I Like the Challenge A Study of Women Engineers who have Stayed in the Profession   Mary Ayre, Julie Mills, Judith Gill  U...
Women in the professional   workforce <ul><li>Percentage of engineering professional workforce  which is female: </li></ul...
Workforce Retention Data <ul><ul><li>Australia – Women engineers 38.8% more likely to leave than men  </li></ul></ul><ul><...
Known causes of women’s dissatisfaction  <ul><ul><li>Limited promotion opportunities </li></ul></ul><ul><ul><li>Unequal pa...
New Study: ‘ATU’   56 female engineering civil engineering graduates from one university <ul><li>Compared with recent nati...
Interview Questions included <ul><li>When and why they decided to become engineers </li></ul><ul><li>How they managed thei...
Respondents’ own assessment of why they fit in engineering <ul><ul><li>A good engineer </li></ul></ul><ul><ul><li>Good at ...
Achieved ‘belonging’ by: <ul><ul><li>Working to gain respect of colleagues and clients – often a change in communication s...
Conclusion <ul><ul><li>Mismatch between expectations and reality of the job is a key cause of women’s dissatisfaction in t...
Thankyou Questions?
Upcoming SlideShare
Loading in …5
×

ICWES15 - 'I Like the Challenge': A Study of Women Engineers Who Have Stayed in the Profession. Presented by Ms Mary E Ayre, University of South Australia, United Kingdom and Professor Julie E Mills, University of South Australia, Australia

742 views

Published on

Published in: Technology, Sports
  • Be the first to comment

  • Be the first to like this

ICWES15 - 'I Like the Challenge': A Study of Women Engineers Who Have Stayed in the Profession. Presented by Ms Mary E Ayre, University of South Australia, United Kingdom and Professor Julie E Mills, University of South Australia, Australia

  1. 1. I Like the Challenge A Study of Women Engineers who have Stayed in the Profession Mary Ayre, Julie Mills, Judith Gill University of South Australia, Adelaide Presentation Outline
  2. 2. Women in the professional workforce <ul><li>Percentage of engineering professional workforce which is female: </li></ul><ul><ul><li>Australia – 11.2% </li></ul></ul><ul><ul><li>Canada – 12.2% </li></ul></ul><ul><ul><li>UK – 7.0% </li></ul></ul><ul><ul><li>USA – 11.1% </li></ul></ul>Presentation Outline
  3. 3. Workforce Retention Data <ul><ul><li>Australia – Women engineers 38.8% more likely to leave than men </li></ul></ul><ul><ul><li>UK – 56% of male SET graduates in SET employment but only 35% female </li></ul></ul><ul><ul><li>USA – engineering exit rates 9.8% for men, but 12.9% for women </li></ul></ul>Presentation Outline
  4. 4. Known causes of women’s dissatisfaction <ul><ul><li>Limited promotion opportunities </li></ul></ul><ul><ul><li>Unequal pay </li></ul></ul><ul><ul><li>Sexual harassment </li></ul></ul><ul><ul><li>Difficulties of combining work and family responsibilities </li></ul></ul>Presentation Outline
  5. 5. New Study: ‘ATU’ 56 female engineering civil engineering graduates from one university <ul><li>Compared with recent national study </li></ul><ul><ul><li>Higher workplace satisfaction </li></ul></ul><ul><ul><li>More likely to work in public sector </li></ul></ul><ul><ul><li>Nearly twice as likely to have responsibility for children </li></ul></ul><ul><ul><li>Surprisingly high retention rate: 94.6% </li></ul></ul>Presentation Outline
  6. 6. Interview Questions included <ul><li>When and why they decided to become engineers </li></ul><ul><li>How they managed their caring responsibilities </li></ul><ul><li>How to belong or fit in the profession </li></ul><ul><li>Why there are so few women engineers and what can or should be done </li></ul>
  7. 7. Respondents’ own assessment of why they fit in engineering <ul><ul><li>A good engineer </li></ul></ul><ul><ul><li>Good at current job </li></ul></ul><ul><ul><li>Managers and co-workers agree </li></ul></ul>Presentation Outline
  8. 8. Achieved ‘belonging’ by: <ul><ul><li>Working to gain respect of colleagues and clients – often a change in communication styles </li></ul></ul><ul><ul><li>Change in work environment to improve their opportunities of meeting their own career objectives </li></ul></ul>Presentation Outline
  9. 9. Conclusion <ul><ul><li>Mismatch between expectations and reality of the job is a key cause of women’s dissatisfaction in the profession </li></ul></ul><ul><ul><li>Women can often use their labour market power to achieve change in employment situation </li></ul></ul><ul><ul><li>May lead to cultural change in the profession as employers compete for qualified engineers and recognise women’s value. </li></ul></ul>Presentation Outline
  10. 10. Thankyou Questions?

×