The Top 3: Equity, Diversity, and Inclusion to Validate Experience

Deloitte, along with The Manufacturing Institute and APICS, recently surveyed more than 600 women in manufacturing to understand the reasons for the gender gap and figure out how to close it.  It’s an illuminating report that’s worth a read. Based on their findings, here are some ways we can attract and retain this untapped workforce:

1. Start early

Skilled trades and STEM careers have typically attracted more men than women. To encourage women to consider a career in manufacturing, we have to start earlier. It’s more than encouraging more females to consider STEM fields.

It’s also about changing the way manufacturing is perceived and reflect it as a rewarding, high-skill, high pay career option. It would help to show women excelling in the field so that women can see themselves in that environment.

Take action: Put women at the forefront of marketing and recruitment efforts. Open the doors to young women to show your facility, debunk common manufacturing myths, communicate your values, and highlight female employees. Here’s a great example.

2. Develop a culture of diversity and inclusion

A diverse workforce is not just good for workers, it’s good business. Companies that walk the talk and value diversity at all levels see the benefits of different perspectives. Diversity of thought encourages inclusion but also innovation, balance, and improved financial performance. It’s more than putting up a few posters in the lunchroom though.

Take action: Employers need to ask hard questions about their workplace, examine biases at every level, and hold the entire organization accountable.

3. Focus on work-life balance

It’s a fact that women carry most of the load in terms of family commitments and caregiving. However, in most manufacturing facilities, shift work is an unavoidable reality. This can limit women’s availability but also promotion opportunities.

Take action: Businesses should find creative ways to understand and accommodate a balanced work-life for women.  

4. Support professional development

In the Deloitte survey, women ranked promotion opportunities and interesting assignments as a top motivator to stay in the industry. It makes sense – a challenging career path with support from management is a great reason to stay in a job. Companies who invest in leadership, diversity, mentoring, and professional development for women will see higher rates of retention.

Take action: Invest in professional development and mentorship opportunities for women.