‘Yes, I do belong’: the women who stay in engineering

Abstract

Despite considerable work to encourage girls and women to enter the profession, engineering continues to be heavily male dominated, a situation which has implications for quality and gender equity. The gender disparity is accentuated by women being more likely to leave the profession than men. A number of studies have investigated why women leave engineering. This study focuses on the converse question, 'What makes some women stay when many others leave?' A survey of a cohort of Australian female civil engineers found an unusually high retention rate. Interviews with volunteers from the group revealed that they had all entered the profession strongly believing in themselves as engineers, a belief that had endured despite the difficulties they encountered. As found in other studies, many of these women had experienced being isolated, overlooked and marginalised in the prevailing masculine culture of engineering workplaces. Their persistence in the profession appeared to be connected to steps they had taken to ensure that their work environment matched their expectations of interesting, challenging and enjoyable work in a supportive and inclusive culture. The implications of their experiences for other women engineers and for engineering managers are suggested.

Las mujeres en el mercado de trabajo de las tecnologías

“…Statistically, differences in gender are significant with respect to the indicator of actual hours worked, but the relationship between the variables is weak and fails to account for 5% of the observed differences using the ANOVA model. These results seem to support the fact that women are required to adjust to the hegemonic models of organisational work in technology companies, as advocated by some female authors (Lie and Sørensen, 1996;Kvande 1999;Faulkner, 2009Faulkner, , 2014Ayre, Mills and Gill, 2013).…”

“…Previous studies have suggested that women work harder than men to achieve the same positions in male-dominated sectors (Kvande, 1999;Faulkner, 2007Faulkner, , 2009Faulkner, , 2014Ayre, Mills and Gill, 2013;Vergés, González and Almeda, 2014). Data from EPA validates this assertion when it compares educational grades of men and women working in the technology sector.…”

“…In companies with certain level of female presence, women become icons of flexibility, diversity and effective equal opportunities. But, it has not resolved the problem of discrimination, as women are uncomfortable with affirmative action, which they consider unnecessary or removed from organisational goals (Kvande 1999;Ayre, Mills and Gill, 2013). Faulkner (2009Faulkner ( , 2014 has proposed the paradox of in/visibility to explain the strategy of the adaptation of women to organisations.…”

“…Las condiciones del empleo son bastante igualitarias para hombres y mujeres en relación a la temporalidad, empleo parcial y horas de trabajo. Se debería incidir en el disfrute de las tecnologías y en la utilidad de las tecnologías en la resolución de problemas para atraer más mujeres jóvenes (Sørensen et al, 2011;Ayre et al, 2013). En los currículos formativos se debería incluir un conjunto de competencias básicas para el desarrollo profesional, además de las centrales para su futuro profesional en el sector de las tecnologías.…”

“…The androcentrism of the technological professions has been criticised by several female authors (Cockburn, 1983;Ruiz Ben, 2007;Ayre, Mills and Gill, 2013), who have emphasised the isolation of women in both classrooms and workplaces. This disadvantage arises three criticisms.…”