South Carolina, and Tennessee. The company works with federal, state, local, and private clients, providing cost-effective solutions in both construction management and the resolution of disputes on a wide range of transportation, utilities, building, plant, and environmental projects.

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3. Garner Health Technology

Headquarters: New York, New York
U.S. employees: 167
Year founded: 2019

Garner Health is a health tech startup that is transforming the healthcare economy by enabling patients to receive high-quality and affordable care. Garner Health has two core offerings: Garner, a benefit program that uses a new approach to data science and incentive accounts to help employees find the best doctors in their communities, and Garner DataPro, a provider recommendation platform that serves referrals based on the most accurate provider performance and directory data in the industry. Garner Health’s offerings utilize over 75% of the medical claims data in the United States to objectively examine patient outcomes based on more than 500 specialty-specific quality and efficiency measures. By analyzing millions of healthcare journeys across 82 distinct medical specialties, Garner Health sets a new industry standard in delivering reliable, actionable referrals and navigating patients to the highest-quality providers. Garner Health is a remote-first company based in NYC.

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4. BCC Engineering, LLC

Headquarters: Miami, Florida
U.S. employees: 370
Year founded: 1994

Established in Miami in 1994, BCC Engineering has always questioned the status quo, which has enabled it to come up with innovative, best-in-class solutions for some of the largest and most complex engineering projects in the Southeast U.S. and Puerto Rico. Since 2006, when principals Jose Muñoz and Ariel Millan bought the company, it has grown rapidly, adding new offices in Tampa, Orlando, Georgia, Texas, and Puerto Rico. The company is known for its complete dedication to its clients and its ability to handle a wide range of projects.

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5. LER Techforce

Headquarters: Columbus, Indiana
U.S. employees: 340
Year founded: 2020

LER TechForce is a leading provider of engineering and technical resource solutions, specializing in delivering top-notch engineering expertise across various industries. With over two decades of experience, the company has refined its ability to connect exceptional engineering talent with organizations that require innovative solutions to complex technical challenges. As a proud woman-owned business, LER TechForce is certified by the Women’s Business Enterprise National Council (WBENC), highlighting its commitment to diversity and inclusion in the workplace. Its client-focused approach is at the core of its mission, striving to deliver high-quality results by tailoring engineering services to meet the specific needs of clients, ensuring they have the right talent in place to succeed.

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6. Credo Semiconductor, Inc.

Headquarters: San Jose, California
U.S. employees: 235
Year founded: 2008

Credo was founded in 2008 by a seasoned team of analog, digital, and mixed-signal experts as a fabless semiconductor company and became publicly traded on the Nasdaq (CRDO) in 2022. Its innovations ease system bandwidth bottlenecks, and its strong SerDes IP portfolio is the foundation for its high-performance, power-efficient, and cost-effective connectivity solutions. Credo has a history of innovation and pioneering new technologies. The team believes this positions the company to deliver best-in-class products and IP solutions that address its customers’ various bandwidth, power, cost, security, reliability, and end-to-end signal integrity requirements. Its engineering-focused workforce and highly technical management team have deep industry experience and connectivity expertise. The team continues to grow, with offices in North America and Asia.

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7. FedWriters, Inc. (FWI)

Headquarters: Fairfax, Virginia
U.S. employees: 252
Year founded: 2010

FWI is a professional services firm that specializes in delivering high-quality communication, technical writing, and research services to government and commercial clients. With a team of experienced professionals who have a deep understanding of technical, legal, and regulatory requirements, FWI prides itself on its ability to work closely with clients to deliver tailored solutions that meet their specific needs. The company is committed to providing the highest quality services and has been recognized by industry organizations, including Inc. Magazine, Washington Technology, Moxie Award, and OrangeSlices AI, for its outstanding work.

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8. SCI Engineering, Inc.

Headquarters: St. Charles, Missouri
U.S. employees: 183
Year founded: 1978

Established in 1978, SCI Engineering is a multi-discipline engineering firm with six offices and almost 200 employees located in Missouri, Illinois, Texas, and Colorado. Its service lines include Geotechnical, Environmental, Natural Resources, Cultural Resources, and Construction Materials Testing and Inspection. Its staff prides themselves on their ability to provide consulting services with quality, professionalism, and responsiveness to clients during the development, design, and construction phases of projects. The company’s success is attributed to its team of highly skilled and experienced staff that includes licensed professional engineers, geologists, archaeologists, scientists, construction experts, and engineering technicians. The ability to develop innovative and cost-effective design solutions is not only a result of the diversity and experience of our staff but also the commitment between different service groups to work as a team to provide quality consulting services.

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9. Mission Design & Automation

Headquarters: Holland, Michigan
U.S. employees: 167
Year founded: 2004

Mission Design & Automation develops custom process and equipment solutions that simplify automation for North American manufacturers. The company helps conceptualize, specify, build, program, and install new automation solutions that improve safety, speed, quality, repeatability, and revenue. Manufacturers turn to the company for automation integration of varying-sized projects and with all levels of complexity. Its team has developed solutions for the aerospace, automotive, construction, consumer goods, defense, e-commerce/logistics, EV, electronics, food & beverage, furniture, medical device, and munitions industries, and it is always learning more about expanding automation applications to emerging industries.

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10. Ayres

Headquarters: Eau Claire, Wisconsin
U.S. employees: 393
Year founded: 1959

With a team of innovative problem-solvers nationwide, Ayres stands with integrity behind thousands of projects that strengthen communities and the country’s infrastructure, economy, and environment. Clients notice its project managers’ ability to translate and transform every detail into actionable, understandable, smoothly coordinated pieces of a successful project. Side by side with client partners, project managers serve as the confident, communicative navigators at the helm of each project. Their tools and expertise include civil and municipal engineering, transportation, structural design and inspection, river engineering and water resources, architecture, mechanical/electrical/plumbing engineering, landscape architecture, environmental, geospatial, planning and development, and telecommunications and SUE.

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11. Clari

Headquarters: Sunnyvale, California
U.S. employees: 499
Year founded: 2012

In 2013, Clari set out to fix an all-too-familiar business problem: unpredictable revenue. The company quickly realized that sales, marketing, and customer success teams simply didn’t have the information they needed to work together in a coordinated, cadenced fashion. Instead of acting, they were reacting. Instead of executing, they were guessing. So, Clari got to work. Today, its market-leading Revenue Platform helps go-to-market teams of every size and stripe take control of their entire sales process and revenue operation. The result? Flawless sales execution, unprecedented productivity, and revenue forecasting that really works. Simply put: nothing else comes close.

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12. Getac

Headquarters: Irvine, California
U.S. employees: 170
Year founded: 1989

Getac Technology Corporation is a global leader in rugged mobile technology and intelligent video solutions, including laptops, tablets, software, body-worn cameras, in-car video, interview rooms, and evidence management software. Getac’s solutions and services enable the vital work done by frontline workers operating in the world’s most challenging environments.

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13. McLean Contracting Company

Headquarters: Glen Burnie, Maryland
U.S. employees: 250
Year founded: 1903

McLean Contracting Company was started in 1903 by Colin McLean, making it one of the oldest companies in the Baltimore metropolitan area. It is responsible for building many of the bridges and much of the marine infrastructure in the area and owns a significant fleet of floating and land-based cranes, which are housed at its shipyard on Curtis Creek. The company’s employees take pride in being able to tackle some of the most challenging marine and infrastructure projects in the area and to provide innovative, efficient, and safe solutions for their customers.

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14. PAR Systems

Headquarters: Shoreview, Minnesota
U.S. employees: 485
Year founded: 1961

From the automated manufacturing of life-saving medical devices to the safe dismantling of Chernobyl, sending rockets into deep space, and the adaptive manufacturing of aerospace components, for over 60 years, PAR has been designing ingenious solutions that bring our customers’ innovations to life. With expertise in highly regulated and precision industries of Life Sciences, Aerospace, and Nuclear, the company designs and integrates engineered systems for the world’s most renowned visionaries.

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Top small companies for engineers

Small companies include those with at most 149 employees worldwide. This year, we have 11 winners:

1. TRX Systems

Headquarters: Greenbelt, Maryland
U.S. employees: 50
Year founded: 2004

TRX Systems develops cutting-edge positioning, navigation, and timing (PNT) solutions for the Department of Defense. The company’s military grade PNT solutions improve the safety and mission effectiveness of warfighters in environments where GPS is unavailable, inaccurate, or intentionally denied. The TRX Systems team continuously innovates, seeking to equip warfighters with the most technologically advanced and durable PNT solutions so that, even in the most adverse conditions, they always have an assured position and time.​

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2. Scrum Alliance

Headquarters: Westminster, Colorado
U.S. employees: 48
Year founded: 2001

Scrum Alliance is a global 501c(6) not-for-profit membership organization and is recognized as the leading certifying body in the scrum and agile space. As a membership association founded and funded by the agile community for the community, the team intends to advance agility and scrum practices in the world of work for individuals and teams. They nurture the agile movement by providing education, advocacy, research, community, and connection while providing individuals with substantive certifications and practical skills that positively impact their work and careers.

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3. Integer Technologies

Headquarters: Columbia, South Carolina
U.S. employees: 62
Year founded: 2021

Integer is a science and technology company dedicated to creating a safer world by transforming innovative research into fieldable technology for national security and industry customers. Its high-tech solutions help both human operators and autonomous systems make better decisions faster in uncertain environments. The company offers digital engineering capabilities across a portfolio that includes robotic and uncrewed systems, sensors and perception, power and energy systems, advanced manufacturing, and cyber-physical systems.

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4. KCL Engineering

Headquarters: West Des Moines, Iowa
U.S. employees: 71
Year founded: 2008

KCL Engineering has built a workplace where collaboration, flexibility, and self-management empower its team to thrive. The company’s entrepreneurial spirit and relentless attention to detail drive innovative solutions, making it the best consultant, problem solver, and decision-maker for its clients. Recognized as a top workplace, the team cultivates a culture where talented people love what they do — and it shows in the work they deliver.

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5. dataPARC

Headquarters: Washougal, Washington
U.S. employees: 135
Year founded: 1997

Founded in 1997, dataPARC’s team of engineers and process industry veterans continues to deliver on its promise of being the most intuitive and easy-to-use manufacturing decision support system available. The company was born from the needs of operators and engineers on the plant floor and continues to be home to process engineers, chemical engineers, industrial analytics pros, and other brilliant and dedicated individuals who share the goal of helping process manufacturers make better data-driven decisions.

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6. Hargrove Life Sciences

Headquarters: Philadelphia, Pennsylvania
U.S. employees: 90
Year founded: 2011

Hargrove Life Sciences serves the pharmaceutical, biotechnology, food and beverage, and specialty chemical industries in the U.S. and abroad. In an industry where the facility and “clean” process elements must work together, the company’s experienced teammates understand how to design and build in order to meet the rigorous GMP standards. Hargrove’s teams of engineers, architects, and project managers offer extensive experience in the planning of greenfield facilities as well as the renovation and expansion of existing process development, clinical manufacturing, and commercial operations. In addition, Hargrove has a culture and system of seamless cross-office collaboration. Its clients benefit from all the expertise of a specialized engineering firm supported by the experience and capabilities of a larger firm with a broader focus.

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7. MSB Consulting Engineers

Headquarters: Metairie, Louisiana
U.S. employees: 131
Year founded: 1978

Since 1978, M S Benbow and Associates Professional Engineering Corporation (MSB) has set out to solve the biggest engineering problems in the public and private sectors that impact the way people live, work, and play. The company produces results that are as smart as they are effective, based on the belief that there is always a better way of engineering. MSB’s success speaks to the depth of its experience and passion for delivering reliable and trusted solutions across a diverse set of complex problems. As the engineering industry has evolved, so has MSB in its ability to adapt to emerging trends and new technologies without forgetting its roots.

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8. FEA Consulting Engineers

Headquarters: Henderson, Nevada
U.S. employees: 50
Year founded: 1990

FEA Consulting Engineers, founded in 1990 by Robert Finnegan, PE, and Boyd Erickson, CPD, is a leader in multiple disciplines of engineering, including mechanical, electrical, plumbing, low voltage, AV, and lighting design. The Las Vegas-based firm is renowned for delivering award-winning engineering solutions across a broad spectrum of projects. Its approach to engineering is innovative and tailored to match the business models of its clients, ensuring that every project the team undertakes is both groundbreaking and sustainable. At FEA, innovation begins at the conceptual stage. Its dynamic atmosphere, fostered by its principals and team of associates, emphasizes innovation and a legacy of high-quality service. This commitment is evident in every project, ensuring that its designs are far from cookie-cutter and are instead innovative solutions that truly reflect the needs and expectations of its clients.

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9. PCCI Group

Headquarters: Metamora, Illinois
U.S. employees: 102
Year founded: 1982

Since 1982, PCCI Group has been providing turnkey construction and engineering solutions for underground and aerial ISPs and utilities. Based out of Metamora, Illinois, it has offices in Georgetown, Kentucky, and Bonita Springs, Florida. However, its work expands beyond its immediate service areas; the team has completed work throughout the United States, from California to Virginia, and Wisconsin to Texas.

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10. Rugged Science

Headquarters: Sparks, Maryland
U.S. employees: 37
Year founded: 2013

Rugged Science designs and manufactures high-performance computing solutions built to thrive in extreme environments. From industrial automation to military operations, its products deliver unmatched reliability, durability, and longevity where failure is not an option. Engineered to endure temperature extremes, shock, vibration, and environmental challenges like dust and moisture, its systems ensure seamless operation in the harshest conditions. With a focus on innovation, customization, and long lifecycle support, the company empowers industries to achieve their goals with confidence.

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11. Bright Machines

Headquarters: San Francisco, California
U.S. employees: 75
Year founded: 2018

Bright Machines helps the world’s most innovative technology companies automate key processes to meet the global demand for AI infrastructure. Its full-stack automation solution combines smart robotics, AI-driven software, and data to transform how the world designs and builds products. Leading with integrity and respect, the team creates a high-trust environment for performance, always prioritizing the right thing for everyone involved. As a startup, every team member is empowered to drive change and influence transformation in products, processes, people, and community.

View company profile

Is your company a Top Workplace for Engineers? Visit topworkplaces.com/engineering-com to submit a nomination!

The post Engineers have spoken: Here are the Top Workplaces for Engineers in 2025 appeared first on Engineering.com.

In this report, you’ll learn about:

• Emerging technologies and global challenges: Explore five technologies poised to revolutionize industries worldwide and the challenges engineers must address.
• Skills and training for the future: Learn essential technical skills for the future of engineering and vital soft skills that can elevate your career.
• Educator and employer priorities: Gain insight into the top priorities of engineering educators and employers, including interdisciplinary collaboration and personalized learning.
• A roadmap for aspiring and practicing engineers: Find strategies to develop in-demand skills needed by future engineering employers, whether you’re a student or an experienced professional.

This report is only the beginning, and the future engineer will be defined by more than technical skills alone. Adaptability, ethical decision-making and a dedication to lifelong learning will be equally important. By taking these steps, you can advance your career and play a pivotal role in shaping a brighter, more sustainable future for all.

Your download is sponsored by Autodesk.

The post The Engineer of the Future appeared first on Engineering.com.

With that in mind, we’re so excited to launch the new Top Workplaces for Engineers program today. Our editorial team is partnering with the professionals at Energage, the HR technology company behind the Top Workplaces employer recognition program, to find out which companies should be at the top of your list of potential employers each year. The award will honor companies that create exceptional workplace environments for engineering professionals across a variety of industries, and we will publish the list of winners in the spring of 2025. 

This new program will celebrate organizations that prioritize a people-first workplace culture where engineers can thrive and innovate. To be eligible, participating companies must employ at least 35 engineers or have an engineering workforce made up of 10% or more of its total workforce. The award is based on employee feedback captured by the confidential, research-backed Energage Workplace Survey. Participating companies will be evaluated against the industry’s most robust benchmarks based on more than 18 years of culture research.  

Maybe you’re currently at a company that is a fantastic place to work, and you’d like to nominate it for consideration. You can easily do so here: engineering.com/topworkplaces. The nomination timeframe runs through mid-January. But the next couple of months will breeze by with all the holiday celebrations, so make sure to nominate today.

And stay tuned for the exciting results, which will be unveiled right here, in the spring of 2025.

The post What are the top workplaces for engineers? We’re going to find out! appeared first on Engineering.com.

In an increasingly complex and fast-paced world, engineers and manufacturers are beginning to recognize the value of neurodiversity in the workplace. This shift comes at a critical time, as many organizations are experiencing fatigue and even backlash after years of expanding diversity, equity, and inclusion (DEI) programs. However, a new perspective is emerging: one that moves beyond simple accommodation to truly embracing cognitive diversity as a key to unlocking team performance and innovation.

Understanding neurodiversity

Neurodiversity encompasses individuals — roughly 15% of the world’s population — with neurological differences such as autism, ADHD, dyslexia, dyspraxia, and other cognitive variations. These differences are not deficits but unique ways of thinking and processing information that can bring valuable perspectives to a team. As neurodiversity expert Dr. Nicole Radziwill, Co-founder and Chief Data/AI Officer at Qzuku Data and AI Quality Institute explained, “Even a neurodivergent majority company is not diverse enough to achieve the true levels of success that we all can achieve together.”

Neurodiversity creates “spiky profiles” of strengths and weaknesses, in contrast to the assumed “flat profiles” of neurotypical individuals. This variation can lead to misunderstandings and challenges in the workplace, but it also offers significant potential for innovation and problem-solving.

Personal journeys: Discovering

Radziwill’s own journey of self-discovery illustrates the complex nature of neurodiversity. Despite her academic and professional success, including earning a college scholarship at 16 and later becoming a university professor, she didn’t recognize her neurodivergence until in her late 30s.

“After multiple counselors suggested I might be on the autism spectrum, I initially rejected the idea,” Radziwill recalled. “I stood up and said, ‘You know what’s wrong with me? You think it’s that I’m autistic? Well, clearly, you haven’t learned all you need to learn in your profession…and I walked out.”

Years later, she came to embrace her neurodivergent identity. “I went through that for about a year,” she explained, “And then gradually realized, my God, this explains absolutely everything.”

This experience informs Radziwill’s perspective on workplace inclusion. Rather than focusing narrowly on accommodating specific conditions, she advocates for creating environments where all employees can understand and leverage their unique cognitive profiles.

In his blog on Foothold (The Institution of Engineering and Technology Benevolent Fund), Principal Geotechnical Engineers and Neurodiversity Advocate Martin Griffin writes about his experience living with multiple neurodivergent conditions: “As someone with dyslexia, dyspraxia, autism, and visual impairment, I’ve learned that my neurodiversity varies from day to day. Some days, I’m hyper-focused and can accomplish tasks with incredible efficiency. Other days, I struggle with basic organization. This ‘spiky profile’ is a reality for many neurodivergent individuals.”

Evolution of workplace diversity

The conversation around diversity in the workplace has expanded beyond traditional categories to include neurodiversity. Shirley Knowles, Chief Inclusion and Diversity Officer at Progress, an AI-powered infrastructure software provider, said, “We’re at a time where people are more and more willing to be open and talk about it.” This openness is crucial for creating an environment where neurodiverse individuals feel comfortable disclosing their needs and leveraging their strengths.

Knowles shared an anecdote about a former colleague who made mistakes on documents that became a frequent occurrence. Finally, after a significant error to an item her former CEO needed, the co-worker confided in Knowles that they had dyslexia. 

“It was as though a new door had opened — all of that time where I was feeling upset at the mistakes finally made sense and we were able to come up with solutions from there. It wasn’t that they weren’t focusing on the details, there was a real issue, something they’d been navigating through since childhood that was the root cause.” Although the disclosure was likely tough for Knowles’ colleague to share, it was what was needed to strengthen the working relationship.

However, as Radziwill discovered while at Ultranauts, a company with more than 75% of employees identifying as autistic, even a neurodiverse majority workforce faces challenges. “You cannot expect a whole organization to function perfectly well for everybody.”

Challenging traditional norms

Like many others, the tech and engineering industries have long operated under certain assumptions about what constitutes “professional” behavior and appearance. However, a new generation of workers is challenging these norms, asserting that their abilities matter more than adhering to traditional dress codes or communication styles.

Knowles reflects on her own experience with traditional gender roles in the workplace: “I get it…you wore high heels when you went to work. You have these professional clothes that were pressed all the time when you went to work. I get that.” 

But that is changing. This shift in perspective is particularly relevant when considering neurodiverse individuals who may have different sensory needs or communication styles that don’t align with traditional corporate expectations.

Understanding neurodivergent traits

Neurodivergent individuals may:

• Develop skills at a different pace or order than expected. Example: Excel in some areas while struggling in others.
• Communicate in unique ways. Example: Prefer direct communication or struggle with small talk.
• Find eye contact uncomfortable or unnecessary Example: Look away while listening to focus better on words.
• Have difficulty modulating voice or speech patterns. Example: Speak with consistent volume regardless of setting.
• Use less conventional body language or facial expressions. Example: Not smile when happy or use fewer gestures while speaking.
• Experience empathy differently. Example: Feel deeply for others but struggle to express it conventionally.
• Find it challenging to interpret others’ nonverbal cues. Example: Miss subtle hints or social cues in conversations.
• Interpret language literally. Example: Struggle with figures of speech or sarcasm.
• Prefer to focus deeply on one task at a time. Example: Find it difficult to switch between activities quickly.
• Work best independently or in specific collaborative settings. Example: Prefer structured interactions in group work.
• Experience sensory input intensely. Example: Feel overwhelmed by sounds, lights, or textures others might not notice.

Remember: These traits vary widely among neurodivergent individuals. Many people may experience some of these traits without being neurodivergent, and not all neurodivergent people will experience all of these traits. (Adapted from Verywellhealth.com.)

Moving beyond accommodation

The key to successfully integrating neurodiversity in engineering is to move beyond simple accommodation. Instead of asking, “How do we accommodate this different group of people?” the question becomes, “How can neuroinclusion help any group of diverse individuals relate to each other more effectively?”

This approach recognizes that diversity extends far beyond visible demographics or diagnostic labels. Even within seemingly homogenous groups, individuals bring varied thinking styles, communication preferences, and work approaches.

“We want to steer it towards using neurodiversity and neuroinclusion as the basis that we use to understand each other better — whether we are neurodivergent or not. And then, with that new information, let’s see how we can amplify the performance of our team,” Radziwill said.

Empowering teams through neuroinclusion

Radziwill advocates for giving work groups tools to create positive team dynamics themselves rather than imposing one-size-fits-all solutions from above. One such tool is Ultranaut’s “Biodex” — a guide employees create to explain their work preferences and interaction styles. By sharing these insights, team members can better collaborate and support each other’s success.

“The Biodex has been a game-changer for our teams,” said Radziwill. “It allows individuals to communicate their needs and preferences in a structured way, reducing misunderstandings and fostering a more inclusive environment.”

Business case for neurodiversity

Beyond the moral imperative for inclusion, there’s a strong business case for embracing neurodiversity in engineering. Neurodiverse individuals often possess unique skills and perspectives that can drive innovation and problem-solving. And in the talent-shortage field of STEM, employing neurodiverse technical staff can not only improve fill rates for hard-to-fill positions for companies but also offer a competitive advantage.

“You have that insider knowledge through experience of someone that is dyslexic, ADHD, bipolar, dyspraxia, whatever it is… And so now we can use that thinking and create products and offer services that target these people. They exist,” said Knowles.

She cited an example of a Google Pixel phone camera designed to capture a range of skin tones better, likely due to having a diverse team involved in product development. This kind of inclusive design serves a broader customer base and can lead to increased market share and customer loyalty.

“Neurodivergent individuals often excel in pattern recognition, attention to detail, and out-of-the-box thinking. These are precisely the skills needed to drive innovation in engineering and technology,” added Radziwill.

In the talent-shortage field of STEM, it doesn’t take a math genius to make the connection between the 15-20% of the world’s population who exhibit some form of neurodivergence — many of whom are underemployed or unemployed — and the potential.

Overcoming challenges

Once hired, integrating neurodiverse individuals into the workplace is not without challenges. Managers may need to adapt their communication styles and expectations. However, the benefits far outweigh the initial adjustments.

Knowles underscored the importance of empathetic leadership in this process. Managers who recognize and appreciate different ways of thinking are better equipped to harness the unique talents of their team members.

Radziwill emphasized that the goal isn’t eliminating all friction or creating perfectly harmonious teams. In fact, she argued that some creative tension is essential for innovation. 

“You don’t want teamwork to be effortless,” she said. “You want that creative tension. You want somebody to say, ‘Having a pizza with M&Ms and an entire rotisserie chicken on it is stupid, and here’s why no one will eat it.’ And then you want somebody else to say, ‘Let’s go do a survey and show them pictures of pizza and see who would eat it.’ And then you get data, and then you’re done. But you need that creative tension.”

The challenge is channeling that tension productively while avoiding toxic dynamics. This requires moving beyond simplistic notions of eliminating bias or achieving perfect inclusivity.

“We’re never going to be able to remove bias,” Radziwill said. “Everyone has biases because they’re based on your past experiences of the world.” Instead, she advocates for greater self-awareness and intentionality in navigating workplace relationships.

Supporting neurodiversity throughout the employee lifecycle

To truly embrace neurodiversity, organizations need to consider it at every stage of the employee lifecycle:

1. Attraction: Create inclusive job descriptions and highlight neurodiversity-friendly policies.
2. Selection: Adapt interview processes to accommodate different communication styles.
3. Initialization: Provide clear onboarding processes and consider mentorship programs.
4. Retention: Offer flexible work arrangements and create a supportive environment.
5. Promotion: Ensure fair evaluation processes that recognize diverse strengths.
6. Cessation: Provide support during transitions and maintain positive relationships.

Griffin writes, “In my experience, the selection and initialization phases are particularly crucial. Many neurodivergent individuals struggle with traditional interview formats, which often don’t accurately reflect their abilities. And starting a new job can be overwhelming due to sensory issues or difficulties with change. Companies that provide clear, structured onboarding processes and allow for gradual adjustment periods can make a world of difference.”

Role of disclosure and support

One of the ongoing challenges in creating a neurodiverse-friendly workplace is the issue of disclosure. Many individuals may hesitate to disclose their neurodiversity due to fear of stigma or discrimination. Knowles stresses the importance of creating a supportive environment where people feel safe to be their authentic selves.

She also highlights the role of Employee Resource Groups (ERGs) in providing support not just for neurodiverse individuals but also for their families and colleagues. These groups can serve as valuable resources for education, advocacy, and community-building within organizations.

Radziwill added, “Disclosure should always be a personal choice. What’s important is creating an environment where people feel they can disclose if they want to, without fear of negative consequences. It’s about fostering a culture of understanding and support.”

Looking to the future

As engineering evolves, embracing neurodiversity will likely become increasingly important for companies looking to innovate and stay competitive. Radziwill envisions a future where diverse minds collaborate to create products and services that cater to a wide range of human experiences and needs.

“If there’s going to be a sea change, it’s going to be manager by manager,” she says, emphasizing the importance of individual leaders in driving this transformation.

 “The future of engineering lies in our ability to harness the full spectrum of human cognition. By embracing neurodiversity, we’re not just creating more inclusive workplaces — we’re unlocking new realms of innovation and problem-solving,” added Knowles.

The journey towards the true inclusion of neurodiverse individuals in engineering is ongoing, but the potential benefits are clear. By fostering an environment that values different ways of thinking and working, companies can tap into a wealth of talent and creativity that has long been overlooked.

“The problems that we have to work through today in our jobs in society are so complex and moving so quickly that we can no longer assume that any one of us has the answer,” Radziwill said. “Literally, the answer is going to be in between the space of those of us who come to solve it.”

As we move forward, it’s clear that neurodiversity isn’t just about accommodation or compliance — it’s about recognizing and leveraging the unique strengths that come from diverse ways of thinking. In the world of engineering, where innovation is paramount, embracing neurodiversity may well be the key to unlocking the next generation of groundbreaking solutions.

References

TeamX, https://ultranauts.co/team-x/
Biodex, https://biodex.info/
Foothold, https://www.myfoothold.org/your-foothold-is-here/foothold-and-the-iet/
Neurodiversity @ Work Employer Roundtable, https://disabilityin.org/what-we-do/committees/neurodiversity-at-work-roundtable/
Neurodiversity Career Connector, https://ndcc.simplifyhire.com/
AutismCRC at INSAR 2024 podcast, https://www.youtube.com/watch?v=fOFnzka5-D4
Verywell Health, Verywellhealth.com

The post Neurodiversity in engineering: Unlocking innovation and performance appeared first on Engineering.com.

Kassie Fell
Regional Distribution Manager
Mitsubishi Electric Automation
Bachelor of Science – Electrical Engineering • University of Wisconsin — Milwaukee

What is your background?

Most of my career has been dedicated to technical sales, where I’ve specialized in navigating customer applications to deeply understand their challenges and goals. My focus has always been on providing tailored solutions that effectively address these challenges and help customers achieve their objectives. Additionally, I spent a period in product marketing, bringing my sales-driven perspective to the marketing team, which enriched my understanding of the product lifecycle and enhanced cross-functional collaboration.

Talk about the culture at your company.

One of the aspects I deeply value about our organization and leadership team is their unwavering commitment to diversity and inclusion, which they have made a top priority. Our CEO consistently emphasizes the importance of fostering a more inclusive environment and actively encourages each of us to contribute to this goal. We have a variety of internal initiatives dedicated to this cause, including efforts to increase the representation of women in our industry, create opportunities for individuals with disabilities, and engage meaningfully with our communities. This dedication not only strengthens our organization but also ensures that we are contributing positively to society.

Our recruiting team is exceptional in their commitment to broadening our talent pool by actively seeking out and engaging with underrepresented groups. They understand that a diverse workforce drives innovation and success, and they go above and beyond to ensure we have access to the most qualified and diverse candidates when filling open positions. Their proactive approach not only helps us meet our organizational goals but also reinforces our dedication to building a more inclusive and equitable workplace. By prioritizing diversity in our recruitment efforts, we can attract top talent from a wide range of backgrounds, ensuring that our team is as dynamic and innovative as the challenges we tackle.

Describe a recent company project that went particularly well.

This past year, I had the privilege of being part of an exciting annual project within our organization. We bring together individuals from various departments—marketing, sales, manufacturing, and more—and from different regions across North America to collaborate. As the saying goes, ‘two heads are better than one,’ and in this case, we combine diverse perspectives to generate innovative, out-of-the-box ideas aimed at making a real impact for our customers.

 We form teams to brainstorm, then go through a selection process to refine those ideas. At the end, each team presents their best idea, and a final vote determines which one will be pursued and brought to market. The key to our success is a shared commitment to making things better and easier for our customers. With that goal in mind, we can come up with truly unique solutions. By working together, we challenge each other’s ideas, identify potential pitfalls, weigh the pros and cons, and ultimately reach a consensus on what will best serve our customers.

What first drew you to engineering?

As an engineer, the most satisfying aspect of my work is the fulfillment of my innate curiosity. I find immense satisfaction in understanding and mastering the intricate processes behind everyday products. For example, there’s something profoundly rewarding about seeing a bottle of water on a store shelf and knowing the detailed journey it undertook—from raw material sourcing to production, packaging, and logistics. This comprehensive understanding of the process not only quenches my thirst for knowledge but also reinforces the impact of engineering on our daily lives. It’s the ability to unravel these complex systems and contribute to their optimization that fuels my passion for the field.

Describe your biggest career challenge.

While it may not have been my biggest challenge to date, this experience was pivotal in building the confidence that has since helped me tackle even greater obstacles. During my college engineering co-op at a local manufacturing facility, I found myself unexpectedly in charge when my manager went on vacation. That day, he received a call from a sister plant where the glue line was down, and he instructed me to go fix the problem. I was just a college student studying electrical engineering, with limited experience in programming and manufacturing lines. But when your boss gives you a task, you rise to the occasion.

Feeling overwhelmed, I arrived at the plant, where boxes were passing through the glue station without any glue being dispensed. I plugged in my laptop, took a deep breath, and began analyzing the code, grateful for the comments left by the programmer. As I reviewed the logic rung by rung, I found an issue— the rung that was supposed to activate the glue dispenser wouldn’t trigger due to a logical error. I fixed the code, redownloaded the program, and handed control back to the operator. In what felt like slow motion, I watched as the first box passed through the gluing station and emerged perfectly glued. I couldn’t believe it—I had just fixed my first manufacturing line.

Leaving the plant that day, I had a huge smile on my face and my head held high. That moment marked a turning point for me, as I realized that with determination and problem-solving skills, I could overcome any challenge thrown my way.

What career advice would you give to your younger self?

My father has always been my greatest inspiration. Despite facing significant challenges, including having to drop out of college to work full-time and support himself, he never gave up on his dreams. He began working at a young age, starting with a paper route, and as an adult, he found his job opportunities limited without a degree. Yet, when my siblings and I were young, he made the courageous decision to return to college while still working full-time. This determination and sacrifice left a lasting impact on me. From a young age, I remember him telling me to find something I love, so it would become more than just a job—it would be a fulfilling career. His relentless perseverance and the sacrifices he made for our family have shaped my values and drive. While I haven’t had the official title of mentor, I’ve been fortunate to assist high school students with their PLTW year-end projects and coach sports through our local park district. Through these experiences, I hope to inspire the next generation, just as my father inspired me.

What are other observations you have on engineering diversity?

Diverse teams bring a wealth of strengths to engineering and design projects, significantly elevating both the quality and innovation of the outcomes. By bringing together individuals from varied cultural, educational, and professional backgrounds, these teams benefit from a rich array of perspectives. This diversity of thought leads to a broader spectrum of ideas, approaches, and solutions, ultimately resulting in more innovative and effective designs. When tackling complex challenges, diverse teams are better equipped to approach problems from multiple angles, often identifying issues and opportunities that might be overlooked by more homogeneous groups. The fusion of different experiences and viewpoints naturally fosters creativity, encouraging experimentation with unconventional ideas and ‘outside-the-box’ thinking, which are crucial for driving innovation in engineering and design. Moreover, because these projects often aim to serve a wide range of users, a diverse team is more likely to understand and address the varied needs and preferences of a broad user base, leading to more inclusive and widely applicable products and solutions.

Diverse educational backgrounds can profoundly advance the field of engineering in numerous impactful ways. Engineers who bring knowledge and techniques from different fields foster cross-disciplinary innovation, leading to breakthroughs that might not emerge within a single discipline. For instance, merging insights from computer science, biology, and traditional engineering can drive groundbreaking advancements in areas like bioengineering, robotics, or artificial intelligence. Varied educational experiences also equip engineers with distinct problem-solving approaches. An engineer trained in physics may focus on fundamental principles, while someone with a business background might prioritize cost-efficiency and market impact. This diversity in problem-solving perspectives results in more robust and well-rounded solutions. Additionally, engineers with diverse educational backgrounds offer a broader perspective on the application of engineering solutions. For example, those with a background in environmental science might design products that are not only functional but also sustainable, taking long-term ecological impacts into account. Furthermore, educational diversity introduces varied thought processes and creative methodologies. An engineer with a background in the arts, for example, might emphasize aesthetics and user experience, leading to designs that are both highly functional and visually appealing, enhancing overall user satisfaction.

The post Diversity profile: Kassie Fell of Mitsubishi Electric Automation appeared first on Engineering.com.

NW MN Chapter of Women in Electronics
DigiKey

In 2018, DigiKey founded the NW MN chapter of Women in Electronics (WE), a community of women in the electronics industry committed to working collaboratively with their male counterparts to advance opportunities for women in electronics and related industries. Since then, membership and participation have continued to grow within DigiKey, bringing increased networking and learning opportunities.

Team members at DigiKey’s headquarters face the unique hurdle of being tucked away in the northwest corner of Minnesota. Being far removed from other tech hubs makes it harder for the team to attend industry networking events and speaker sessions and participate in cross-business mentorship programs, which is why the WE chapter has been such an important initiative.

The Thief River Falls chapter of WE is a dynamic group that supports its members in various ways. The chapter offers monthly training, which has helped many feel more confident in their communications and empowered to express their ideas.

The mentorship program has also been an invaluable resource for many. It connects women in different roles and stages in their careers and promotes collaboration, support, and career development opportunities. It’s become a place for many to feel safe and discuss challenges with someone with an outside perspective. Furthermore, it has opened doors previously unavailable to many. Some employees, once mentees, are now looking to become mentors and help encourage the next generation of women in tech.

Talk about the culture at your company. What makes it supportive of diversity?

The responsibility of being a major local employer is not lost on leadership, and this WE investment is an initiative paying dividends for the broader community. Women in Electronics provides access to learning and development resources that we can utilize on-site and share with anyone in our local community who desires access to experts, tools and support to empower and develop women leaders in the workplace.

The DigiKey culture wholeheartedly believes that diverse teams are critical to a business’s success because they broaden perspectives on any initiative or idea. There are many research-proven reasons why diverse teams lead to better business results.

Beyond stronger financial returns, diverse teams increase access to better talent, more effective problem-solving, superior innovation, stronger retention and more relevant solutions for end customers.

Our industry is very forward-looking and thinking, but it’s also a very mature industry, especially at the leadership level. In the next decade, there will be a high turnover rate in the industry due to aging leadership. We need to build that bench for the future of the industry so that we can continue to grow and transform. With the ongoing competition for talent, addressing this talent reservoir is critical for our ongoing sustainability. Our partnership with Women in Electronics provides a platform to talk about those challenges and promote the need for change within the industry.

The post Diversity profile: Women in Electronics of DigiKey appeared first on Engineering.com.

Dareen Awwad
Regional Support Engineer
Beckhoff Automation LLC

What drew you to engineering?

My journey in engineering began well before my formal education in Applied Physics and Mathematics. It was rooted in my childhood in Palestine, inspired by my father’s hands-on approach to problem-solving. He was not just a self-taught engineer but also a practical teacher. He often involved me in fixing household electronics and crafting battery-powered toy cars for our family races.

In school, when my peers had store-bought robotic cars, my family couldn’t afford one. Instead, my father crafted a wooden car body, equipped it with batteries, and we built our own remote-controlled car from scratch. This early experience ignited my passion for engineering. I continued to learn by watching my brothers repair laptops and old consoles, delving into home electronics with my father and exploring experimental physics through my dad’s library.

My fascination with mathematics was nurtured by my mother, a mathematics competition winner, who would create equations for me to solve – for fun! This early love for problem-solving and technology led me to become the president of my college’s physics club, where I taught 3D design and printing using AutoCAD and maintained 3D printers.

Professionally, I joined Beckhoff Automation, where I found a perfect blend of my interests and continued to expand my knowledge in automation. Working closely with customers to troubleshoot their applications, I discovered a deep satisfaction in solving complex problems. My career has been a fulfilling journey that merges early inspirations with professional growth in the engineering field.

What is the most satisfying aspect of being an engineer?

The most satisfying part of being an engineer is the endless learning and the thrill of solving real problems for customers. Engineering is always changing, which means there’s always something new to discover and master. But what really drives me is the chance to tackle challenges head-on and come up with solutions that make a difference in people’s lives. It’s incredibly rewarding to see the impact of your work and know you’ve made someone’s day a little easier.

Have you benefitted from mentoring or mentorship?

When I first started working with Beckhoff technologies, the entire support department acted as my mentor, and that experience was incredibly valuable. What I love about working at Beckhoff is the collaborative spirit; everyone is eager to help each other out. It’s a culture where mentorship and support are woven into the fabric of our daily work.

I’ve also had the pleasure of helping others and answering interns’ questions about career growth and my experiences at Beckhoff. It’s been equally rewarding to share my knowledge and support their development. Giving back and continuing the cycle of support and encouragement that I received early in my career is truly fulfilling.

How does the culture at your company make it inclusive or supportive of diversity?

At Beckhoff, we really focus on creating an inclusive and supportive environment for everyone. The company is committed to encouraging diversity, especially in engineering fields, through programs like the Talent Development Program, career fairs and internships. We’re always looking to bring in fresh perspectives and support individuals from all kinds of backgrounds, including women. It’s great to be part of a company that genuinely values diversity and works to make engineering and automation more accessible to everyone.

Describe your involvement in a project that went well.

One of the standout technologies I was involved in was the support of TwinCAT 3.1 Build 4026. As a core team member, I played a key role in helping both internal teams and customers with the transition to this new version. My work focused on troubleshooting and guiding the migration process, ensuring a smooth shift to TwinCAT 4026. It was incredibly rewarding to see the successful adoption of this technology, knowing that my contributions helped streamline the transition and improve overall user experience.

Any career or engineering challenges along the way?

My biggest career challenge so far has been navigating the vast array of products we work with at Beckhoff. With so many different technologies and solutions, it’s impossible to know everything. I learned early on that it’s crucial to recognize when you need help and to know who to turn to for guidance. By leveraging the expertise of my colleagues and building a strong network within the company, I was able to effectively overcome this challenge. The key lesson I’ve learned is that collaboration and knowing how to seek support are essential for tackling complex problems and achieving success in a dynamic field like engineering.

What strengths do you think diverse teams bring to engineering or design projects?

As a Middle Eastern woman in the engineering field, I’ve seen firsthand the strengths that diverse teams bring to the table. Our varied backgrounds and perspectives foster creativity and drive innovation in ways that homogeneous teams might not. When people from different experiences come together, we’re able to tackle problems from multiple angles and uncover solutions that might not be immediately obvious. This diversity also helps us better understand and meet the needs of a wider range of users. For me, being part of such a diverse team not only enriches the problem-solving process but also highlights the value of different viewpoints in creating more effective and inclusive solutions.

How do diverse educational backgrounds advance the field of engineering?

Diverse educational backgrounds significantly advance the field of engineering by bringing a range of perspectives and problem-solving approaches. For instance, someone with a background in arts and humanities might offer unique insights into user experience and design, while those from a more traditional engineering background provide technical expertise. This blend of skills and viewpoints can lead to innovative solutions and more holistic approaches to complex problems. By integrating diverse knowledge and methodologies, we can tackle engineering challenges in new and more effective ways.

I particularly admire robotics specialists. Their ability to integrate complex technologies and create cutting-edge solutions is truly inspiring. Their work pushes the boundaries of what’s possible and drives significant advancements in the field.

If you had unlimited time to apply your engineering background, what global challenges would you tackle?

Every day, I am profoundly inspired by the extraordinary resourcefulness of children living in conflict zones. Despite enduring the harsh realities of war, young innovators demonstrate a remarkable ability to turn basic materials into life-improving solutions. They ingeniously generate electricity, filter water, charge their phones, create cooking stoves and even build games from seemingly nothing. Their creativity and resilience reveal the transformative power of engineering, especially in the face of adversity. If I had unlimited time to dedicate to my engineering background, I would focus on tackling global challenges with a special emphasis on improving the lives of civilians, particularly children, affected by conflict. My vision would be to develop innovative and sustainable solutions that provide safe living conditions and essential support in these dire situations. I would also strive to create ingenious engineering solutions from limited resources to enhance the quality of life. The opportunity to make a profound impact through such meaningful work is incredibly motivating and drives my passion for engineering.

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