Gender Equity in Engineering and Tech: Are Women Leaders the Solution to the Leaking Pipeline, Innovation, and Profitability?

Gender Equity in Engineering and Tech: Are Women Leaders the Solution to the Leaking Pipeline, Innovation, and Profitability?

Belinda Mutoni | 2022

Abstract

The issue of gender inequity in the male-dominated industry of engineering and technology (E&T) is massive today in contrast to the increase of graduation and recruitment of women engineers. Through interviews, books, industry publications, and journals, this publication will explain the barriers to gender equity in leadership in E&T. From personal experience, personal interviews, and research, I demonstrate the causal loop diagram (CLD) showing where gender equity in E&T leadership is today and the desired future state to develop corporate and public policies, procedures, and programs to mentor and promote into E&T leadership. The paper uses working examples of gender equity in leadership of public and private organizations to solve the gender inequity in E&T leadership. To fully understand how to reduce gender inequity in E&T, I interviewed leaders in E&T, researched other industries, and country policies that have succeeded in increasing Diversity, Equity, and Inclusion (DE&I) to close the gender gap in leadership.

The paper starts with defining gender equity, gender equality, and the gender gap in science, technology, engineering, and math (STEM) then translating the current state of gender equity in leadership. Next, I used interviews with industry leaders, research of other industries, and comparing country policies to identify the barriers to gender equity. I approach solving gender equity in E&T with three playbook steps addressed to executives and policy makers to close the gender gap. I conclude that achieving gender equity in E&T leadership will simultaneously develop the pipeline, innovation, and increase the bottom line for organizations.

The research findings used to create the playbook steps to gender equity in E&T leadership revealed gaps in areas of mentorship, family responsibilities, and leadership support as a continued barrier to gender equity. This paper and the accompanying lessons will provide succinct steps to support women and executives in E&T to support aspiring women leaders to reach their peak potential as they align with the organizational objectives and close the gender gap in leadership. Finally, I detailed the steps to achieve gender equity as a playbook for executives and policy makers to ignite a cultural change in E&T for more gender equity in executive leadership with the goal of increasing innovation and profit gains by tapping into the leadership talents of women.

Keywords: Engineering and Technology (E&T) Leadership, Gender Equity, Gender Disparity, DEI (Diversity Equity & Inclusion), Mentorship