How to Attract More Women into Engineering

Introduction

Engineering has long been a male-dominated field, with women making up only 21.8% of engineers in the UK. Despite ongoing efforts to bridge the gender gap, women continue to face barriers to entry, progression, and retention in engineering careers. Addressing these issues is crucial—not only for diversity and inclusivity but also for fostering innovation and solving the engineering and tech industry-wide skill shortages.

Attracting more women into engineering, and closing the gender gap, requires a multi-pronged approach that starts early in education and extends into workplace culture, mentorship, and career development opportunities. Below, we explore key strategies that can help increase female participation and empower women in engineering and tech to address the skills shortage.

1. Early Engagement and Education

Breaking Gender Stereotypes in STEM

One of the primary reasons women are underrepresented in engineering is gender stereotyping from a young age. Societal norms often paint STEM (Science, Technology, Engineering, and Mathematics) as male-centric fields, which discourages young girls from pursuing technical subjects. To counter this, schools and organisations must actively promote engineering as an inclusive and rewarding career path.

A study by Engineering UK found that girls often outperform boys in STEM subjects at school but are less likely to pursue careers in engineering. This disparity highlights the need to engage girls early and consistently.

Initiatives to Encourage Female Participation

• STEM Outreach Programs: Universities and engineering societies can collaborate with schools to introduce hands-on engineering projects and showcase female engineers as role models.
• Scholarships and Grants: Financial support targeted at women in engineering can remove barriers to entry.
• Engineering Camps for Girls: Programs like "Discover Engineering" have successfully recruited women into engineering studies by offering immersive experiences.

2. Visible Role Models and Mentorship

Importance of Female Representation

Representation matters. When young women see female engineers in leadership positions, they are more likely to believe they can achieve similar success. Role models challenge outdated perceptions and provide tangible examples of women thriving in the field.

Successful Initiatives

• University of Sheffield’s Women in Engineering Society: Engages students with industry mentors and real-world engineering challenges.
• Project 102 by Christina Roki: An annual automotive STEM camp for women that introduces hands-on learning and professional networking.
• Code First Girls Partnerships: Companies that sponsor women through coding boot camps and degrees help pave the way for female tech and engineering professionals.
• Share experiences: Women can be inspired by sharing their experiences, fears, and achievements. e.g. Rachael Peterson, Karen Adams, Aisha Mehmood.
• International Women in Engineering Day: An awareness campaign bringing attention of career opportunities for girls in the engineering and tech sector.
• Stemettes: An award-winning social enterprise to support young women in Science, Technology, Engineering and Maths (STEAM).

3. Creating Inclusive Work Environments

Addressing Workplace Culture

Even when women enter engineering roles, many face implicit biases, workplace exclusion, and lack of career growth opportunities. Establishing a culture that values diversity and inclusion is key to retaining female talent.

Steps to Foster Inclusivity

• Bias-Awareness Training: Regular workshops to educate employees on unconscious biases.
• Flexible Work Arrangements: Offering parental leave, remote work options, and part-time roles.
• Diversity and Inclusion Committees: Establishing employee resource groups that advocate for female engineers.
• Inclusive Recruitment Practices: Ensuring job descriptions use neutral language and focus on skills rather than gendered expectations.

4. Career Development and Advancement Opportunities

The Promotion Gap

Reports indicate that one-third of women over 35 in engineering remain in junior positions, with 60% believing men have an easier career progression. Addressing this requires proactive efforts to support women's career advancement.

Solutions for Career Growth

• Mentorship Programs: Pairing junior female engineers with senior mentors to help employees improve and grow.
• Leadership Training: Providing workshops and certifications that prepare women for management roles and engineering leadership.
• Transparent Promotion Pathways: Establishing clear criteria for career progression and ensuring equal opportunities.
• Sponsorship and Advocacy: Encouraging male and female leaders to advocate for female engineers within their organisations.
• Advocate Soft Skills: Foster inclusivity and the importance of soft skills. 

5. Bridging the Gender Pay Gap

Understanding Pay Disparity

Women in engineering often face a pay gap due to systemic issues in recruitment, promotions, and salary negotiations. Organisations must take a data-driven approach to ensure equitable pay structures.

Steps to Close the Pay Gap

• Salary Transparency: Companies should conduct annual pay audits to identify and correct disparities.
• Negotiation Training: Offering salary negotiation workshops for female engineers.
• Equal Pay Policies: Instituting clear guidelines to ensure equal compensation for equal work.

6. Promoting Work-Life Balance

Addressing Retention Challenges

Women leave the engineering field at a 45% higher rate than men, often due to inflexible work environments. Improving work-life balance is essential to retaining female talent.

Supportive Workplace Policies

• Flexible Scheduling: Allowing alternative work hours for parents and caregivers.
• Parental Leave Benefits: Providing equal parental leave for both men and women.
• Job-Share and Part-Time Opportunities: Offering flexible career paths without penalizing progression.

7. Leveraging Industry-Wide Collaboration

The Role of Companies and Institutions

Attracting women into engineering and tech is not solely the responsibility of educational institutions—it requires industry-wide collaboration. Companies, universities, and government bodies must work together to drive meaningful change.

Collaborative Efforts

• Women’s Engineering Society (WES): A UK-based network that provides mentorship and support for women in engineering.
• Corporate Partnerships: Companies can work with universities to offer internships and apprenticeships targeted at female students.
• Industry Pledges: Organisations can commit to increasing female representation in engineering leadership positions.

Conclusion

Increasing female representation in engineering jobs is not just about meeting diversity quotas—it’s about creating an inclusive, innovative, and sustainable industry. By addressing barriers at every stage—from education to workplace culture and career development—we can pave the way for a more balanced and diverse engineering workforce.

Redline Group changes lives every day, building world-class teams for electronics and technology companies. Our consultants have a deep understanding of their customers own area of expertise alongside an approachable and professional attitude. Our clients and candidates trust us to deliver the best recruitment services across the high-technology arena.

For businesses looking to expand their engineering and tech teams, adopting these strategies will not only enhance diversity but also strengthen innovation and problem-solving capabilities. If you’re seeking expert support in attracting and retaining female engineering and tech talent, get in touch with our team today now on 01582 450054 or email info@redlinegroup.com