Millie Platts
Millie Platts is our specialist recruitment consulant for engineering, and takes a particular interest in diversity within technical and STEM roles.
As more companies begin to address diversity within their organisations, facilities management companies, and particularly Hard FM and engineering teams are admitting that there is considerable work to be done around gender balance, and increasing the numbers of women in engineering.
Latest statistics show that there are currently more than 53,000 women in engineering professional roles – almost double the number 10 years ago (2010), and around 10% of the total engineering professionals workforce. This is the lowest percentage split in Europe.
So what can companies do to redress the balance?
1) Women in engineering leadership roles
Whether it’s through internal promotion, or bringing in a fresh perspective, if you’re looking to increase the number of women in your workforce, it’s important that they can see role models at the higher levels of the company. In many technical organisations it’s not necessary for leaders to have hands on technical experience, but good people and leadership skills. By ensuring there are female role models in leadership, more women will be encouraged to join the company.
2) Apprenticeship support
The numbers of women entering engineering apprenticeships are low, and they make up only 7.4% of the total. Companies that want to increase the numbers of women in their engineering teams could make a huge impact by offering supported apprenticeship schemes aimed specifically at female school leavers. Partnering with secondary schools to help improve the perception of STEM amongst girls could also make an impact to the numbers of young women choosing engineering as a career.
3) clear and transparent progression
One of the ways of increasing the gender diversity within your workforce at every level is to make personal development and career progression clear and transparent. Ensure that everyone knows what the targets are to be eligible for promotion, and publish pay bands for roles to prevent a gender pay gap.
Put policies in place to make sure women aren’t unfairly disadvantaged by taking maternity leave, and build in flexibility for parents with childcare responsibilities.
Companies with an equal gender balance at the top levels are more profitable, have lower staff turnover, and staff report feeling more supported, so there are clear benefits to making these changes.