I've uploaded Part 1 of a video playlist for absolute beginners with Creo Parametric. Please share it with any new users you know or people who have never been through formal training. Hope you enjoy!

If you are a proponent for diversity in the workplace, in terms of inherent or acquired diversity, in the areas of race, gender, sexuality, gender identity, age, ability, military service, nationality, parental status, or any other areas, eventually you will hear someone ask for you to provide the business case for diversity. In other words, why will diversity help me make more money? I started compiling links for these - because there is tons of evidence supporting diversity

You may be aware that I write a blog for PTC on Mathcad, their engineering calculation software (and I used to teach Mathcad). One area I've found that sometimes confuses students is the different equals signs and their uses. This document shows the different signs, their keyboard shortcut, and how they are used. PTC Mathcad Express can be downloaded for free, so I highly recommend you start using it today!

A new document on Managing Visibility has been added to the Downloads page. It covers: Saved Views Simplified Reps Explode States Cross Sections Appearance States Style States This is a companion document to our YouTube playlist on Managing Visibility:

In the YouTube video on creating connectors for cabling, I made a connector with entry ports, routing axes, and a component interface. I installed Pro/ENGINEER Wildfire 5.0 on my computer and recreated the connector so that people on older versions of Creo Parametric would be able to use it without any issues. That model is in the Dropbox folder "Connectors" under the name 8P8C, for 8 Position 8 Connector. By the way, in the video I mention that I'm going to explain why techn

I've added a Dropbox page for access to Creo Parametric files I use and discuss here on the website and in the videos. So far I have files pertaining to the following videos, but I'll be adding more all the time.

Having no or little diversity on your website or social media. These days, people - especially younger candidates - examine a company’s online presence before even deciding to apply. There are a lot of great companies out there that devote multiple pages and posts to inherent and acquired diversity. If your company doesn’t, candidates will self-select out of applying. All white male interview panels. This is bad for a number of reasons. (a) It sends the wrong message to femal