Is There Still Discrimination Against Women in the Engineering Field?

Discrimination against women in the engineering field is a complex and nuanced issue, with varying experiences depending on the context. This article explores this topic through insightful interviews and personal anecdotes, providing a holistic view of the current landscape.

Company Level Experience: Treating Everyone Equally

Not all environments in the engineering field perpetuate discrimination against women. For instance, in a team of 10 software engineers where 3 members are female, the team operates on the principle of equality. Each team member is treated equally, and everyone helps each other based on their knowledge and experience. The team fosters a collaborative and inclusive environment, where women are not given special treatment or set apart from their male counterparts.

According to reports and personal experiences, in such environments, women are not treated differently except for personal preferences and specific scenarios. For example, a software engineer mentioned that she earned the same amount as her husband before they had their first child and continued to do so until the child was born. Furthermore, in professional settings where work schedules, industry experience, and qualifications are the same, women tend to earn as much as men, or even more, despite not being willing to travel or work overtime.

These findings suggest that discrimination might not be as prevalent in environments where women are given equal opportunities and treated as equals. However, the reasons behind the wage disparity, such as willingness to work overtime or travel, can still play a significant role.

Personal Accounts: Challenges and Special Treatment

While some women are treated equally, others face specific challenges and even receive special treatment due to their gender. An industrial engineer shared her experience of being given special accommodation during her pregnancy. She stated that at her workplace, physical restrictions were a major issue, especially in a clean room environment where chemicals can be harmful. Since no one wanted her to be present during a state of nausea, the company reassigned her to a warehouse and inventory management role until her pregnancy was no longer a concern.

In her personal experience, she also noticed that women who take leave for any reason, whether it is for parental care, medical conditions, or managing other responsibilities, are often disregarded for opportunities that are instead given to those perceived as more committed to their job. This highlights the subtle yet prevalent biases that can exist within the engineering field.

Structural Barriers and Research Evidence

Discrimination against women in engineering is not just an individual issue but a structural one. The fact that premier engineering institutes struggle to give special female quotas suggests that women are not approaching these fields on their own accord. This gap in representation raises questions about the systemic barriers that continue to discourage women from pursuing engineering careers. Structural issues such as limited visibility, lack of role models, and stereotypes can deter women from entering and staying in the field.

Furthermore, the push for gender quotas indicates that more needs to be done to create inclusive environments that encourage all individuals, regardless of gender, to participate in the engineering field. By addressing these structural barriers and fostering a more inclusive culture, it is possible to reduce discrimination and promote equality.

Conclusion: The Journey to Equality

The experiences from both the company level and personal anecdotes reveal a complex reality in the engineering field regarding gender discrimination. While some environments treat women as equals, with no special treatment, others still face challenges and are given special accommodations. Furthermore, the push for quotas by engineering institutes indicates that structural barriers continue to discourage women from pursuing engineering careers.

Ultimately, the path to equality involves not only individual efforts but also structural changes that promote inclusive practices and inspire women to participate fully in the engineering field. By addressing these issues, we can create a more equitable and diverse professional environment for all individuals.