Closing industry’s gender gap is a priority for some of the UK’s biggest employers of engineers
Head of resourcing,
Women who study for engineering degrees overall get better results than their male counterparts. To make sure British companies don’t miss out on this talent pool, we need to dispel sexist and outdated public perceptions about job opportunities for women in engineering, and specifically in the rail industry.
We’re getting better at recruiting female engineers but we need more exceptional women to join us. I’m sure that some are put off by an outdated image of what we do and what we need. This is a real waste. We must work even harder to change perceptions and attract
the very best.
Increasing gender diversity is a challenge across the rail and engineering sectors. Since 2008 we have been carrying out internal research to help us better understand why more women do not apply for certain jobs, such as signalling.
General advertising and branding will continue to reflect and re-enforce the challenging, highly skilled and inclusive nature of Network Rail. This includes further case studies and publicity for successful senior female employees. We also run targeted campaigns for high-profile new-entrant programmes such as our apprentice and graduate programmes.
All of us, industry, educators and government, must work harder to promote the fantastic career opportunities open to both men and women in the rail industry, and engineering as a whole. We need to inspire young women and men and show them how engineering impacts on everyone’s lives, and what a difference they can make. If we can do this at an early age, I’m confident, in time, we’ll see a positive change in the numbers of women entering this field and Britain will be better for it.
Human resources director,
Jaguar Land Rover
Jaguar Land Rover products appeal to a broad range of global consumers, both male and female, and it’s important that this diversity is reflected in our employee base.
Jaguar Land Rover’s approach to attracting and developing high-calibre female employees ranges from highlighting the company’s apprentice and graduate recruitment schemes to female candidates, to developing a special leadership development programme for women that helps them maximise their potential.
A series of work/life policies have helped to create an inclusive culture for women, such as flexible working options, a competitive maternity leave package, childcare voucher schemes and workplace nurseries.
Graduate recruitment fairs and university visits feature a good representation of women employees, such as those involved in the Women’s Leadership Programme.
The content and design of Jaguar Land Rover’s recruitment website have been updated in line with feedback received from a focus group with external female engineers to make sure it appeals to both male and female users.
Details about engineering apprenticeship programmes should be targeted at local schools and colleges attended by girls to increase the awareness among a female audience to challenge stereotypes about engineering at an early age.
Engineering project manager – sharklet programme, Airbus
Until we can find a way to encourage more females into an engineering career, we are missing out on a huge talent pool. In my view, women are put off engineering at a very early age, with unconscious stereotyping and peer pressure, which means that fewer girls choose physics and maths even though they are just as capable of doing so.
“Until we encourage more females into an engineering career we are missing out on a huge talent pool”
SUE PARTRIDGE, AIRBUS
There is also a huge general misconception of what an engineer actually is while even those who do have a better understanding of what it means may be put off by the fact that it is a very male-dominated industry.
The female engineer headcount is three per cent among an overall eight per cent of women in Airbus’ UK workforce. However, the rate
of women recruited in the UK in 2010 was 18 per cent. Airbus aims to increase the percentage of women in its workforce, especially
at management and expertise levels.
We run numerous activities to encourage an interest in the STEM subjects among pupils and hold specific Girls into Engineering days at our sites in Filton and Broughton, which involve female Airbus employees, including apprentices, graduates and experienced professionals.
We are also holding a careers information day this year to give local careers advisors a better idea of the opportunities available for girls at Airbus.
Another key aim is to develop a mentoring programme using our female engineers, from apprentice level to experienced professional level, as role models in local mixed and girls’ schools.
We believe that making the most of our current female talent is essential to show the type of career open to women and girls, in an industry that is technically highly innovative and forward thinking.
Power system engineer,
Women make great engineers and we simply don’t have enough of them in the workplace. Engineering is an exciting, fulfilling and challenging industry to work in, why wouldn’t women want to pursue a career in such a diverse and varied sector? The answer is probably that women don’t realise how many opportunities there are out there for an amazing career.
Many women are put off pursuing a career in engineering because it has a stereotypical reputation for being a ’man’s world’.
- However, when you actually start working in the engineering industry you soon learn that gender becomes completely irrelevant. Women, like men, can excel in their chosen career paths, thriving on daily challenges of being a great engineer; leading on projects, being an expert in a technical field and contributing to a team task.
In my experience of working as an engineer, people have treated me with total respect; the fact that I am female has never been a consideration for me, never mind a concern.
Providing women and girls with role models of people who have succeeded in the engineering workplace is important in inspiring others to join the industry. Sharing insights and experiences of female engineers helps others to understand exactly what the role of an engineer actually is and the sorts of daily tasks and challenges that you might be involved with. I also think that seeing other women excel in an industry will give others the confidence to follow in their footsteps.
We’re involved in activities at school and college level to educate people before they make decisions about what disciplines to study and about the varied and rewarding careers that are available in engineering. We promote an inclusive working environment through our core company values and flexible working arrangements to ensure that all employees are valued.
Recruitment marketing manager, GCHQ
The UK’s economic well being will only benefit from a more diverse workforce. Sector perception and stereotyping don’t help.
Also, more role models and better information for education providers is required.
Personally I think there are a number of issues:
- Sector perception – traditionally seen as male dominated and hard work/manually intensive.
- Stereotyping – done from an early age, even formative years at home. It needs dispelling and this approach is reinforced when individuals enter education so they feel opportunities are open regardless of gender.
- Teachers, lecturers, careers advisors – better awareness of opportunities required.
- Lack of visible role models – females do not have anyone to easily identify with.
Like all organisations, we find the ratio of applicants is male biased. However, female engineers that do apply and are successful are generally strong performers. Internally, we have a ’gender difference network’ that supports women in achieving their potential. We participate in STEMNet activities, encouraging our female engineers to visit local schools and inspire the next generation; likewise they
support careers fairs so potential applicants can talk face to face with successful women.
Traditionally, the sector is male orientated; this undoubtedly provides a range of different views and opinions but it can only be strengthened by a more diverse blend.
Engineering manager, Arla Foods
We think that there is a real shortage of women taking up engineering positions. Quality engineers are in short supply and the perception is that it is a male’s role, which is surely a missed opportunity for employers and employee alike.
The misconception for females may be that engineering is just manual heavy labour. We need to focus our efforts on getting the reality out to the majority.
Engineering is more than working on breakdowns or getting covered in grease. Work is more about continuous improvements – root cause analysis and designing out issues. Multi-skilling has made for a more varied workload and gives people the opportunity to apply their learning across a broad scope of equipment. Specifying equipment and understanding reliability, efficiency, energy consumption and the environment are all things that the modern-day engineer has to include in the process of daily decisions.
Arla works closely with other industry leaders to make sure that we can provide high-quality training and qualifications to ensure that our manufacturing skills are world class. This includes a project called Eden Engineering, which is aimed at developing new engineers in the dairy industry. We want to recruit a diverse group of students and are strongly encouraging women to join. Personally, I would like to see at least 50 per cent of these apprenticeships go to females. We also intend to work with local schools and the National Skills Academy for Food and Drink to highlight the excellent opportunities that are available.
We aim to continually train our engineers, providing them with opportunities to develop while also equipping them with the skills that they need to progress their careers.