Diversifying the Talent Pipeline: Women in Engineering

This report looks at reasons why women are under represented in engineering and ways to attract more women in to the profession.

More than half of respondents to The Women in Engineering report survey said they've seen an increase in the number of female engineers working in their organisations. 

But not enough is being done to attract women into engineering. Only 25% of female A-Level students become engineers and there is only 13% representation of women in jobs related to science, technology, engineering and mathematics (STEM).

Talented young women need to be targeted early in schools in order to educate them about the rewarding engineering careers if they pursue STEM subjects. The report - published in partnership with global recruitment company Hays - finds the most popular response to the question ‘what do you think can be done to encourage more female engineers?’ is raising awareness of engineering careers at school age (82%). 

Respondents also said greater public awareness and understanding of engineering (75%) and encouraging a greater take up of STEM subjects at GCSE, A-level and degree level (64%) would also boost numbers.

The report also aims to understand the reasons for the lack of women in the profession by asking ‘What do you feel are the reasons for the low number of female engineers?’ The most popular response was that engineering is ‘seen as a ‘boys’ job’ (74%), followed by a lack of encouragement as a career option in schools (63%), a lack of encouragement by family (60%) and lack of female role models in the profession (46%).

Women in Engineering is based on a survey of more than 2,800 engineers worldwide.

Key recommendations 

1. Refresh the image – a high percentage of survey respondents don’t believe that the extent of engineering careers is being adequately portrayed to young women. Rebranding the subject could engage women and young people. 

2. Change the culture – companies with a high percentage of male engineers could consider whether their corporate culture is attractive to women recruits. Introducing more flexible working patterns and apprenticeships may attract female talent. 

3. Educate young people – organisations should offer training opportunities and working schemes so that newly qualified engineers can develop skills and engineering employers should partner with schools to educating 14–17 year olds.