For SUSAN CORMICAN, a Director at Ethos Engineering whose career in the building services engineering sector stretches back to the early 1990s, fostering a more balanced gender representation isn’t just an aspiration—it’s an active and ongoing commitment.
=
Women in Engineering
Through her extensive experience, Susan has keenly observed the persistent roadblocks that deter young women from pursuing careers in this vital field while also recognising the positive shifts that are beginning to make a difference. Now, Susan outlines what she sees as crucial next steps the industry must take to truly open its doors and attract the talented female engineers of the future.
Fundamental challenges for women entering engineering
One of the fundamental challenges to entering a career in construction or engineering lies in early childhood influences. Often, girls are not encouraged to explore technical subjects and potential career paths in the same way as their male counterparts. This societal conditioning is compounded by a lack of visible engineering role models in popular media, making it difficult for young women to envision themselves in such roles.
Furthermore, the emphasis placed on Honours Mathematics in our educational system can inadvertently act as a barrier, potentially discouraging capable students who might excel in other crucial aspects of engineering.
It’s fascinating how we often prioritise specific academic achievements, but in the real world, the ability to connect with people and tackle challenges effectively truly shines. Skills like clear communication and sharp problem-solving often pave the way for success in so many different aspects of life, sometimes even more so than excelling in advanced mathematics.
The issue is further exacerbated by guidance counsellors who may lack up-to-date information about the diverse opportunities within engineering and girls’ schools that may not offer relevant subject choices.
Unconscious bias
Even when young women do pursue engineering studies, unconscious bias can creep into the recruitment process. I have observed unconscious and subtle ways in which shortlisting of graduate CVs might favour candidates who participate in traditionally male-dominated sports or belong to specific clubs, inadvertently overlooking talented female applicants.
The absence of senior women on interview panels who also sift through applications and CVs can also perpetuate this bias and fail to provide relatable perspectives.
Moreover, a lack of informal mentoring within organisations can hinder the progression of women who may miss out on crucial networking opportunities and guidance from which their male colleagues often benefit.
Despite these persistent challenges, several encouraging developments are beginning to make a tangible difference. The increasing presence of women in recruitment and, crucially, senior women on interview panels providing more balanced perspectives and demonstrating a commitment to inclusivity.
Mentoring programmes
The rise of informal and formal mentoring programmes offers vital support and guidance for women navigating their engineering careers. Furthermore, progressive workplace policies such as paternity and parental leave and flexible working arrangements create a more supportive environment for all employees, which can benefit women.
Gender pay gap reporting
The introduction of gender pay gap reporting is also fostering greater transparency and accountability. Notably, Environmental, Social, and Governance (ESG) considerations are increasingly prompting clients to demand gender balance within project teams, creating a powerful external driver for change. Finally, peer-to-peer networking opportunities and deliberate efforts to highlight successful female role models within the industry are providing inspiration and building a sense of community.
However, despite a noticeable shift in attitudes in recent years, sustained and concerted action is now paramount. Everyone has the potential to be a role model for young girls simply by showcasing their passion for and engagement in the engineering field. Fostering informal mentoring within companies, facilitated by experienced women, alongside the continued growth of associations that address gender imbalance, will provide crucial support networks.
Targeted Transition Year programmes
Targeted Transition Year programmes specifically designed for girls can also offer invaluable exposure to the fascinating world of engineering. Crucially, a more significant and coordinated marketing effort by government bodies, educational institutions, and engineering and construction companies is needed to actively promote these sectors as viable and exciting career paths for young women.
While specific, up-to-date statistics on the exact number of women in construction and engineering in Ireland can fluctuate, the general trend indicates a persistent underrepresentation. For instance, while the overall workforce participation of women has increased across many sectors, figures within core engineering roles and on construction sites remain significantly lower than that of men. This underscores the urgency of implementing the measures outlined above.
In conclusion
By actively dismantling the identified roadblocks and building upon the positive changes already underway, the engineering sector can unlock a vast pool of untapped talent and ensure a more diverse, innovative, and ultimately stronger future. The time for genuine and impactful action is now, ensuring that the next generation of female engineers feels not only welcomed but actively encouraged and empowered to build their careers an go on to shape the world around us.