WOMEN IN MANUFACTURING
degree or above ), experienced ( 71 per cent had been working over 15 years ), held a variety of senior positions and were employed by large companies ( 52 per cent worked in organisations with annual revenue of over one billion dollars .)
“ Women constitute one of U . S . manufacturing ’ s largest pools of untapped talent . Women totalled about 47 per cent of the U . S . labour force in 2016 , but only 29 per cent of the manufacturing workforce . Women earn more than half of all associate ’ s , bachelor ’ s and master ’ s degrees . Women are also advancing in their careers , holding more than half of all U . S . managerial and professional positions . So , if there are plenty of qualified women in the workforce , why aren ’ t they in manufacturing ?” asked the study .
“ Given that women are under-represented in manufacturing and the argument to increase the industry ’ s fair share of female talent is persuasive , one thing is certain . Manufacturing companies probably need a different approach to recruiting , retaining and advancing women in the workplace . The women we surveyed and interviewed had a lot to say on the topic , not just about jobs they ’ ve had ( or aspire to have ), but about manufacturing and changes they would like to see in the industry ’ s culture ,” commented Deloitte . So , what ’ s in it for manufacturers ? “ Research shows that gender diversity benefits a manufacturing organisation through improved ability to innovate , higher return on equity and increased profitability . When employees believe that their organisation is committed to inclusion , they report better business performance in terms of their ability to innovate . Organisations can also unleash the full potential of their female workforces by creating a culture where unique strengths thrive ,” continued Deloitte .
Perceived gaps
According to the report , despite progress in certain areas , manufacturers have room for improvement in their efforts to attract , retain and develop women . Less than 15 percent of women surveyed believe that their industry is very accepting of family / personal commitments and allows them to meet these commitments without impairing their career .
From those surveyed in the report , women say that standards of performance are not equal – around 71 % of those surveyed believe standards of performance differ for men and women . Around 87 % of these believe the standards are higher for women .
Issues around unequal pay were also highlighted , and this is an important area for progression . Unattractive pay , lack of opportunities for advancement / promotion , poor working relationships , work life balance issues and lack of challenging assignments are the top issues that would cause women surveyed to leave the manufacturing industry .
Manufacturing companies probably need a different approach to recruiting , retaining and advancing women in the workplace
Company leaders , said the report , should address these issues directly and create a work environment that meets the needs of all employees .
“ Companies should also consider their maternity and paternity policies as a way to improve workplace flexibility – it doesn ’ t affect a huge number of people , but the message that it sends is so important ,“ was a key comment .
What can be done ?
Opportunities to bolster manufacturing ’ s attractiveness to women can begin at home and in schools , and female ambassadors can play an important role in improving perceptions . Currently , according to the study results , very few women in manufacturing believe the school system actively encourages female students to pursue careers in their industry .
Women constitute one of U . S . manufacturing ’ s largest pools of untapped talent
However , added the study , many schools and the manufacturing industry have upped their game over the preceding two years , and women are noticing .
“ Understanding and addressing needs such as flexible workplace options also aid in recruitment and retention . If unique strengths aren ’ t thriving , it is time to adapt and make changes to build a beacon that attracts the best and brightest ,” said the report . Work life balance is still one of the biggest challenges , especially in production / assembly line manufacturing . Creative approaches , like providing schedules even a few weeks in advance , are needed .
“ Companies should identify the gaps between expectations and workplace reality and set clear expectations . Identifying and recognizing the gap is a critical first step but sending clear signals to the broader organisation that the gap must be closed is vital . The perception of manufacturing continues to be outdated among women . A focus on improving perception is critical to attracting all talent , especially women .”
There also need to be increasing visibility of women leaders . Female role models need to be visible throughout all levels . It is easier to aspire to what you can see .
“ Companies and professionals should build the future pipeline of talent by engaging with younger females . For example , female engineers sharing career stories with students is very impactful and sends a positive message about manufacturing . Companies may recruit hard and engage hard , but they also need to figure out how to drive women to the top ,” said the report .
22 | sheetmetalplus . com | ISMR April 2021