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Estd Yr 2000 Arya 1st Old Campus REAP Code : 14

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Dr Arun Arya

1800-266-2000 1800-266-2000 1800-266-2000

Contact for Admission

Arun Arya

Prof. (Dr.) Arun Arya

Estd Yr 2000 Arya 1st Old Campus REAP Code : 14

Admission Contact

Dr Arun Arya

1800-266-2000 1800-266-2000 1800-266-2000

Contact for Admission

Arun Arya

Prof. (Dr.) Arun Arya

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Female Engineers in India

  /  Career & Self-Help   /  Female Engineers in India

Female Engineers in India

Why is it good to have female engineers

In today’s time, digitalization has impacted every industry and fundamentally changed the way we work for the better. Tech advancements and investments into artificial intelligence industry have stimulated job creation. Thus, engineers of Engineering Colleges in India are expected to be in demand and create more jobs as possible. There are millions of manufacturing jobs that will need to be filled over the next decade, an industry that often intersects with engineering through innovation. With so much growth and opportunity, it is good to be working in STEM.

However, the outlook is a bit grimmer. Jobs are being created faster than employers can fill them, and highlighting the acute lack of skilled workers in the field. To get around this talent shortage, employers must start looking towards an untapped talent pools to fill the gaps created by this increased demand for STEM talent.

The situation of Women in STEM

Women are considered as the largest untapped reservoir of talent in the world. Within the last two years, the industry has taken steps to improve enrollment efforts of women. Game-changers like best engineering colleges have promoted initiatives like STEP (Science, Technology, Engineering, and Production) Ahead, which serves to mentor and recognize women and further leads research efforts tackling this important topic. Such programs are changing the perception of women in STEM and catching the eyes of women everywhere.

Although there have been great strides toward progress in these predominantly male-dominated industries, the end goal still remains difficult. Even after this, women are facing a large disconnect between the school and the workplace. To resolve the STEM talent gap, the problem must be tackled from all sides like schools, organizations, research institutions and the companies themselves.

Make a Seat for Women at the Executive Table

Since women makes a small portion of the overall STEM workforce, many work environments in these fields leave a lot to be desired in terms of inclusiveness. A research has been conducted by the students of Best BTech Colleges in Jaipur which shows that 30% of women who have left the engineering profession cite organizational climate as the main reason. For women to feel truly welcome in STEM workplaces, must gain more seats at the leadership table to fill gaps that companies may often miss on their own.

Aim for Female Employees to Have Longer Job Tenure

Women have made tremendous strides in education and have made their impact on the national workforce in many great ways. However, there is an uptick in engineering degrees earned by women in recent years, the ones who enter the workforce rarely stay. Due to this, there’s a multitude of layers as to why, and many women experience different hurdles depending on the STEM industry they’re in.

In order to address them, businesses will have to take an honest look at their current approach and train their recruitment and retention strategies to encompass more diversity and inclusion (D&I) initiatives and weave them into their overall brand message. Common themes across all workplaces play a huge role in the rate of turnover the engineering industry is facing today, and businesses would do well while revamping their inclusion strategies.

There are four considerations to think about while drafting your D&I strategy.

1. Women are lacking in leadership roles

Putting a woman on your board of executives is a great step, but the career pathways of women in your organization must made visible. Start by identifying and promoting worthy women employees, because of the skills they possess and accomplishments they’ve accumulated over the years. By identifying and developing female leaders, this shows existing women in your workforce that you are giving them the credit they deserve and that you respect them just as much as their male counterparts.

2. A non-inclusive workplace culture

Many engineering companies are male-dominated, which can create unwelcoming environments for women. If companies are going to get serious about increasing the number of women in the workforce, and truly have an inclusive workplace, they must ensure making everyone feels welcome and included making workplace culture more inclusive can be complex considering the state of our current social climate.

3. Benefits and pay aren’t exactly female-friendly

Women do not earn the same amount as their male counterparts. In reality, female engineers earn 10% less than their male colleagues overall. Help bridge this gap by committing to equal pay practices in your workplace. If students of engineering colleges Jaipur manage to do so successfully, their company will become a magnet for attracting the kind of diverse talent it needs to achieve its goals.

4. Lack of new talent coming through the door

Gender roles play a major role in societal views and this impacts how children form attitudes about the careers that they might become interested in.Create programs where you can partner with best engineering college in Rajasthan from elementary up through the college level and show students real-world examples of what an engineer does in the manufacturing sector.

Conclusion

Another way to challenge commonly held perceptions about engineering is to talk about what role of engineers with the community. Many people outside the industry have no idea what an engineer actually does, and let alone the vast amounts of STEM opportunities that are available within the manufacturing sector.

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