In 2023, 16.7% of professionals in engineering and architecture in the U.S. were women, while in the UK in 2024, the figure stood at 21.8%. These statistics not only raise the question of why gender disparity persists, but more crucially, what companies can do on their own project sites to support and engage more female engineering talent.
Despite some positive progress, there is still significant work to be done to achieve greater gender diversity within STEM sectors. As a specialized STEM consulting organization, we have compiled some of the most effective strategies employers can implement to build a more diverse engineering workforce.
How Many Women work in STEM sectors?
To shape a better future, we must reflect on the past. Women have made a significant impact since the Industrial Revolution, gradually establishing their place in the workforce. While the number of female professionals in STEM sectors has grown over the years, gender inequality still exists between different fields. Below is a look at the evolution of women's participation in STEM in the USA over the past 43 years.
Evolution of Women in STEM 1980-2023
Since 2013, the biological sector has been the only STEM field where female professionals outnumber their male counterparts. Despite this, there has been a positive trend in female representation across most STEM sectors, with the notable exceptions of chemists and material scientists. The graphic above illustrates this encouraging progress, though women remain underrepresented in 3 out of 4 sectors. The most significant gender gap is seen in architecture and engineering. Let's take a closer look at the engineering sector.
Percentage of Women in Engineering 2022 
The second graphic highlights the gender imbalance in engineering roles in 2022, revealing a lack of diversity. For instance, only 9% of petroleum and electrical engineers are women. Even in environmental engineering, which has the highest proportion of female professionals compared to other engineering fields, gender equality remains far from achieved.
These statistics serve not only as a reminder of the persistent gender inequality in STEM sectors but also as a call to action for businesses, particularly those in pioneering industries, to adapt to attract and retain more female professionals. So, how can you position yourself as an attractive employer for women?
Before we share our strategies, we conducted a LinkedIn poll to gather insights from our LinkedIn network. We asked what they consider most important in attracting and retaining female engineers, which got answered by 30 respondents:
How do you attract and retain female engineering talent?
Corporate benefits such as flexible work hours and remote working were important for our network, but not as critical as career development and motivation from employers. This insight shows that women in engineering are primarily seeking opportunities for professional growth, mentorship, and development programs. More importantly, they are looking for support in breaking the "glass ceiling" to reach management positions.
Tips for Attracting and Retaining Women in STEM
It’s a man’s world, but it doesn’t have to be that way in your company. Attracting and retaining more women in STEM sectors is essential for creating a more diverse, innovative, and inclusive workforce. Here are key strategies to both attract and retain more women in these areas:
1. Create Inclusive Work Cultures
An inclusive work culture is essential for female engineers. You can create that space by providing opportunities for women to have mentors and sponsors who actively support their professional development. Sponsors help women advance in their careers by advocating for them in promotion discussions and providing growth opportunities.
Establish committees at work that support women and their achievements. These committees should also organize workshops and events to raise awareness about gender bias and bring women of all levels together to discuss experiences, needs, and projects. It’s important that such a committee includes not only women in entry-level positions but also those in management.
2. Diverse Leadership:
Increase the visibility of women in leadership roles within STEM companies and academic institutions. When women see other women in leadership, they are more likely to believe that they can achieve such positions themselves.
For example, you can encourage female colleagues to apply for leadership roles or establish gender quotas for upper-level positions.
3. Offer Targeted Scholarships and Grants
To encourage more women to pursue careers in STEM fields, a combination of targeted financial support and industry partnerships can have a significant impact. Providing scholarships, grants, and fellowships specifically for women studying STEM disciplines can greatly reduce the financial burden and motivate more women to enter fields such as engineering, computer science, and physics. By easing the cost of education, financial aid serves as a powerful motivator for women considering these traditionally male-dominated areas of study.
In addition, establishing collaborations between universities, companies, and non-profit organizations can create unique opportunities for women in STEM. These partnerships could offer internships, scholarships, and co-op experiences tailored for female students. Industry collaborations can also provide funding for specialized projects, research initiatives, and competitions that engage and empower women to thrive in STEM fields.
4. Improve Hiring and Promotion Practices
According to research, women are 16% less likely to apply for a job if they don’t meet 100% of the criteria, applying 20% less than men. This is because men tend to apply if they meet just 60% of the job requirements.
To improve this situation, only essential requirements should be listed in job descriptions, and gender-neutral language should be implemented in job postings. Additionally, ensuring that interview panels are diverse helps reduce unconscious bias and makes STEM workplaces more inviting for female applicants.
For example:
- Include “XYZ” in vacancy titles.
- Remove gendered job titles.
- Use inclusive pronouns like “you” and “they.”
- Avoid gender-coded words such as “empathetic,” “assertive,” and “supportive.”
Hiring is only the first step in creating a more gender-diverse workplace; retaining that talent is equally important. Create clear and transparent promotion pathways so that women understand the steps required to advance in their careers. Address potential gender bias in performance reviews or evaluations that may unfairly disadvantage women and make necessary changes to the evaluation process.
Additionally, ensure that employees have safe and confidential avenues to report discrimination or harassment without fear of retaliation. This could include inclusion advocates, trusted individuals, committees, and open-door sessions.
5. Collaborate with primary and high schools
Encouraging girls to explore STEM from an early age is crucial for nurturing their interest and building confidence in these fields. Companies can support this by organizing workshops, hosting open days, and engaging with schools.
Additionally, providing female role models—such as scientists, engineers, and tech innovators—through classroom visits, guest speakers, and media representation is key. This approach helps challenge gender stereotypes and shows young girls that women can thrive and succeed in STEM careers.
6. Address Gender Stereotypes
Break misconceptions about engineering by addressing gender stereotypes on your website, in communications, and through events. Highlighting these stereotypes can encourage young girls to pursue their ambitions instead of seeing engineering as "a man's job."
Additionally, companies can raise awareness of biases by hiring external experts to conduct workshops on gender stereotypes and how to challenge them effectively. This proactive approach can inspire more young women to enter and succeed in engineering fields.
7. Promote Women’s Achievements
Publicly celebrate and promote the contributions of women in STEM fields through awards, speaking opportunities, and media features. Recognition can motivate women to stay in the industry and inspire others to follow their path.
Ensure that women are well-represented as speakers and panelists at industry conferences, workshops, and events. This not only provides visibility for women but also encourages more inclusive conversations within these fields.
8. Re-Skilling and Returnships
Women who take time off from their careers can be attracted back into STEM through "returnship" programs, which offer training and mentorship to help them re-enter the workforce.
Encourage ongoing learning and skill development through company-sponsored training programs, technical workshops, or partnerships with educational institutions. Providing opportunities for upskilling ensures that women remain competitive and confident in their fields.
9. Support Work-Life Balance
Many women leave STEM sectors due to the difficulty of work-life balance. Companies need to offer robust support for work-life integration by providing on-site childcare, generous parental leave, and other family-friendly policies.
Additionally, making jobs more attractive by offering part-time roles or temporary career breaks can benefit employees who may need time away from the workforce for family or personal reasons.
10. Combat Sexual Harassment and Discrimination
Create and enforce a strict, zero-tolerance policy on sexual harassment and gender discrimination in the workplace. It is essential to provide training programs for all employees on gender sensitivity and inclusion. Regular reminders about these policies and guidance on how individuals can proactively contribute to a safe and respectful environment are also crucial.
True Diverse Expertise Delivered
CMC is a specialized consulting organization for advanced engineering and energy projects around the world. We provide experienced, industry-leading consultants who offer innovative and effective solutions for projects of all sizes and complexities while delivering consulting services throughout the project lifecycle.
At CMC, we are dedicated to creating a diverse workplace in the engineering sector where all genders can thrive. We have implemented several ED&I measures to support diversity and inclusion across all our offices and wider community. Learn more about our social values!
Are you interested in partnering with our expert teams or learning more about our services? Contact us for more information today!