Steven Johannesen’s Post

Did you know women still represent only 21.8% of engineers in the UK? On #Internationalwomeninengineeringday, let's shine a light on the importance of attracting and retaining female talent in engineering. Read our strategies below to discover how your company can attract and retain female engineering talent. 👩🔧Encourage interest early on. Only 23% of engineering students are women. Let's make sure we introduce engineering concepts in early education, and partner with schools and universities. 👩🔧Create a women-friendly work environment by ensuring women are represented in leadership positions. You can also tackle unconscious bias in hiring and provide bias-awareness training for all employees. 👩🔧Prioritise career development as currently one-third of women older than 35 are still in junior positions in the engineering industry. 👩🔧Expand recruitment of women engineers at entry level and increase graduate and apprentice hires. To allow women to be promoted, there needs to be fresh talent coming through for junior levels. 👩🔧Support work-life balance with options like part-time, job-sharing, and remote work. Achieving a harmonious balance between work and personal life is a pressing concern for many women in engineering. Discover how you can attract female engineers and create a more diverse engineering team: https://lnkd.in/eGjbTG66 https://lnkd.in/eKeiRqhD Let's commit to creating an environment where women not only participate but thrive in engineering. Expand your team today and let’s build a diverse engineering team together! 💡Get started now https://lnkd.in/e2jvZq4p 🌍👩🔧🔧 #womeninengineering #engineering #careers

If you are an engineering organisation that wants to increase its talent pool, access skill sets that enable rapid technological change, and deliver responsible and ethical engineering outcomes, workforce diversity must be a foundation of your business strategy. Join me in this Engineers Australia webinar on 21 August to learn the key business imperatives for a diverse engineering workforce, and how your organisation can improve the attraction and retention of women in the sector, develop inclusive workplace cultures that foster diversity, and address the skills gap. Wherever you are in your diversity journey, this is sure to be an informative discussion. Expanding diversity in engineering to unlock innovation 5.00 pm - 6.30 pm AEST, 21 August 2024 Register via the Engineers Australia website: https://lnkd.in/gmY8XRrA #diversity #engineering #innovation

How Can Engineering Companies Attract and Retain Female Talent? Diversity in engineering isn’t just a buzzword—it’s essential for driving innovation. Yet, women still make up only 16% of engineers in the UK (Women’s Engineering Society, 2023). This gap not only limits progress but also misses out on the fresh perspectives that women can bring to the table. Attracting and retaining female talent is not only a moral imperative but also a strategic advantage. A gender-diverse workforce drives creativity, problem-solving, and increased productivity. But how can engineering companies truly foster an environment that supports and nurtures female engineers? In our latest blog, we explore key strategies that engineering companies can adopt to Attract and Retain Female Engineering Talent. Read the full blog here: https://lnkd.in/ed3d8GaN Interested in attracting and retaining top female engineering talent? Let’s talk! Reach out to us at recruit@alexander-assoc.co.uk or call 01959 562 572 to learn how we can help you meet your recruitment needs. #DiversityInEngineering #WomenInSTEM #WomenInEngineering #ShesAnEngineer

International Women in Engineering Day is nearly here. 🙌🙌 On 24th June, the industry will be celebrating the amazing work that women engineers around the world are doing to support lives and livelihoods every day. Recruiters, here's what we can all do to break down barriers for women in the field of engineering. ✅ Eliminate bias in recruitment processes by using gender-neutral language, focusing on skills and qualifications, and implementing blind resume screening techniques. ✅ Build diverse candidate pipelines by actively seeking out and engaging with diverse talent pools and building partnerships with universities and organizations that promote gender diversity in STEM fields. ✅ Offer mentorship and sponsorship programs so recruiters can support women engineers at various stages of their careers. ✅ Promote an inclusive company culture that values diversity and provides equal opportunities for all employees, like flexible work arrangements, parental leave policies, and programs that support work-life balance. ✅ Collaborate with educational institutions to promote engineering as a viable career option for women Take a look at our blog post on this very topic. 👉 https://loom.ly/oZwV8Bk #INWED #Engineering #Recruitment

🌟 Spotlight on Dhruti Shah: Breaking Barriers in Engineering 🌟 A couple of weeks ago, we sat down with Dhruti, our Senior Power Systems Engineer, to discuss her career journey, her aspirations, and what more can be done to create a level playing field for #WomenInEngineering. We asked: "Throughout your career, have you encountered any challenges or obstacles, and how did you navigate them?" Dhruti shared: "Engineering has historically been a more male-dominated industry. While I’ve been fortunate to have support throughout my career, advancing as a woman has its own set of challenges. My key to navigating this? Building self-confidence, delivering consistent results, seeking mentorship, and continuously developing my skills." Dhruti believes a holistic approach is needed to create a more welcoming and supportive environment: ✔️ Women in leadership driving diversity policies. ✔️ Equal pay and opportunities. ✔️ Flexible work arrangements to reduce dropout rates. ✔️ Educational partnerships that inspire young women to pursue STEM fields. Her message to the next generation is powerful: "Believe in yourself, focus on your goals, and remember, you belong in engineering just as much as anyone else." Her long-term goal? Becoming a recognised expert in this field and advocating for diversity in engineering. 👇 How do you think we can further support diversity in engineering? We’d love to hear your ideas! #DiversityInEngineering #WomenInSTEM #Sustainability #RenewableEnergy #EngineeringCareers #EqualOpportunities

We should not be going backwards! For me this stems from a narrow focus on diversity rather than a holistic approach to inclusion. It's all very well to increase the number of women coming into engineering but if they are not made to feel included then they will not stay. It strikes me that two obvious things could be happening here. 1) Many women between these ages are likely to have children. Childcare is so expensive and parental leave is not well paid enough which forces many women to stay at home even if they didn't want to. 2) Hitting a glass ceiling. If after circa 20 years women in engineering do not see a clear progression pathway they may decide to try a new career; such can be the frustration of working in such a male dominated industry. I also suspect that if this data was broken down by ethnicity we would see a higher proportion of global ethnic majority women exiting the sector, despite the fact that we desperately need their contributions.

99% of female engineers struggle the same thing. Confidence. Respect. Influence. Recognition. AUTHORITY. Trust me, I did.. and so have all of my clients. I've been hinting at an announcement for a few days.. & I'm SO excited to share what I've been working on. Registration is now OPEN for.. 🎉 𝗧𝗵𝗲 𝟯-𝗗𝗮𝘆 𝗕𝘂𝗶𝗹𝗱 𝗔𝘂𝘁𝗵𝗼𝗿𝗶𝘁𝘆 𝗮𝘁 𝗪𝗼𝗿𝗸 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 🎉 If you're an engineer or woman in STEM who: 🖤 struggles with confidence, authority, respect 🖤 is tired of getting looked over for promotions + raises 🖤 is frustrated with not getting recognized at work 🖤 knows it's past time you made some moves in your career 🖤 is interested in how psychology can help you build influence.. This challenge is for you. 3 days. 9/10-12/24 1-hour strategy sessions each day. A community of female engineers (🤩). 30-min Q+A if you show up LIVE. Access to replays for 2 weeks. Want more details about general vs VIP admission? Watch the video & check out the link in the comments/bio. Questions? DM me. Ask yourself... What would change in your life if you knew exactly how to build authority? How would workplaces change if as many female engineers learned this as possible? Secure your spot now 🖤 p.s. only 8 spots available for VIP (and I thinkkk my newsletter subscribers have already taken one or two 🤓) #femaleengineers #3daychallenge #authority  

Creating a more inclusive environment 🌍 In the UK, engineering firms have a unique opportunity to foster inclusivity and diversity, particularly for female candidates. With women making up only 12% of the engineering workforce (source: WES), it's clear that more needs to be done to bridge this gap. One effective strategy is to implement mentorship programmes. By pairing female engineers with experienced mentors, firms can provide guidance, support, and career development opportunities. This not only helps in retaining talent but also in building a sense of community and belonging within the workplace. Additionally, flexible working arrangements can play a crucial role. Offering options such as remote work, flexible hours, and part-time roles can make engineering careers more accessible to women who may have other commitments. This flexibility can significantly enhance work-life balance, making the profession more attractive to a broader range of candidates. Lastly, promoting a culture of inclusion through regular training and awareness programmes is essential. Educating all employees about unconscious biases and the importance of diversity can create a more welcoming environment. This cultural shift can lead to a more innovative and productive workforce. By taking these steps, UK engineering firms can not only attract more female candidates but also ensure they thrive in their careers. Let's work together to build a more inclusive future. 💪👩🔧 #WomenInEngineering #DiversityAndInclusion #EngineeringUK

Creating a more inclusive environment 🌍 In the UK, engineering firms have a unique opportunity to foster inclusivity and diversity, particularly for female candidates. With women making up only 12% of the engineering workforce (source: WES), it's clear that more needs to be done to bridge this gap. One effective strategy is to implement mentorship programmes. By pairing female engineers with experienced mentors, firms can provide guidance, support, and career development opportunities. This not only helps in retaining talent but also in building a sense of community and belonging within the workplace. Additionally, flexible working arrangements can play a crucial role. Offering options such as remote work, flexible hours, and part-time roles can make engineering careers more accessible to women who may have other commitments. This flexibility can significantly enhance work-life balance, making the profession more attractive to a broader range of candidates. Lastly, promoting a culture of inclusion through regular training and awareness programmes is essential. Educating all employees about unconscious biases and the importance of diversity can create a more welcoming environment. This cultural shift can lead to a more innovative and productive workforce. By taking these steps, UK engineering firms can not only attract more female candidates but also ensure they thrive in their careers. Let's work together to build a more inclusive future. 💪👩🔧 #WomenInEngineering #DiversityAndInclusion #EngineeringUK

Creating a more inclusive environment 🌍 In the UK, engineering firms have a unique opportunity to foster inclusivity and diversity, particularly for female candidates. With women making up only 12% of the engineering workforce (source: WES), it's clear that more needs to be done to bridge this gap. One effective strategy is to implement mentorship programmes. By pairing female engineers with experienced mentors, firms can provide guidance, support, and career development opportunities. This not only helps in retaining talent but also in building a sense of community and belonging within the workplace. Additionally, flexible working arrangements can play a crucial role. Offering options such as remote work, flexible hours, and part-time roles can make engineering careers more accessible to women who may have other commitments. This flexibility can significantly enhance work-life balance, making the profession more attractive to a broader range of candidates. Lastly, promoting a culture of inclusion through regular training and awareness programmes is essential. Educating all employees about unconscious biases and the importance of diversity can create a more welcoming environment. This cultural shift can lead to a more innovative and productive workforce. By taking these steps, UK engineering firms can not only attract more female candidates but also ensure they thrive in their careers. Let's work together to build a more inclusive future. 💪👩🔧 #WomenInEngineering #DiversityAndInclusion #EngineeringUK