Early career years in any profession are fundamental for building a long, successful career. These transformative years are critical for establishing a lasting career in any field, including engineering. They can serve as a good predictor of retention rates because the clearer an individual is about their career path, the more likely they are to remain in the industry.
A 2021 study by EngineeringUK showed an increase in the percentage of women in engineering from 10.5% in 2010 to 16.5% in 2021, but a recent study noted a decrease to 15.7% in 2023. This decline highlights ongoing challenges in retaining women in the engineering field.
Additionally, a 2019 article by the Society of Women Engineers states that only 30% of women who earn engineering degrees stay in the industry for up to 20 years. Of those who leave, 30% cite organizational climate as the biggest contributing factor.
The engineering industry offers a plethora of career options, making it an attractive field for problem solvers and those seeking impactful work. However, starting a career in engineering for these reasons alone is not always enough to keep individuals in the field throughout their careers.
Common reasons people leave companies or the engineering industry include:
Inadequate pay
Lack of opportunities for advancement
Poor working or company culture (poor leadership and management structure)
Non-competitive benefits and perks
Feeling overworked and undervalued
Lack of recognition
Poor work-life balance
Lack of job autonomy
Young professionals often enter the workplace with the expectation that structures will be in place to help them achieve their dream careers. While this expectation is not entirely unfounded, it is crucial to acknowledge that individuals are ultimately responsible for their own career success.
An enabling environment that offers structured career progression plans, mentoring, and professional development opportunities significantly aids in career development. Programs like BWEng Elevate-her provide early career professionals with tools and resources to create the career roadmap they envision. This program explores skills that directly impact talent retention.
Here are additional steps employers can take to improve retention rates, alongside tools provided to employees through the Elevate-her program:
Engaged and Committed Leadership: Leaders need to be engaged and committed to improving retention in their companies.
Value Employee Contributions: Ensure that employees' contributions align with corporate goals. Assess whether managers are competent not only technically but also in managing diverse teams and addressing unique needs.
Clear Career Progression: Provide clear career progression paths and ensure employees have access to this information through effective communication.
Inclusive Leadership Development: Think broadly about the qualities of good leaders and build well-rounded individuals in leadership positions.
By implementing these strategies, companies can create an environment that supports and retains their engineering talent. For more information on the BWEng Elevate-her Program, contact us at Admin@bweng.org.
Article written by: Abi Ajani, Founder and Process Technology Engineer
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