Gender inequality is a huge problem in the automotive industry.
There are a very small handful of female engineers at companies all over our industry, the imbalance is still very noticeable. Even in the ‘most balanced’ European labour markets, and that itself is a terribly inaccurate label, Latvia and Hungary lead the way (>30%), followed by Sweden, France, Ireland (all >20%) before reaching the doldrums of Denmark, Italy and Germany (all ~15%) and embarrassingly, the UK at a slice above 5%.
“Women in Engineering” Tickets at €175 each for the first 10 to Brussels!
What can we do about it as a company? We have added a number of “Women in Engineering” tickets for AutoSens. We want more women to be involved in AutoSens, shaping the future of vehicle perception technology. The first 10 are €175, the next 10 are priced at €250, then €325 thereafter.
Just looking at some indicative stats on our website, audiences are changing, slowly.
Among visitors to our website in the lower age brackets, the imbalance is shrinking (18-24 = 33% female, 25-34 = 28% female) – but that suggests there’s still a lot of work to do.
When we compare the overall website figures to event attendees, we see a markedly different picture. A disparity between the gender of website visitors (around 20% female) and visitors to our events (less than 10% female).
Don’t leave it to women to fly the flag!
We are one of many organisations and employers that feels this is detrimental to the marketplace, not least because of the many talented scientists, technologists and engineers employed in the market place.
We reached out to a number of women in senior engineering working in the automotive technology field, asking a number of questions about how to re-balance the gender split. Unfortunately, they were, perhaps in line with some of the research that’s referenced here, far too busy being hugely successful trailblazers.
While female engineers are important mentors and role models for influencing career choices – it’s also presumptive and unnecessary to believe that industry cannot take on some responsibility, irrespective of the gender of people talking about it.
Whether the logic or solution is sound is not for us to judge, however, if age and seniority influences whether it’s cost effective for someone to attend AutoSens (most often senior engineers, where the gender bias is at its worst) we hope that creating a low-cost ticket that is gender focussed will enable women in the industry to take advantage of the event.
We know that our events are useful learning experiences, with networking, conference sessions, exhibition displays and time among other experienced professionals.
It might just be the opportunity some bright sparks need to step their career up a notch, and show the industry what women really have to offer.
Book your Women in Engineering Tickets for AutoSens
Simply select which conference from the tabs below (Brussels or Detroit)
What women thought of AutoSens
We caught up with Margaret Belska formerly at NVIDIA at AutoSens Detroit last May.
“I’m pleasantly surprised at how many women there are attending [AutoSens], also very happy to see several women speakers – I’m sure that’s even harder than just getting attendees. Its fantastic to have that representation. We are here, we work in this field, there’s not a lot of us but the more of us [that can be seen here], is going to inspire more women to come into the field and contribute. … Women are a really big part of this industry, and being able to contribute to the development of these technologies is really important. You need that different perspective.”
We also spoke to Buyue Zhang, Engineer at Intel
“[The discounted Women in Engineering tickets are] absolutely essential to bringing female engineers to the conference. They are a great help! [The gender imbalance] is actually not improving quite honestly. There are simply not enough women in this field. It is not a solvable problem at this level – there are so few women in engineering. It needs to be solved earlier in pipeline. Young engineers need encouragement to pursue their path and not give up.”
Country study – How the UK aims to rebalance the market
The gap in the UK is far greater than other European countries, so the UK Government aims to create opportunities for all and close the gender gap, not just by highlighting any pay differences (for larger employers, now obliged by law).
Its plans including a ‘Women in Innovation’ programme, aim to make significant impacts, but realistically won’t begin to level off the imbalance for 5-10 years. Plans include dedicated funding including conversion programmes, female focused innovation incubators, additional InnovateUK sponsored competitions focused on themes, digital coding camps and use the power of public sector procurement to secure private sector action on gender based skills.
The goal is to secure a balanced gender workforce. The huge gender imbalance that is recognised in the engineering, science and technology world (per research undertaken by the Royal Academy of Engineering in 2016) should be considered as an exciting opportunity for the automotive technology market.
Baroness Martha Lane Fox – Tech entrepreneur, board member of Twitter and founder of Lastminute.com – continues to promote the uptake of some 800,000 unemployed women or mothers wanting to return to the workforce. As a philanthropist, she has more recently founded Doteveryone, a research and think tank aimed at achieving equality online. One of their workstreams, 5050tech, is focussed specifically on gender, with the aspiration that half of the UK’s tech workforce are women in ten years’ time.
Today, women occupy only 17 percent of tech specialist jobs. Fewer than 1 in 10 of these women are in leadership positions, and there is a significant gap in gender pay across the industry. But there’s a twist. Doteveryone’s research shows that high-tech companies led by women are more capital-efficient than the norm.
In its report on Britain’s Digital Future, the House of Lords Select Committee identified that increasing the number of women working in information technology (IT) alone could generate an extra £2.6 billion each year. Their ‘Make or Break’ report, also published in 2015, cited the lack of women in technology-driven industries being much wider than just the digital economy, with women representing only 6% of the engineering workforce and only 15.5% of the science, technology, engineering and mathematics (STEM) workforce.
The Institute for Public Policy Research, suggested the problem could be reduced to four key challenges:
- Too few girls (14-19 yrs) acquire the prerequisite qualifications in STEM subjects
- Addressing the unhelpful perception of STEM and engineering careers, among both girls and their families, as ‘masculine’ or ‘brainy’
- Poor understanding of engineering careers, and the engineering pathway
- The STEM ecosystem is fragmented, which increases likelihood of duplication.
The IPPR went on to suggest a holistic approach to shaping girls’ ideas of what the future holds for them, driven by intervention at a much younger age. Using inclusion training for teachers, access to diverse role models and mentors for pupils from primary school onwards. Better careers advice would help to de-mystify career options in science – again, this should start as early as possible, and be implemented in the primary school curriculum, and it should also involve working with local employers.
Because aspirations are in part shaped by family and other key influencers, it is also important to work with families to boost science capital, meaning more students and families know that pursuing science keeps doors open instead of shutting them down, and would meant that more young girls will consider engineering as a rewarding and fruitful career option.
Just 10 available at this low price! Purchase your “Women in Engineering” Tickets for AutoSens above.