Engineering can be a rich and rewarding career path however women are still under-represented, accounting for a low percentage of graduates entering the work force. The University of Technology Sydney¹ estimate that women account for just six per cent of practicing professional engineers and only fifteen per cent of enrolments in engineering degree courses. 

It’s a real challenge for an industry facing a skills crisis in Australia.

Deborah Smee, Associate Director at Hyder Consulting, says the key to getting more women into the industry is ‘marketing’ engineering at high schools and communicating to younger people that the industry is dynamic, and challenging.

The upcoming Women in Construction, Engineering & Technology Conference (WiCET), to be held in October 2010 and hosted by Kite Conferences in Sydney, will focus on the strategies to attract and retain women in these non-traditional, heavily technical industries such as engineering.

The conference will centre on the practical implications of placing more people in industries such as engineering, that are struggling to attract and retain women. 

Are women different to men in the workplace?

 "Women, generally speaking of course, communicate in a different way; can be more open, less threatening... [And] readily build relationships with customers”, says Wendie Lee, GM at leading IT services provider, Datacom. It is this inherent ability to work collaboratively and in partnerships that becoming the norm in most industries. Other characteristically “feminine” skills of benefit include being highly organised, having an empathetic and coaching-style of leadership and being more perceptive about clients’ needs. It is when we embrace the diversity that both men and women bring that we find innovative solutions to problems.

And this is not just for the big players...

One way to retain more women in the workplace is to offer flexibility and this is more than just having an in-house child care centre. Angela Ferguson, Director of Futurespace, says “there is a greater ability for small-to-medium businesses to recognise that people are individuals and not just a ‘job description’”. Ferguson suggests that this can start by simply acknowledging the mother’s need to balance a young family and work and not “putting them in a dead-end job that doesn’t best utilise” their expertise when they return.

“It’s great to see that these days employers understand that it’s hard to juggle families and a career, because for women in particular it can often be difficult,” says Deborah Smee. 

Where does the solution lie?

Men can help with the solution by encouraging women to explore the opportunities available to them in these industries. Simone Wetzlar, Executive GM at Thiess, says “there are a lot of really good senior male role models in business [who] understand and value the additional dimension women can bring to the table”. To Belinda Virant, senior civil engineer at Hyder, it’s about “showing females who do well at maths and science [in high school] that engineering is a rewarding career path”.

The WiCET Conference will bring together business, industry representatives and experts on change to discuss techniques used by professional women and companies who have successfully blended family, work and flexibility. Further information about the WiCET Conference is available at www.kiteservices.com.au.  

¹ Source: http://www.eng.uts.edu.au/EducationandOutreach/wie/index.htm

Shuba Paheerathan