How can we combat gender inequality in engineering?

Lee Biggins discusses the current gender divide across the sector and reveals the ways in which engineering professionals believe businesses can help to combat this inequality

With International Women in Engineering Day fast approaching, it’s important to reflect on the opportunities available for women in the industry and the struggles they may be facing.

In fact, recent research from CV-Library found that many women in engineering are still at a disadvantage, with 77.1% of engineers believing that gender inequality still exists in their workplace.

The inequality crisis

Last April, a new law was put into place, where companies that employ over 250 members of staff have to publish their gender pay gap for the public to see.

This was established in an attempt to encourage employers to offer fair pay packets.

But has this legislation actually helped to improve pay inequality?

According to CV-Library’s research, less than one in 10 (9.7%) engineering professionals think that the new law has made a difference.

This is extremely concerning. As a result, it’s clear that new measures need to be put in place, if we hope to close the gender pay gap once and for all.

Tackling inequality

It’s apparent that professionals can see the current problems within the industry, with the majority (75%) of engineers agreeing that there’s more to be done.

Now, the onus is with businesses to step up and think of new ways to help combat pay inequality. After all, they’re the ones with the power to initiate these changes.

Nonetheless, the question arises of what can be done to promote equality in engineering.

To find out, CV-Library asked workers in the sector to reveal how they believed this inequality could be tackled. Below we expand on their thoughts.

Set salaries for each role

Almost two thirds of engineering professionals (60%) said the best way to tackle the problem was to have set salaries for each industry or role, regardless of gender.

This could be a practical solution to ensure that all employees on the same level, doing the same tasks, would receive identical pay.

What’s more, if women feel confident that they are receiving fair pay in the industry, it may encourage them to pursue engineering as a career path.

Therefore, this could be a good solution to addressing the inequality in engineering and encouraging more women into STEM.

More support for working parents

Furthermore, one in five (20%) engineers said that more support for working parents could help to bridge the gender pay gap. This could involve allowing parents to work more flexibly, enabling them to balance work around childcare needs.

After all, establishing a strong work-life balance can be difficult for working parents, alongside the expensive costs of childcare. Nicole Gichevediscusses how women often turn to part-time work to look after their children, while men remain full-time.

So, providing parents with more support could result in both parties being able to return to work and fit their career around their family.

End the maternity leave stigma

Almost one in 10 (8.9%) engineers believe that the stigma around maternity leave needs addressing.

A way to achieve this could be by creating awareness around the subject, or training and educating managers to become more responsive to prevent discrimination.

Employers also need to create a company culture where maternity leave is not stigmatised and the women involved are not made to feel guilty or worried about taking time away from work.

In addition to this, those who have received unfair treatment because of their maternity leave should also be encouraged to speak up.

Women shouldn’t have to feel concerned that taking maternity leave is putting them at a disadvantage, or preventing them from progressing in their engineering career.

In summary

It’s clear that engineering professionals feel that there continues to be a great amount of gender inequality within the industry and this needs to be tackled.

Unfortunately, many engineers also show doubts about whether the current legislation is doing enough to change the issues faced by many women.

Further action must be taken to increase the opportunities for females in this sector and encourage them to pursue a career in engineering.

Overall, professionals seem to be positive that there are ways to combat the inequality, so it’s time employers get involved and ensure this happens.

Lee Biggins is founder and managing director of CV-Library.