In today’s rapidly evolving world, the need for diversity in engineering is more critical than ever. Yet, despite efforts to promote inclusivity, women remain underrepresented in engineering roles. The percentage of female engineers in the workforce remains disproportionately low compared to their male counterparts. In the UK, for example, only 16% of engineers are women, according to a 2023 report by the Women’s Engineering Society (WES). This gap not only limits the potential of engineering firms but also hinders innovation and diversity of thought.

As companies strive to meet growing talent demands, attracting and retaining female engineering talent has become a strategic priority. A gender-diverse workforce is proven to enhance creativity, improve problem-solving, and increase overall productivity. Here, we explore key strategies engineering companies can use to attract and retain female talent, drawing from insights found in research and industry best practices.

1. Create a Women-Friendly Work Environment

The foundation of attracting and retaining female engineering talent starts with cultivating a work environment that is welcoming and inclusive. Many women face unique challenges in male-dominated fields, from subtle biases to lack of mentorship opportunities. Engineering companies can address these challenges by fostering a culture that values diversity and inclusion.

Flexible Work Options: Flexibility in work schedules or the option to work remotely is crucial for women balancing professional and personal commitments. Research from McKinsey & Company indicates that women are more likely than men to face challenges with work-life balance, particularly when juggling family responsibilities. Engineering firms that offer flexible work arrangements and supportive parental leave policies make themselves more attractive to female candidates.

Zero Tolerance for Bias: Addressing unconscious bias in hiring and promotions is another vital step in creating an inclusive environment. Companies should provide unconscious bias training for all employees involved in recruitment and decision-making. This helps ensure that hiring processes are fair and that female candidates are given equal opportunities for advancement.

2. Provide Mentorship and Career Development Opportunities

One of the primary reasons why women leave engineering fields is the lack of career progression and mentorship opportunities. According to a study by the National Girls Collaborative Project, 40% of women in STEM report not having access to a mentor, compared to 30% of men. To retain female engineers, companies must invest in robust mentorship programs and career development initiatives.

Formal Mentorship Programs: Establishing structured mentorship programs that pair female engineers with senior leaders can provide the guidance and support needed to navigate the challenges of the industry. These programs help women build confidence, expand their professional networks, and gain valuable advice from those who have faced similar challenges. Here are some valuable mentoring programs to explore:

Society of Women Engineers - https://swe.org/membership/mentoring/

Women’s Engineering Society - https://www.wes.org.uk/mentorset/

The Institution of Engineering & Technology - https://www.theiet.org/career/professional-development/mentoring

Royal Academy of Engineering - https://raeng.org.uk/access-mentoring

Leadership Development: Providing leadership development programs for female engineers can also increase retention. These programs can equip women with the skills needed for higher-level positions, ensuring they have a clear path to advancement within the organisation.

3. Highlight Successful Female Role Models

Visibility of successful female engineers within an organisation is key to inspiring the next generation of talent. Companies should actively highlight the achievements of female engineers, both within the company and across the broader engineering community.

Showcase Success Stories: Sharing success stories through internal newsletters, social media, and at company events can serve as a powerful tool for motivating women in the workplace. When female engineers see others in leadership positions, they are more likely to believe that they, too, can succeed.

Encourage Employees to Apply for Engineering Awards: Companies should actively support and encourage women within their organisation to apply for prestigious award ceremonies, showcasing their achievements. This not only benefits the individuals but also enhances the company's employer brand, attracting more female engineers by highlighting a commitment to an inclusive and supportive work environment.

Support Women in Leadership: Companies should ensure that women are represented in leadership roles and on boards. According to a study by the Peterson Institute for International Economics, companies with more women in leadership positions tend to have better financial performance. This not only benefits the company’s bottom line but also sends a message to female engineers that their potential for leadership is recognised and valued.

4. Foster a Culture of Inclusivity

It’s essential to create an organisational culture that promotes respect, collaboration, and inclusivity for all employees, regardless of gender. An inclusive culture helps ensure that female engineers feel valued and supported in their work environment.

Promote Collaboration Over Competition: Companies can combat the “boys’ club” mentality by encouraging a collaborative approach to problem-solving, where all voices are heard and respected. A more inclusive work culture enables women to contribute freely without fear of being overshadowed by their male colleagues.

Support Networks and Employee Resource Groups (ERGs): Establishing ERGs for women in engineering can provide a safe space for employees to share experiences, offer advice, and support one another. These groups can also act as an advisory body for leadership, helping the company identify and address potential gender-related challenges in the workplace.

5. Address Gender Pay Gap and Equal Opportunities

Equal pay for equal work remains a crucial issue for women in many fields, including engineering. According to the WES, women in engineering earn, on average, 10% less than their male counterparts. Addressing this pay gap is essential for attracting and retaining female talent.

Conduct Regular Pay Audits: Engineering companies should regularly conduct pay audits to ensure that there is no pay disparity between male and female engineers performing the same roles. Transparent salary structures can also help attract more female talent, as candidates are more likely to trust organisations that are committed to fair compensation.

Equal Opportunities for Advancement: To retain women in engineering, companies must ensure that all employees, regardless of gender, have equal opportunities for promotion and advancement. This includes providing fair and unbiased performance reviews and ensuring that women have access to high-impact projects that can accelerate their career growth.

6. Partner with Educational Institutions

A long-term strategy to encourage more women to pursue engineering is to engage with educational institutions, especially during the early stages of their careers. While some larger engineering companies and organisations, such as EngineeringUK, IET, and EqualEngineers, are already involved in these efforts, there is certainly room for more companies to take part.

Support STEM Education for Girls: Companies can collaborate with schools and universities to encourage young girls to pursue STEM (Science, Technology, Engineering, and Math) subjects. Programs such as internships, scholarships, and outreach initiatives can help create a pipeline of future female engineers.

Internship and Apprenticeship Opportunities: Offering internships and apprenticeships specifically for women can provide them with hands-on experience in the field and encourage them to pursue a full-time career in engineering.

Conclusion

Attracting and retaining female engineering talent requires a holistic approach that involves creating an inclusive work culture, providing mentorship, offering equal opportunities for career advancement, and addressing systemic barriers such as the gender pay gap. By investing in these strategies, engineering companies not only contribute to a more equitable industry but also unlock the full potential of their workforce, driving innovation and success in the process.

Incorporating these best practices into your company’s culture could be the key to not only attracting more female engineers but also ensuring that they thrive and remain committed to their careers long-term.

Looking to Attract and Retain Top Female Engineering Talent?

At Alexander Associates, we are dedicated to helping companies attract and retain top female engineering talent. Through our #SheIsAnEngineer campaign, we actively promote and support women in engineering roles, fostering a more inclusive industry.

As proud sponsors of the SheCanEngineer initiative, we are committed to empowering women in engineering and helping companies build diverse, high-performing teams.

Reach out to us today to see how we can assist in meeting your recruitment needs and creating a more diverse workforce.

Contact us: Recruit@alexander-assoc.co.uk / 01959 562 572

Sources:

• Women’s Engineering Society (WES), 2023
• McKinsey & Company, “Women in the Workplace 2022”
• National Girls Collaborative Project
• Peterson Institute for International Economics