On June 23rd, two months ago, we celebrated International Women in Engineering Day. Established in 2014 by the UK’s Women’s Engineering Society, this day aims to increase the visibility of women in the engineering field. At Electrum, we thought, “What if the 23rd of every month became Women in Engineering Day?” 📢
Thus, on the occasion of another 23rd day of the month, we highlight some studies that, in our opinion, well illustrate what we should focus on to encourage more women to pursue careers in engineering and why this is so important in the context of the entire Climate Tech industry.
We start with quite positive data released by the European Union’s statistical office, Eurostat, in February this year: In Poland, in 2022, depending on the region, the percentage of female scientists and engineers ranged from 53% to 61%. In this regard, we outperform countries like the United Kingdom and Germany. The macro-eastern region, where Electrum is located, can boast 59%. However, data specifically on female engineers is somewhat less optimistic. According to the “Statistical Yearbook of Labour 2023,” a report prepared by Poland’s Central Statistical Office, women account for about 35% of all engineers in Poland. Bergman Engineering decided to examine their situation in Poland’s largest enterprises—after analyzing LinkedIn profiles, they found that the employment of female engineers in these companies may be as low as 16%.
Gender disparity in engineering environments worldwide, of course, varies by profession but is generally well-documented—it’s an issue that requires improvement because the benefits extend far beyond equality in statistics.
We believe that a truly sustainable future begins with diverse teams working towards it. To enjoy our planet’s beauty for as long as possible, it is essential to collaborate with highly talented and diverse teams of professionals. This means attracting and retaining women and other minority groups in science, technology, engineering, and mathematics (STEM) careers, which play a fundamental role in the Climate Tech industry.
In 2020, the report “Women in Technology 2020” was published, carried out as part of the Shesnnovation Academy program by the Educational Foundation Perspektywy and Citi Foundation. The study surveyed a thousand Polish women identifying with the STEM field, where, overall, no more than 25% of women are present, as researchers indicate. According to the authors of the report, the role of women in the new technology sector is steadily growing, and this change is happening “from the ground up,” starting at the lowest levels. More and more women are choosing engineering studies. Over the ten years preceding 2020, the number of women studying at technical universities increased by 10%. It is worth noting that the number of female students at these universities is growing twice as fast as the number of male students. More women are also entering the high-tech industry, taking on higher management positions. The report described these changes as a “creeping revolution.”
How can this be supported, and how can we facilitate entry into the industry for those leading this change? The study “Mentorship in Engineering: Women, Inclusivity and Diversity – A challenge for our times,” conducted in 2023 by Breda Walsh Shanahan and Mary Doyle-Kent, highlights the key role of mentoring in this process. Mentoring not only supports theoretical development but also builds a sense of belonging. The study’s conclusion reads that regardless of gender or stereotypes, a novice female engineer or STEM graduate can develop her skills and benefit from the experience of a mentor who knows the professional culture and specifics. This strengthens the foundations of a more sustainable and diverse work environment. Another factor that promotes this is the overall visibility of positive role models who can encourage women to pursue an engineering path—their role is crucial both in the early years and in specific professional environments or companies.
In 2018, a report titled “Climate Control: Gender and Racial Bias in Engineering” prepared by the Society of Women Engineers presented findings that should certainly heighten awareness for all interested in this topic. The report was based on an examination of the biases women and people of color face in engineering workplaces. Hidden or unconscious biases can negatively impact the workplace atmosphere, influencing decisions regarding hiring, promotions, and compensation for women and other underrepresented minorities in engineering, preventing them from reaching managerial and senior management positions. Research indicated that nearly 40% of female engineers leave the profession mid-career. We believe that in 2024 the situation is improving, but it is still crucial to pay attention to all forms of discrimination in the workplace and effectively counteract them. This is also a well-documented issue and addressed by many reports and studies. The role of a modern company is to anticipate this and support the revolution that brings us closer to a better future.
Another key issue is that diverse teams mean a better work environment and, simply put, better results. This is not just about gender—age, cultural background, and different areas of expertise also matter. We are close to the statement that diversity of perspectives leads to more comprehensive problem analysis and better solutions. However, McKinsey & Company’s research “Diversity Wins: How Inclusion Matters” emphasizes that diversity alone is not enough. It is essential to create an inclusive work environment where all employees feel valued and have equal opportunities for development.
We hope that the work environment we create at Electrum is perceived this way among our employees. Looking ahead, we see the need to align with the philosophy of Industry 5.0—a new era of industry where technology collaborates with humans, and diversity and sustainability become key elements. One step we see on the horizon is considering how to effectively attract more female engineers to our team.
We also want to take a closer look at how female engineers already employed with us feel. Following another report by McKinsey & Company, “Women in the Workplace 2023,” we want to track outcomes that support the development of women. As in other areas of our activity, in terms of diversity and inclusivity goals, we want to focus on transparency. We know that this not only motivates engagement but also strengthens the sense of support in the organization, which supports the long-term professional development of minority members. These are issues worth considering if the ultimate goal is to most effectively support innovation. This is a pillar on which the entire Climate Tech industry continuously stands (and we stand with it).
Of course, it would be a mistake to conclude that the challenges women face in engineering are limited to this industry. This is part of a broader social model, whose change requires our concrete actions. But before we take them, it’s worth considering how and why the world around us looks the way it does. Then, think about how we can contribute to making it easier for future generations of women—and today’s girls—not only in historically and currently male-dominated fields but essentially in the society we are building today.
At Electrum, we want to build a truly sustainable, innovative future and harness the full potential of what can guarantee it.
Sources:
Women at Technical Universities 2022. Perspektywy Women in Tech Report and the Information Processing Center.
Women in Science and Technology, 2022. Eurostat, European Statistical Office.
Statistical Yearbook of Labour 2023. Central Statistical Office of Poland.
Bergman Engineering Research.
Women in Technology 2020. Perspektywy Educational Foundation and Citi Foundation Report.
Mentorship in Engineering: Women, Inclusivity and Diversity – A challenge for our Times. Study by Breda Walsh Shanahan and Mary Doyle-Kent.
Climate Control: Gender and Racial Bias in Engineering. Society of Women Engineers Report.
Diversity Wins: How Inclusion Matters. McKinsey & Company Report.
Women in the Workplace 2023. McKinsey & Company Report.
Research-Based Advice for Women Working in Male-Dominated Fields. Article by Sian Beilock.
