Engineering shapes almost everything around us, from the transport we rely on to the technology in our pockets. Yet the people building that world don't fully reflect the world they're building it for. That's a challenge for the profession, but it's also one of the biggest talent opportunities available to employers today.
While women remain underrepresented across engineering and technology, there are encouraging signs that the landscape is beginning to change. New research from the Institution of Mechanical Engineers (IMechE) and Unifrog suggests that girls are leading the way in some of engineering's fastest growing and most innovative fields, including biomedical engineering, biotechnology, artificial intelligence, and healthcare technologies. In fact, girls have now overtaken boys in interest in biomedical engineering, challenging long-standing assumptions about who pursues engineering careers.
The findings also reveal a broader shift in perceptions of the profession. Engineering is now ranked as the third most popular university subject among young people in the UK, with growing interest across a wide range of disciplines. While there is still progress to be made in improving gender representation, these trends suggest that the future talent pipeline may be stronger and more diverse than many realise.
Let's look at where we stand today, why change matters, and what employers can do to attract more women into engineering careers.
The current situation
The numbers tell a clear story. Women currently make up just 17% of the engineering and technology workforce. For a sector this vital to the economy, that's a significant imbalance.
Historically, engineering has struggled to attract girls and young women, with stereotypes, limited visibility of role models, and misconceptions about what engineering careers involve all acting as barriers. By the time young people make decisions about GCSEs, A-Levels, apprenticeships, and higher education pathways, the talent pool has often already narrowed.
However, recent research suggests attitudes are changing. Girls are increasingly drawn to engineering disciplines that directly connect technology, science, and improving lives, particularly areas such as healthcare technologies, biotechnology, and biomedical engineering. This shift reflects a growing understanding that engineering isn't just about machines and infrastructure, it's about solving real-world problems that affect people and society.
At the same time, demand for engineering talent continues to grow. The UK needs around 240,000 new people to join the engineering and technology workforce every year up to 2030. That's a substantial challenge, and one that cannot be solved by recruiting from only part of the available talent pool.
Why more women are needed
This is where challenge becomes opportunity. Bringing more women into engineering isn't only the right thing to do, it's a smart business decision with measurable benefits.
First, there's the skills shortage. With hundreds of thousands of new entrants needed annually, organisations across the sector are competing for a limited pool of talent. Employers who actively engage underrepresented groups gain access to skills and perspectives that competitors may be overlooking.
There is also a strong economic case. Research has shown that increasing female participation in engineering can unlock significant earning potential for individuals, while helping businesses build a stronger and more productive workforce.
Then there's innovation. Diverse teams bring different experiences, viewpoints, and ways of thinking. That diversity often leads to better problem-solving, greater creativity, and stronger decision-making. In a sector driven by innovation and continuous improvement, those advantages can have a direct impact on performance and growth.
Engineering's future will be shaped by emerging fields such as artificial intelligence, biotechnology, sustainability, healthcare technology, and advanced manufacturing. The latest research suggests girls are already showing strong interest in many of these areas. The challenge for employers is ensuring that interest translates into education pathways, careers, and long-term progression opportunities.
Strategies to attract more women
The good news is that meaningful progress doesn't always require large budgets or complex programmes. Small, deliberate changes to recruitment and workplace culture can make a significant difference.
Rewrite your job descriptions
Masculine-coded language can unintentionally discourage women from applying. Use gender-neutral wording, remove unnecessary jargon, and focus on the skills and impact of the role rather than an extensive wish list of requirements. The goal is to attract people with potential, not just those who tick every box.
Introduce blind screening
Removing names and personal details during the initial screening stage helps ensure applicants are assessed on skills, experience, and potential rather than unconscious assumptions.
Build diverse interview panels
Representation matters. Seeing women involved in the recruitment process can help women applying for roles feel more confident about joining an organisation and diverse interview panels can also reduce bias and improve hiring decisions.
Reach talent through different channels
Partnering with women-in-STEM organisations, returner programmes, schools, colleges, universities, and apprenticeship providers can help organisations connect with talent that may not be reached through traditional recruitment methods.
Partner with recruiters who understand the sector
Working with a recruitment partner that has dedicated engineering and manufacturing specialists can help you access wider, more diverse talent pools. They can advise on inclusive hiring practices, headhunt the right people, and help strengthen your talent pipeline. With deep knowledge of the sector and access to specialist networks, they can support you in attracting talent that might otherwise be difficult to reach.
Offer genuine flexibility
Flexible and hybrid working arrangements are increasingly important when jobseekers are evaluating opportunities. Making flexibility visible within job adverts can broaden your appeal to a wider range of applicants.
Showcase female role models
The IMechE research demonstrates that girls are increasingly interested in engineering careers. Employers can build on this momentum by highlighting women already succeeding within their organisations through case studies, profiles, speaking opportunities, and mentorship programmes.
Create an inclusive culture
Attracting women is only part of the solution. Retaining and progressing talent requires a workplace where people feel valued, supported, and able to contribute fully. Psychological safety, clear development opportunities, and inclusive leadership all play a role.
What's next: building on positive momentum
Individual employers can make a difference, but lasting change requires collective action.
That's why initiatives such as the 40 by 40: Gender equity in engineering and technology education are so important. The ambition is clear: by 2040, young women should make up 40% of people on educational pathways leading into engineering and technology careers.
The initiative calls for coordinated action across education, industry, and government to improve STEM teaching, strengthen careers education, create more inclusive learning environments, and challenge outdated stereotypes about engineering.
As employers, we have an important role to play. Every inclusive advert we write, every diverse interview panel we assemble, every mentoring opportunity we create, and every woman we support into leadership sends a powerful signal about who engineering is for.
The talent is out there and, increasingly, it's showing an appetite for engineering careers. The opportunity for employers is not simply to attract more women, but to ensure they can thrive, progress, and shape the future of the profession.
If you are looking for a talented engineering or manufacturing professional to join your team, or seeking a new role yourself, get in touch with one of our specialist recruitment consultants today.
