Susan Robson
CEO (interim), Women’s Engineering Society
Achieving true gender equity requires more than just words; it requires visible actions, accountability and a comprehensive strategy.
With women comprising only about 15% of the engineering workforce,1 there is a pressing need to grow and diversify this sector. Here’s how businesses can empower women, enabling industry to grow and innovate.
Develop a comprehensive strategy
Reflect your vision in your operating model to ensure everyone, including women, feels valued and able to excel in their roles. Invest in specific support for women, such as access to networks that can support their professional development needs. Collaborate externally to change flawed policies and legislation, supporting business success from both inside and outside the organisation. Underfunding these initiatives will impede talent development.
Accountability is key
Hold individuals visibly responsible for innovation, growth and skills performance. Start with leading measures like diversity of hires and retention, and track employee sentiment to ensure all groups can perform at their best. Hold everyone — from leadership to recruiters and suppliers — accountable for attracting a diverse mix of talent.
Encourage all men to call
out inappropriate behaviours
during key moments such as meetings.
Equip men to deliver on your values
Stop placing the onus on women to drive new workplace behaviours. Encourage (predominantly male) leadership to sponsor women based on potential, providing support for professional qualifications and access to new roles. Women are often excluded based on experience while men are included based on potential.
Encourage all men to call out inappropriate behaviours during key moments such as meetings. Use organisational governance to depersonalise feedback and focus on behaviours rather than individuals. Senior male leaders should set an example, bridging the gap between policy and execution.
Learn and evolve
Observe and learn from organisations that are successfully innovating and growing. Look across to those with external validation on inclusive talent development to ensure your approach reflects the current best practice landscape.
Empowering women in industry makes good business sense, as does creating an environment where everyone can thrive. Ultimately, the market will decide who is successful in securing the best talent for growth and skills. Those serious about having a sustainable future will act now.
[1] Engineering UK, 2024. Women in engineering and technology.
