There’s a myth still lingering that engineering is gender neutral simply because “we hire the best person for the job.” However, the imbalance is hard to ignore, with women making up just 16.9 per cent of today’s engineering workforce. It’s not just about inequality but rather what we lose in shaping the future of manufacturing when we only have one type of voice.
Celebrated on June 23, International Women in Engineering Day (INWED) isn’t a token gesture, it’s a reminder of what’s still missing in the engineering sector and why diversity is so important.
Structural changes: Breaking down barriers
As the industry is reminded to encourage and support the women already a part of the workforce, we mustn’t forget to also look to the next generation and remedy the obstacles that stand in the way of young women looking to break into the world of engineering.
Bringing more women into engineering isn’t only about internships or inspiring schoolgirls with STEM, it’s about encouraging a structural change. Claire Hu Weber, VP of International Markets at Fluke Corporation, underlines the difference: “If we want more women to thrive in engineering, we have to be intentional. That means creating sponsorship, not just mentorship, and making flexibility and growth pathways a norm, not an exception.”
Encouraging women to break into engineering involves intentionally creating pathways that help women launch their careers. Having support systems in place to guide women on how to navigate the male-dominated industry also goes a long way in showing them that women have a place too.
Jennifer Rojas, Director of Operations at Leaseweb Canada, echoed the importance of mentoring and highlighted the crucial role of belief: “I think about the mentors who nudged me forward when I didn’t know what the next step even looked like,” she says, “It changed everything. It helped me take chances I probably wouldn’t have taken otherwise, follow what I was curious about, and start imagining a future that felt bigger… and actually doable.”
The gender pay gap
For many women, a role in engineering doesn’t just mean breaking ground, it means breaking patterns that have existed for decades. The gender disparity remains, and Elena Arabgadi, Software Engineer at Aqilla, is clear-eyed about issues still at play: “The situation with the gender gap, unfortunately, remains the same. It’s very sad that women are underpaid. Not only in IT, of course. Organisations should close the gap by offering the same conditions for males and females. If one day the gender gap is closed, it may invert the demography problem as well.”
In an industry facing an acute shortage of skilled talent, the idea of undervaluing half the potential workforce is not just outdated, it's counterproductive. “Tech, as other industries, only wins from women's presence. Only the combination of female and male approaches can bring excellent results,” Arabgadi continued.
Closing the gender gap isn’t just a moral imperative, it’s one of the smartest economic moves the sector can make.
Culture change makes excellent business sense
Increasing the diversity within a company's culture isn’t just a tick box activity, it adds real value to businesses. Chrissay Brinkmann, Solutions Engineer at Leaseweb USA, commented: “When people with different perspectives come together, the ideas get richer… the questions get sharper… and the solutions get better. It’s just that simple.
“I was lucky to grow up with people who never questioned my place in STEM. They cheered me on, challenged me in the best ways, and helped me see that my voice and ideas belonged in this space. That kind of support changes everything.”
Now she is paying it forward: “At Leaseweb, diversity is part of the way we show up for each other. It’s the way we solve problems together. And ultimately, how we win as a team.”
Championing a range of voices is a key driver of collaboration and innovation playing a crucial role to the shared success of engineering teams. Engineering is defined by the people behind it, while diversity within engineering makes excellent business sense, bettering teams, which helps improve outcomes.
Reinforcing this, Rojas said in no uncertain terms that “June 23rd isn’t just a date on the calendar. It’s this really powerful reminder of what’s actually possible when women are truly seen and supported.”
She added, “Celebrating women in engineering isn’t just about fairness. It’s about building smarter, better teams. And I hope the next generation sees that and knows: there’s absolutely room for you here.”
Making way for women in both the workplace and the future of engineering itself adds perspectives and helps innovation thrive. If we keep sidelining half the population from contributing to the core of our engineering future, it’s not just women who lose, it’s all of us.
Where production meets people
It’s clear that the industry needs to make way for women. And INWED serves as a stark reminder of this. So how can we take action?
We can look at recruitment pipelines that pay attention to female candidates. We can review pay bands seriously and make promotion decisions based on potential, not just who speaks the loudest in a meeting. And most crucially, we can confront long-standing assumptions that engineering is a male-dominated space. Engineering has always been about solving problems and it’s time we solved this one properly.
