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Over the years, there has been a gradual increase of women employed in Science, Technology, Engineering, and Mathemetics (STEM) fields throughout the US. However, in STEM’s race for gender parity, engineering is in last place with only 16.7% of women working in engineering as of 2023, up less than 8% from 1990.
June 23rd is International Women in Engineering Day, so to celebrate, we’re examining our progress and providing tips on how companies can close the gap and create a safe, encouraging space for women engineers to thrive.
Every year, the US requires 400,000 new engineers, but filling those roles is not so simple. The challenge to find engineers with certain skill sets persists—one study predicts that nearly one in three engineering roles will go unfilled every year from now through at least 2030.
Michael Page’s 2024 Talent Trends report highlights this hurdle, as 35% of employers in engineering and manufacturing said they found hiring difficult in the last twelve months with 35% citing a lack of applicants as the primary reason. As a result of the labor shortage, candidate attraction is now at the top of many companies’ priority lists.
As mentioned above, the number of women in engineering has only gradually increased in the last thirty years. This combined with a high turnover rate of female engineers indicates a much-needed change.
A diverse workforce also benefits organizations. The influence of more perspectives, backgrounds, and experiences can lead to higher productivity and performance. So, it would be worthwhile for employers to incorporate more DE&I initiatives into their hiring and retention strategies.
Making engineering more welcoming to women starts at the beginning—with their education. To increase engagement, companies can partner with schools and universities and offer internships, scholarships, and work opportunities to women studying engineering.
Additionally, highlighting your organization’s current female engineers and sharing their career path can shift young women’s perception of the field, helping them view engineering as a viable career choice.
Increasing the number of women in engineering doesn’t stop at acquisition. The second challenge is retaining them, making it critical to maintain an environment that includes and supports women.
40% of women who graduate with engineering degrees either quit or never enter the profession despite performing as well or better than their male counterparts, citing the hegemonic masculine work culture as a primary reason.
Fortunately, there are steps companies can take to make female engineers feel more welcome at work. For example, our recent study revealed that 25% of engineering and manufacturing professionals said seeing more women in leadership positions is a DE&I initiative they want to see.
Other factors to consider when building a female-friendly space include:
Another excellent way to retain female engineers is to provide more equal opportunities for development and advancement. One study reinforces this, revealing that 60% of female engineers believe their male counterparts have easier career advancement.
When workers have a clear career path and achievable goals, they are more likely to remain loyal to your organization—the same is true for female employees, resulting in a stronger commitment and a more diverse, engaged workforce.
Related: Learn more about diversity, equity, and inclusion in the workplace
One of the more attractive qualities of the engineering field is the promise of a competitive salary. However, across all engineering occupations, women on average earn less than men, the size of the pay gap varying by discipline.
Addressing and resolving the gender pay gap in engineering won’t happen overnight; however, taking concrete steps, including pay transparency and promoting women to senior positions, can help resolve it much sooner, boosting retention among women engineers.
Related: Learn more about bridging the gender pay gap
Engineering is a diverse field with a wide range of opportunities and experiences—its workforce should reflect that.
If you want to improve and optimize your diversity, equity, and inclusion efforts, partnering with a DE&I consultancy like Michael Page can help. Request a call back to get in touch with our diversity consultants and start a conversation about your needs.
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