Engineers have shaped the world we live in. Climate change, coupled with population growth in our increasingly uncertain world, elevates the need for engineers to continue providing solutions for many of the problems we face. For engineering to thrive and unlock new ideas, we must provide an environment where individuals can contribute to their maximum potential.
The UK engineering economy employs 8.1 million people and accounts for over 30% of the UK’s economic output. Women make up just 16.5% of the engineering workforce, compared to 48% of the working-age population.
Additionally, 11.4% of the engineering workforce are Black, Asian, mixed, or from another ethnic group, compared to 28% of the working-age population. Diversity brings different perspectives, experiences, and strengths.
However, I kindly request that you look around your office now or reflect upon this. I am sure you will agree that we could do more to promote engineering as a viable career choice for all people.
The UK trails behind Spain, France, Denmark, and Sweden in terms of gender balance within the engineering workforce, and many engineering businesses openly express concerns about attracting suitable candidates to vacant roles. Therefore, why not widen the talent pool?
I appreciate that this is much easier said than done, especially after completing the Royal Academy of Engineering’s Inclusive Leadership Programme with colleagues from Zurich Engineering and 11 other engineering businesses.
This programme has certainly helped improve our organisation’s culture after implementing many equality, diversity and inclusion (EDI) changes. I encourage all engineering businesses to look into this initiative provided by the Academy (www.tinyurl.com/5fnpwnc9).
Inclusion is the practice of ensuring that everybody, regardless of their differences, has equal opportunities to participate and thrive. It fosters a sense of belonging, promotes cohesion, and ultimately leads to a more productive and harmonious environment.
Importantly for engineering, and linking with my opening paragraph, inclusion enhances creativity and innovation.
At Zurich Engineering, we understand that efforts to ensure an inclusive environment are linked to recruitment, emphasised by the fact that women are now leaving the engineering industry faster than they are joining.
We commenced a project with the Royal Academy of Engineering in 2024, which started by developing EDI knowledge and led to changes in interview formats, provision of inclusive PPE, and amending many internal documents (plus much more).
Work in this area continues under the leadership of our Women in Engineering group. Activities have reached many areas of our business, and the collective knowledge growth should sustain continued inclusive practices and initiatives.
I understand that many organisations may not have the resources to undertake large projects, and unfortunately, there is not a ‘one size fits all’ approach for organisations to adopt.
But recognising and talking about inclusion is a starting point, no matter where you think your company’s EDI culture sits. Engagement with colleagues, networking with industry associations, and taking advantage of initiatives provided by many organisations will accelerate progress.
The Royal Academy of Engineering has recently published a report (www.tinyurl.com/3sm7txdf) detailing the benefits of improving EDI within engineering.
The report goes much further than the abundance of already available literature outlining moral and ethical benefits (notwithstanding legal obligations) but also evidences business benefits.
Small, medium, and large businesses can all take action to improve EDI throughout the engineering industry, and now there is also a business case, so why wouldn’t you?