From the Blog

Women in Manufacturing: Gaining Strength in Numbers

Women in manufacturing is hardly a new concept, but it’s one that is growing in urgency given the rate at which older workers are retiring and the lack of qualified candidates waiting to fill those roles. The American Welding Society estimates that, in their industry alone, 314,000 welding professionals will be needed by 2023, given current job openings, anticipated openings and the 160,000 welders approaching retirement age.

Comprising nearly one-third of the manufacturing workforce today, women are already making a significant impact in the field. But we need to move the needle further.How can we make manufacturing jobs more attractive to women — and set them up for success?

We tapped three of the speakers joining us for the Women of FABTECH Breakfast this November — each an industry leader with a passion for supporting the next generation of manufacturers — to share their experience and insight.

On Working in a Historically Male Dominated Industry …

Did you run into any gender bias in your career path? How did you navigate those issues?

Lisa Winton, CEO, Winton Machine Company: Early on, people assumed that I was working for my father or that the business was my husband’s and I just help. I still go to family gatherings where older extended family will ask me, “How’s George’s business?” I think education and mentorship are the best ways to level the playing field and you should seek out both male and female role models. I’ve been involved in manufacturing organizations of various sizes over the past 10 years. Sometimes I’m the only woman in the room and sometimes it’s a room full of women. I think with age and knowledge comes confidence for women, where men don’t always seem to need the amount of knowledge or experience to be confident.

Scarlet Hao, Digital Strategy Consultant, Accenture: Yes, unfortunately, gender bias has been an issue across many industries. In a previous role, I found it important for leadership to hear my voice. I made individual appointments with the executives, explained about my experiences and perspective, presented the value that I bring to the company as well as my expectations for career development. I continued to follow up with them until I had the positive outcome I desired. It was also very helpful for me to find allies among my colleagues. We organized a women’s group and had meetings with leadership biweekly so they could hear our experiences and solve issues.

Holly Gotfredson, President, American Metalcraft, Inc./Finishing Dynamics: I have been very fortunate that most companies in the metal industry have embraced more diversity in the workforce. While I have met with the occasional negative comment or assumption about my lack of ability, overall, it has been a very positive experience.

On Making Manufacturing a Career of Choice …
What can companies do to make manufacturing careers more attractive to women and actively recruit women into the workforce?

Hao: Creating a workplace with equal opportunities and equal pay and promoting barrier-breaking programs is a great place to start. This could include sharing internal female leader role models and communicating these examples on a company’s website or in the recruiting process, advertising the competitive benefits for female employees on LinkedIn,  as well as campaigns with schools and job fairs for talent acquisitions. Actively promoting a women-friendly company culture, creating innovative content for e-newsletters and working with media companies proactively for any interview opportunities are additional ways to attract women to manufacturing careers.

Gotfredson: I think women that are already involved in male-dominated fields have a great opportunity to spread the word and become mentors to the next generation. Companies that support and encourage those efforts will most likely see an increase in their female team members. Companies that provide free health care, paid time off and flexible work schedules are going to also be successful in recruiting women.

Winton: Attracting more women in manufacturing and technical fields starts early in the home and in schools. Companies need to send female volunteers into the middle schools in particular, and invite Girl Scouts and other female organizations into the workplace throughout the year. Parents are often barriers to girls pursuing manufacturing careers. In some cultures, they don’t support their girls going into what they consider male trades. We need more marketing campaigns highlighting women who are successful in manufacturing and more photos and videos of girls building robots and building Erector sets. I think it’s interesting that Lego launched a line in 2012 specifically for girls.

On Supporting Women and Minimizing Turnover …

Recruiting is one side of the coin, retention is another. What steps can leaders — male or female — take to create an inclusive environment where women can thrive, from the production and assembly lines to the C-suite?

Winton: I’m a firm believer in mentors and I think you should have more than one. To help women thrive in a male dominated industry they need male mentors as well. I think companies need to lead by example and show that they invest in women and have a track record of promoting women because they are ready and qualified. It’s counterproductive to promote based on gender. It doesn’t help us.

Involvement in industry organizations is important but can be difficult if you’re trying to manage a family and work. Women often need more flexibility which is why they are often overlooked for promotions. I’ve visited manufacturing plants where certain departments are 90% female and have been told that they are more detail oriented and do a better job overall than men. Having internal recognition programs, engaging men in the process, and nominating female leaders for community and industry awards is a great way to highlight the women leaders in a company.

Hao: Be transparent and establish clear criteria for evaluation and salary, and provide opportunities for structured training, exposure to multiple projects and involvement in cross-business networking and professional development groups/programs. Also, regularly track the percentage of women on the team, including in senior executive positions, and create resources for female employees to receive support from the company.

On the Urgent Talent Shortage …

Many suggestions for building a talent pipeline start with supporting STEM education — which will benefit the industry in the long-term but won’t do much to alleviate today’s critical talent shortage. What strategies can companies use if they need to hire now?

Hao: Create a communications strategy to attract job candidates and expand candidate pools by targeting veterans, women and the long-term unemployed. Avoid focusing too much on job candidates’ specific skills and experience — consider their competencies and potential.

Improve your recruiting methods by working with the right hiring agency and HR tech, in addition to improving job visibility and postings, particularly among younger generations on social media. Reduce average hiring times and offer referral incentives to current employees.

Winton: According to The Manufacturing Institute, “Women today account for 1 in 3 manufacturing workers, despite representing half of the overall workforce.” Companies can begin to close the gender gap by offering more flexibility with job sharing, part-time positions and on-site or nearby childcare options. There are many women that haven’t considered careers in manufacturing and have transferable skillsets. Companies can create targeted programs based on open positions.

On Sharing Wisdom With the Next Generation …

What advice would you have for a young woman interested in starting a career in manufacturing? What do you wish someone told you?

Gotfredson: I would definitely join a professional organization that’s involved in manufacturing, get to know some folks that work in the field and ask to shadow them at work for a day or week. Ask lots of questions about what their day to day looks like and how the field differs from what they were expecting. You’ll have a better understanding of what sector of manufacturing interests you and will be a good long-term fit.

I grew up on the outskirts of Birmingham, Alabama. Back then, there weren’t any role models that were women working in non-traditional roles. Even as I grew up, I didn’t think that the A/E/C manufacturing space was a possibility for me as a career. It wasn’t until my late 20s that I discovered my manufacturing career path. I wish someone would’ve shared those career options with me when I was young; however, I’m actively presenting to middle and high school students in order to be the person to others that I needed when I was young.

Hao: Look for role models and find mentors — both male and female. Be bold and be clear about what you are striving for in your career. Find your allies and advocate for yourself and other women. Learn to work together with the females around you and build a strong workplace support system together. Believe in your abilities and be GOOD at what you do.

Winton: It’s important to do your research on the career paths available for the field that you’re pursuing now and in the foreseeable future. Technology is changing so rapidly, and you need to be a lifelong learner. Stay up on what’s new in your industry, especially as it relates to your career path. Find a few mentors that you connect with and reach out to them. Invite them for coffee.

When choosing a job, especially at the start of your career, don’t decide solely on pay if you can help it. You want to choose positions that will set you up for success in the future. Sometimes a smaller company that can’t pay as much will offer you a lot more experience that will benefit you more as your career progresses.

Believe in yourself and just keep moving forward. Know you’ll make mistakes along the way – recognize them, learn from them, but don’t dwell on them.

Looking for more? Register for FABTECH to reserve your seat for the Women of FABTECH Breakfast on November 9, where Gotfredson, Hao, Winton and Shelley Foland, CEO of Softies, will share the latest industry trends, marketing strategies and more.

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