Bridging the Gap: Empowering Women in Engineering Beyond the Classroom

Women are achieving more than ever in STEM, but the engineering industry is still falling behind.

Only 15.7% of the UK engineering workforce is female (EngineeringUK, 2023), despite rising interest in STEM subjects. While 31% of STEM students in UK higher education are women, far too few make the leap into long-term engineering careers.

This is more than a recruitment issue, it’s a retention and culture challenge. Talented women are entering the system, but they’re not staying. The industry must evolve to meet their needs, value their contributions, and reflect the diversity of the world it serves.

As we mark International Women in Engineering Day 2025, Omega celebrates the women shaping infrastructure, technology, and industry, while also calling attention to what still needs to change.

Why Women Are Still Leaving Engineering Behind

Research shows that 60% of women who begin careers in engineering leave the field by mid-career, compared to just 30% of men (RAEng, 2023).

This is not due to ability; it’s the result of persistent barriers:

• Lack of flexible working arrangements
• Unconscious bias in hiring and promotion
• Limited access to mentors and career development
• Few visible female leaders in senior technical or management roles

These structural issues have real business consequences. According to McKinsey, companies in the top quartile for gender diversity are 25% more likely to outperform their competitors on profitability (McKinsey, 2020). Meanwhile, gender-diverse teams make better decisions 73% of the time (Cloverpop, 2017).

What Employers Can Do Differently Starting Today

Employers must stop treating gender diversity as a tick-box exercise and instead embed it into the foundation of their hiring, retention, and development strategies.

Audit job descriptions

Women often only apply for roles if they meet 100% of listed criteria, compared to 60% for men (LinkedIn Gender Insights Report, 2019). Using inclusive language and simplifying must-have requirements can drastically increase female applicant rates.

Prioritise flexible work

Just 8% of engineering roles in the UK are advertised as flexible, despite growing demand (WISE, 2023). Embracing hybrid models, return-to-work schemes, and part-time leadership roles can transform retention.

Invest in mentorship and leadership pathways

Only 27% of women in engineering say they have access to a mentor, a factor strongly linked to career longevity. Structured development programmes and access to senior advocates make a measurable difference.

Go beyond the job board

Passive outreach isn't enough. Partner with inclusive talent specialists, build talent pipelines early, and create visible leadership opportunities that signal long-term commitment to change.

At Omega, We’re Taking Action

We partner with engineering and manufacturing clients who understand that closing the gender gap is not only the right thing to do, but it's a business imperative. Our team connects talented women in engineering with global industry leaders who are committed to inclusivity, flexibility, and meaningful progression.

Whether you're a recent graduate, a returning professional, or a senior engineer ready for your next challenge, we want to match you with your ideal role, in an environment where you’re seen, supported, and set up to thrive.

Let’s Build a More Balanced Future

Engineering drives innovation, but innovation requires diversity of thought, experience, and leadership. We can’t afford to let capable women fall through the cracks.

If you're a woman in engineering ready to take your next step or a business looking to build a stronger, more balanced team, Omega is ready to support you. Get in touch with us today on 01453 827333 for a confidential chat or send us a copy of your CV to hello@omegaresource.co.uk