The Stay or go? The experience of female engineers in early career report found that 63% of the women in engineering surveyed experienced unacceptable behaviour or comments.
Meanwhile, four in 10 said they were not treated equally and six in 10 said it was easier for men to progress in their careers.
The report also reveals that the problem of unequal treatment is an issue even early on in training, with almost half of female engineers experiencing differential treatment at some stage before graduation, either as a student or while on work experience, and three-quarters being aware of being treated differently by the end of the first year at work.
The study is based on a survey of 500 women in the first 10 years of their career in engineering, medicine and finance.
Says Institution of Mechanical Engineers head of education and skills Peter Finegold: “The findings of this report show that there is an urgent need for a culture change in engineering companies as well as in academia.
“The UK is facing an engineering skills shortfall and we need to find ways to attract and retain women in this sector. It is unacceptable that after completing an engineering degree just under half of women decide to leave the profession.
“The Institution’s recommendations include that engineering employers, institutions and the academic community work together to create quality marks and sign up to charters to address all aspects of equality and diversity. Employers and education providers have a duty of care to provide an atmosphere where women are able to thrive.”
The report makes five key recommendations:
1. The engineering community should devise and promote the adoption of agreed quality benchmarks for retaining female engineers in early-to-mid career — building on existing best practice, such as the RICS Inclusive Employer Quality Mark. Employers must promote a message that no employee should feel a need to ‘toughen up’ to be successful in their career.
2. The engineering community needs to identify and emulate how the most-effective companies address career ‘flashpoints’, such as return to work after maternity leave, through implementing strategies that work both for female employees and the employer.
3. Employers should consult all employees annually, and in confidence, on their views about the fairness of staff recognition, reward, professional support and work social activity – and, where necessary, implement changes to bring about improvement.
4. The academic engineering community should carry out a UK-wide study to characterise the experience of being a university engineering undergraduate. All Higher Education institutions should be encouraged to participate in the Athena SWAN charter which addresses all aspects of equality and diversity.
5. Careers education should be properly resourced to reflect its vital role in contributing to a successful Industrial Strategy. A quality national careers programme in schools would both encourage more women to pursue engineering and contribute to the reduction of attrition in early career.
The research was commissioned by the Institution of Mechanical Engineers and carried out by ICM Unlimited in 2016. You can read the report, here.
