Why Are Women Leaving Engineering and How Can the Industry Retain More

The engineering profession has seen a significant increase in the number of women entering the field over the last few decades. Civil, Environmental, and Water Engineering, in particular, now have a much higher presence of women compared to the 1980s, where the percentage was less than 2-5%. Today, fields like Civil Engineering boast as many as 50% female participation, a testament to the progress made.

The Shift in Women’s Career Paths

Despite the rise in women in engineering, the workforce tends to see a stark decline in women after they reach their 30s. According to my observations, approximately 50% of women leave the profession between the ages of 30 and 40. This trend is attributed to the demanding nature of engineering careers, which can make it incredibly challenging to balance professional and familial responsibilities.

Engineering is a high-demand field that often requires long hours, making it difficult to manage a family. For instance, the cost of hiring a housekeeper and babysitter can range from $3000 to $4000 per month, which is more than a woman’s average salary of $6000 per month. The incremental cost of these services is often seen as trivial compared to the time lost with young children. If a woman is married to a man who can provide for the family, the motivation to work additional hours diminishes.

Variations in Career Choices

Not all women face the same challenges in balancing work and family. Some women don’t want to have children, and others prefer to prioritize their work while having children. Additionally, some women are willing to accept a demanding career and revert to part-time work during child-rearing years. Some may choose to marry men who stay home to fulfill the nurturing role.

However, on a broader scale, the majority of women tend to prioritize motherhood in their 30s and beyond, often returning to the workforce in their late 40s or early 50s at a reduced wage. This transition reflects a common life choice made by many, emphasizing the importance of family over a full-time demanding career.

The Industry’s Role in Retention

Regarding the importance of women in the engineering industry, there is a debate about whether women's exit from the field should be viewed as a problem. While women are certainly free to make their life choices, the industry can take steps to support their professional journeys. Companies can enhance the return-to-work policy for women who have taken a break to focus on their families.

Many women who enter the engineering field in their early 20s find themselves in an advantageous position. After building a career and establishing themselves professionally, they may choose to step back during their child-rearing years before eventually returning to the workforce. This path can provide women with opportunities to meet successful and educated men and can lead to fulfilling careers once their children are older and more independent.

Policy Recommendations for Industry

Specifically, the industry can take several steps to better support women. One critical step is to make it easier for women to return to the workforce. For instance, accepting individuals back into the field after a long leave for family reasons, possibly at an entry-level position, would be beneficial. This would not only help in retaining a valuable pool of talent but also in fostering a more inclusive and diverse workforce.

In conclusion, the industry should focus on providing women with the same opportunities as men without imposing specific choices. While a woman's decision to prioritize family may be viewed as a personal choice, the industry can work to make the transition back to the workforce smoother and more accessible.

Key Highlights:

The number of women in engineering has increased significantly, especially in fields like Civil, Environmental, and Water Engineering. Between ages 30 and 40, about 50% of women leave the engineering profession due to the demands of balance between work and family. The industry can support women's return to work by offering entry-level positions to those who have taken long leaves for family reasons.

Note: Statistics and personal anecdotes have been used to provide a comprehensive understanding of the situation.