In the article strategic business consultant, Angela Taylor, explores the debate surrounding retaining women in engineering and manufacturing, which has really sharpened in 2025, and it’s no longer just about representation.
It’s about systemic change, inclusive leadership and rethinking the entire talent pipelines, as Angela explains.
What’s the current situation?
- Women still only account for 26% of the UK’s manufacturing workforce, which falls to 15.7% in engineering and technology roles.
- The UK has the lowest ranking of the top 15 global manufacturing leaders for female participation.
- On average, women earn 15.9% less than their male counterparts in the manufacturing sector.
What’s influencing the change?
With 92% of UK manufacturers facing a skills gap, attracting and retaining women is a business-critical move, which will play a vital role for innovation, competitiveness and sustainability.
The number of people in the UK who are defined as being economically inactive, which currently stands at over 9 million people in the UK (aged 16-64), is further impacting on recruitment and the skills shortage.
What are companies doing to make real impact?
1. Inclusive Recruitment & Onboarding
- Set defined gender parity targets for early careers.
- Use blind CV screening and inclusive language in job adverts.
- Offer structured onboarding with mentoring and peer support.
2. Flexible Work & Career Pathways
- Offer flexible hours, hybrid roles and phased return options.
- Create clear progression routes with visibility on promotion criteria.
- Support mid-career transitions with tailored development plans.
3. Mentoring & Sponsorship
- Launch formal mentoring programs with female leaders to support women re-entering or advancing in technical roles.
- Pair high-potential women with executive sponsors who advocate for their advancement.
4. Culture & Leadership Accountability
- Conduct culture audits to identify bias and barriers.
- Train leaders in inclusive management and psychological safety.
- Celebrate female role models through internal campaigns and INWED events.
5. STEM Outreach & Pipeline Development
- Partner with schools and universities to inspire young women into STEM careers.
- Offer scholarships, apprenticeships, and internships targeted at underrepresented groups.
- Engage in community STEM events to build visibility and trust.
The benefits to business
Companies embracing these wide-ranging policies are experiencing a range of benefits, including:
- Higher retention rates among women aged 35-44 (a group historically prone to leaving the workforce).
- Improved innovation and team performance.
- A stronger business brand, especially important for attracting Generation Z and Millennial talent, who increasingly want to work for companies with an inclusive culture, where career progression embraces family life, with flexible working.
Angela Taylor is based in Sheffield and has significant experience working in the engineering and manufacturing sectors.
Angela supports start-ups and businesses that need expert help in creating and implementing business development strategies and processes but lack the time, budget, or experience to do it themselves.
She is also an Enterprise Advisor and STEM advocate, and passionate about talking up manufacturing by working with schools to educate young people about the wide range of options available, especially in STEM-related careers.
Follow Angela on LinkedIn