Sticking it out: how do we get more women to stay in engineering - IPWEA
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Sticking it out: how do we get more women to stay in engineering
Author: Nicky Smith, Delivery Excellence Lead, HEB Construction, Auckland
Abstract
Engineering continues to be a leaking pipe when it comes to the retention of women; with few women
entering the industry, and too many leaving.
This paper draws on the findings from interviews with 13 women currently working in the engineering
industry in New Zealand, along with published research on the factors that impact on the retention of women
in engineering. Inclusion is identified as a key factor in the retention of women in engineering, yet at best our
industry provides an environment where women are welcome as long as they conform to the male
dominated norms of our industry. This paper will explore the opportunities employers have to provide a
more inclusive environment that will ultimately lead to better retention of their female engineers.
Key words: Inclusion, retention, women in engineering, diversity
Introduction established the Engineering Education to
Engineering continues to be a male dominated Employment Programme (e2e); an initiative
profession in New Zealand. An industry where developed to increase the number of engineering
few women enter, and one where women leave graduates by 500 per annum.
at a higher rate than their male counterparts.
The shortage of engineers has also been reported
Women continue to be under-represented in the media, where Stuff believe “Engineer
among the number of students studying shortage could lead to construction crisis in NZ”
engineering in New Zealand. Only 22% of (Stuff, 2018).
students completing tertiary qualifications in
Benefits of diversity and inclusion
Engineering and Related Technologies in New
Zealand in 2018 were female (Education Counts, Diversity Works New Zealand, New Zealand’s
2019). national body for workplace diversity and
inclusion, cites many reasons why diversity and
Engineering New Zealand, the professional body inclusion are beneficial for businesses. These lie
for engineers in New Zealand, reports that 16.3% across three key areas:
of their members in 2017/18 were women
1. Social licence: You are doing the right thing.
(Engineering New Zealand, 2019). This is an
In the engineering industry, social connection
increase from 13.4% in 2013/14 (Engineering
New Zealand, 2015). This is despite the is extremely relevant. We are better able to
percentage of women at graduate level of engage with our diverse communities and
Engineering NZ being steady at between 18-20% stakeholders when our workforce represents
over the past decade (IPENZ, unpublished data, these communities. By bringing traditionally
2016). excluded groups to the decision making table,
and allowing them to have a voice, we can
Skill shortage
contribute to societal harmony.
There is currently a shortage of engineers in New
2. Productivity: Your diversity enhances your
Zealand. This increases the importance of
keeping women, and men, in the industry. performance. An inclusive culture can boost
morale and engagement, reducing turn-over,
Due to this shortage, engineering continues to be and increasing productivity. Moreover, a
on New Zealand Immigration’s skills shortage list team with diverse views is better able to
(New Zealand Immigration, 2019). In 2014, to problem solve and bring innovation to the
reduce the growing shortage, the Government
table.3. Prosperity: You use it as a tool to plan for dominated, and that aspiring to a 50:50
success. Through strategically developing an gender split is unachievable.
inclusive culture, your business will acquire - Women are minorities in many sectors, with
the tools to better plan for the future and be the percentage of women decreasing even
able to anticipate operational barriers and further at higher ranks within their
opportunities. organisations.
- There is an increase in women in some
To gain benefits from diversity, workplaces need sectors, such as road safety and
to foster an inclusive work environment for all environmental engineering. Sectors where
employees. (Diversity Works NZ, 2020) engineers have a social influence attract
more women, and sectors that have more
Background women, attract more women.
A study of 13 women currently working in - Both men and women in the industry believe
Engineering in New Zealand was undertaken in that women need to leave their feminine
2014. This study was based on interviews with traits at home to be successful, and that they
these women whereby they were asked to can’t balance work life with family life.
identify factors that influenced positive work - Women who are married and of child-bearing
experiences, as well as times they had felt like age are discriminated against at the hiring
leaving the profession. The results of this study process. The industry continues to
were published in a paper in Municipal Engineer discriminate based on the possibility that a
(Smith, et al., 2018). female employee may take time off to have
children.
Through this study of women in engineering in
New Zealand, a distinct and positive connection Inclusion
was made between job satisfaction and Historically, inclusion has been confused with
influence, and job satisfaction and social belonging. However, recent research has
connection. Furthermore, a connection was made described inclusion as satisfying the needs of
between intent to leave and lack of inclusion. both belongingness and uniqueness. This means
that for a woman to feel truly included, she needs
This reinforces previous research which found
to feel like she belongs to the team, and that her
that both influence and inclusion impact on
unique attributes are valued (Shore, et al., 2011).
women’s career advancement (Bilimoria, et al.,
Women in engineering often feel assimilated, at
2007).
best. That is, they are accepted into the team if
Francis (2013) conducted a study of women in they conform with the male dominated norms of
construction in Australia and found that, at best, the industry (Francis, 2013; Smith, et al., 2018).
women in construction are assimilated. That is,
Women who work in an environment where they
they are allowed into the team if they conform to
do not feel included have lowered self-esteem
the male dominated norms of the team. Smith et
and will look for ways to rectify the situation. This
al. (2018) found that women in engineering in
can be through efforts to assimilate (conform to
New Zealand were also, at best, assimilated.
the norms to be accepted) or by disengaging
A snapshot of the New Zealand Construction altogether. A result of disengaging can be that
Industry the individual gives up on the organisation, and
The following points are based on observations of their work becomes a 9-5 job; which eventually
the industry from a personal perspective, coupled leads to anger and burn-out (Mor Barak, 2000).
with responses from women in the study. Influence
- The industry uses very male dominated Influence is the second key factor to women’s
language – which serves to reinforce that career advancement, and is described as the
women are imposters to the industry. personal factors that contribute to a women’s
- Across the industry there is an underlying effectiveness and performance (Bilimoria, et al.,
belief that it will continue to be male 2007). One reason that women leave science andengineering is due to dissatisfaction over pay and • Subconscious bias training
promotions (Hunt, 2010). • A stocktake of where your business currently
is, and identifying areas to focus on to
Furthermore, the ability to access developmental
improve inclusion
job assignments is a facilitator to career success
• Developing a diversity and inclusion policy
for men and women. High profile and stretch jobs
and implementation plan
are often instrumental in growth, development
• Recruitment plans.
and influence in an organisation. However,
women are often excluded from these One key area where the industry reinforces the
opportunities due to stereotyped perceptions male dominated norms is with the language that
that they are either not interested or not is used. By identifying and removing male
suitable. (Lyness & Thompson, 2000; Van Velsor dominated language from the workplace, the
& Hughes, 1990; Ragins, 1998). industry can ensure women feel less like tokens
in the industry.
In their study of women in engineering in New
Zealand, Smith et al. (2018) found a strong To ensure women in the organisation have a
correlation between influence and job strong sense of influence, some key actions to
satisfaction; where women cited times of high take include:
influence as times when they had higher than
normal job satisfaction. This included times they • Measure pay parity across the organisation
felt effective and times they had challenging job and ensure women and men doing the same
assignments. roles are paid the same
• Interrogate how job assignments are
Social responsibility allocated and ensure women have the same
Among the women who were interviewed in the opportunities as men.
study, there was a common theme where women
identify with community and social connections. We also know that women get job satisfaction
Of the 13 women interviewed, five spoke about a from aspects of their job which contribute to
strong connection between their contribution to non-commercial outcomes. Therefore, it is
society and their community and their career important to recognise and reward employees for
satisfaction. contributing to wider social outcomes; and to
ensure women have a clear line of sight to the
The Athena Factor (Hewlett, et al., 2008) found social outcomes from their work.
that two thirds of women chose their field to
contribute to the wellbeing of society. This Conclusion
connection to society and community is also It is evident from research that women are
being recognised in industry, with areas such as under-represented in engineering; yet in New
Road Safety and Environmental Sciences Zealand we continue to have a skills shortage in
attracting more women. engineering, with no end in sight.
What’s in the toolkit One key aspect to increasing the number of
Understanding the factors that influence women women in engineering is to reduce the attrition
to leave engineering is an important first step to rate of women from engineering. Research has
developing ways to retain women. Specifically, shown that inclusion, influence and social
there is a connection between intent to leave and connection are key aspects of retention and
inclusion, influence and social responsibility for career progression for women in engineering.
women in engineering. A focus on women’s sense of influence in the
Diversity Works NZ is an established organisation organisation, as well as the connection they can
that can offer resources and support to any make between their job and wider social
organisation wanting to improve inclusion and contributions is therefore very important.
diversity in their business. Specific areas they can Changing the engineering environment to be
assist with are: more inclusive will increase career satisfaction for
women and will reduce attrition rates.Organisations should look at how they provide an Hunt, J., 2010. Why do women leave science and
inclusive environment for all employees; where engineering, Cambridge, MA 02138: National
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Author Bio
Nicky Smith is a Professional Engineer who has been working in the road construction and maintenance
sector in New Zealand for over 25 years. She currently works for HEB Construction and has forged a successful
and rewarding career in engineering. As she has moved up the corporate ladder, she often finds herself as
the only female at the table. She is passionate about getting more women into engineering and is studying
part-time for her PhD through the Engineering Department at the University of Auckland; her thesis is on The
Retention of Women in Engineering. Contact via nicky.smith@heb.co.nzYou can also read
