“Women are the largest untapped reservoir of talent in the world.”
We live in a time where digitalization has impacted every industry and fundamentally changed the way we work for the better. Tech advancements and investments into artificial intelligence have stimulated job creation. According to the Bureau of Labor Statistics , engineers are expected to be in demand—creating more than 140,000 jobs between now and 2026. An even bigger trend to watch is the nearly 3.
Although there has been great strides toward progress in these predominantly male-dominated industries, the ultimate end goal still remains a bit out of reach. One of the top 10 engineering degrees for women is industrial and manufacturing systems engineering, according to the American Society for Engineering Education , yet women’s talents continue to be underutilized once they hit the workforce.
How many women have leadership positions in your organization? Have your existing female employees even had a chance to break the glass ceiling, let alone crack it? Is it something that your organization has made a top priority? If you answered in the negative, you’re at risk of losing the already limited number of talented women in your organization to a more inclusive competitor, or worse, pushing them away from the field altogether.
By identifying and developing female leaders, this shows existing women in your workforce that you’re giving them the credit they deserve and that you respect them just as much as their male counterparts. Implement coed leadership-development programs with a focus on the unique experiences of each gender in the workplace.
3. Benefits and pay aren’t exactly female-friendly. This is a frequently-discussed women’s issue, and after all these years, it’s still prevalent. Women do not earn the same amount as their male counterparts. Actually, female engineers earn 10% less than their male colleagues overall. Help bridge this gap by committing to equal pay practices in your workplace.
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