Category: Stats & Researches

Hiring

hiring

Considering corporate culture in the hiring process is essential to finding the right fit for a business. Many times people have the right qualifications on paper, but if they don’t fit into the culture of the business, they’re not the right fit. For example, if a company values creativity and out-of-the-box thinking, someone who is too rigid in their thinking might not be a good fit, no matter how qualified they are. Conversely, someone too loose in their thinking might not be a good fit if the company values structure and orderliness. Considering corporate culture in hiring helps businesses find the right employees for their needs.

According to Scott Nostaja, head of organizational effectiveness at Segal, a leading benefits and HR consulting firm, it is time for employers to change their interviewing strategies to build highly engaged and, most importantly, happy teams. How does he believe businesses can accomplish this? By going beyond relying solely on a candidate’s experience and looking for people who exhibit the right behaviors that fit your culture. Employees who do not adhere to a common corporate culture dilute it, detracting from the essence that gives your company its identity and aids it in meeting aggressive goals.

Nostaja also strongly advises interviewers to use behavioral-based interviewing techniques. These allow interviewers to assess and understand how a candidate has behaved in previous situations using concrete examples. Better than “What are your greatest strengths?” is “Tell me about a time when you had to resolve an employee conflict, what were the circumstances, what did you do to resolve the conflict, and what were the outcomes.” Values interviews may appear difficult, but they can be easily adopted throughout the organization and by hiring managers. Here are some recommended tips to remember as you work to create a values-based hiring process:

  • Don’t just ask candidates how they support your company’s values; let them demonstrate it to you. Observe how they interact with other job applicants and employees.
  • Be clear about your values and culture.
    You probably do not want to hire someone who will fail and waste their time and energy (and yours). Being open is the most effective way to avoid this. Prospective employees will leave independently if they do not believe they will fit into your culture.
  • Do not combine skills and values in interviews.
    When you assess values in a separate and distinct process, you will almost certainly learn something that you would have missed if you simultaneously screened a candidate for skills and values. For example, focusing solely on skills may cause you to overlook a potentially great addition to your company with exceptional leadership qualities.

 


How Can You Hire the Best Employees Based on Culture Fit?

  • Create your company’s culture.

35% of US job seekers cite company culture as one of the motivators for applying for a specific job role. Consider what’s important to you as a brand and the community you want to foster and let that shine through on your company’s website. It assists job applicants in visualizing what your company stands for. Extend your company’s values to your social media profiles. You will get more potential employees who are a better cultural fit for your company. Finally, you want to be authentic on social media, attracting your tribe while repelling the wrong people.

  • Look for clues in the job application.

You can judge candidates based on their application when they respond to your job posting. For example, read their cover letter to learn what is most important to them and why they want to work for your company. An applicant’s cover letter gives you a good look into their qualifications, personality, and career goals. Identifying the right signs will help you make the right decision about the candidate. Have they read your company’s values and agree with them? The cover letter gives you a good idea of what potential employees can expect once they join your company.

  • Filter the applications based on cultural fit.

You could assign a small test task to applicants to see how they will fit into your company culture. You could, for example, ask them to create their own About Me page or email signature as a fun test. It gives you a great opportunity to analyze their personalities.

  • Discuss company culture during the interview process.

91% of recent hires attest that the interview process impacts their overall impression of the company. It is why, when interviewing candidates, you should discuss your company’s culture and values. Highlighting what distinguishes your company culture from your competitors will help you find the right fit when hiring. Being completely open about salary, benefits, and work schedule flexibility will help you attract the best employees in terms of cultural fit.

 

Reasons Why You Should Hire Staff Based on Culture Fit

  • Employee retention is influenced by culture fit.

40% of those who believe a negative or toxic work environment would cause them to quit their jobs blame it on company culture and values. The company’s support for employees’ professional growth, a better benefits package, and improved work/life balance are all aspects of a company’s culture that lead to higher employee retention rates. Cultivating a positive company culture will also result in increased team expertise and capability and an inspired and enthusiastic workforce.

  • A good culture fit promotes improved collaboration and productivity. It also fosters team bonding and collaboration, which leads to increased ability to reach the department and corporate goals and vision.

 


Final Takeaway

A great hire is more than just having the right skills for the job. Hiring someone who reflects your company’s culture increases the likelihood of a long-term, happy, and contributing employee. Remember, teaching your potential hires technical skills is easier than teaching them how to fit into an organization. Your objective is to get the best candidates whose characteristics and character reflect your company’s values. Focus on core values as much as skills, education, and experience when interviewing, and you’ll find someone who will thrive in their role and help your business thrive.

 

 

Women in STEM

A significant push to increase the number of girls enrolled in STEM (Science, Technology, Engineering, and Mathematics) programs have been made in recent years. While this is an important goal, simply getting more girls into these programs is not enough. We need to make sure that they are successful in these programs if we want to see real change.

Accenture and Girls Who Code conducted research in the United States and established that even if there are more women in IT areas now than there were decades ago, the proportion of women to men in tech roles has decreased approximately over the last three decades. Women continue to constitute a small minority of the teams that design and build the technologies that are critical to development. Approximately only 28% of women work in the STEM field, which means that many talented and capable women do not get the opportunities to pursue careers in these industries.

So how do we move the needle on females in STEM programs? Read this blog discover the key strategies that could make a real difference and move the needle on female success in STEM programs.

 

  1. Mind Your Language

This simply means being mindful of what we put out in the world as corporates. For example, the language used in job descriptions may unintentionally turn women off before they even begin. When hiring, use tools such as Textio, which ensure that your job descriptions are gender-neutral. You can run it through your job descriptions to look for words that speak to specific genders and ways to avoid unintentional bias.

 

  1. Support more women-led digital businesses.

Digital companies with venture capital funds that support startups can also be a significant catalyst for increasing the number of women in tech. These are women who are working in digital companies and creating and leading them. In 2019, women-led startups received an astoundingly meager 2.8% of VC funding. In 2020, the overall VC funding to women fell to 2.3%. This massive gender gap in VC funding makes it more difficult for women to secure the capital they need to grow their tech businesses.

In addition to VC investments, companies can provide mentorship, resources, and networking to women-led tech startups through accelerators, incubators, or innovation labs.

Cropped shot of businesspeople shaking hands in an office

 

  1. Avail gender diversity data to the public.

It is impossible to establish the exact composition of women in these firms unless companies disclose data on the number of women on their teams. The Equal Employment Opportunity Commission (EEOC) of the United States requires businesses to report occupational data by gender (and other criteria like ethnicity). Even in mandatory cases, some companies do not make this report public.

We can only compare data from different companies against the desired change when company disclosures make the information public. The 30% Club targets 30% female representation at the highest governance body level. It bases this on the premise that underrepresented voices are only heard, and their representation is normalized at 30%. Recent research by the Digital Inclusion Benchmark showed that although most of the 150 tech companies reported the composition of women on their Board of Directors, just 54 of these firms had the minimum 30% female representation on their board. Most of those companies were based in Europe or the United States.

 

4. Experiment with simple validation forms.

You don’t need to launch a full-fledged company-wide initiative to encourage women to pursue careers in technology. Try something as simple as saying “Good idea” when a female coworker suggests something you like. It is a simple way of showing support and making someone feel more confident. Shake things up in meetings by sitting somewhere new or having the attendees room switch places. These are small gestures that can have a big impact on how people interact and feel heard.

 

5. Create a standard definition for ‘technical roles.’

The number of women working at a digital company should not be a definition of ‘women in tech.’ While female representation at all levels is critical, it is also critical to understand what a technical role at a company entails. Are women working in call centers and human resources, or are they part of teams designing, building, and programming digital devices and services?

As per the World Economic Forum, women comprise only 14% of the workforce in Cloud Computing, 20% in Engineering, and 32% in Data and AI. While these are useful data points, they appear incomplete because they are based on LinkedIn data from only 20 economies. The Digital Inclusion Benchmark tracks how companies define technical roles in the benchmark, and it is clear that companies are struggling to define this category.

Some businesses refer to technical roles as “STEM-related” or “technical,” while others, such as Telstra, use the Australian Workforce Gender Equality Agency’s definition, which includes “Information Media and Telecommunications” as a category. With so many definitions of a technical role, it’s difficult to know who a company’s annual report refers to when it mentions “women in technical roles.” So, reaching an agreement on defining technical roles is the first step toward determining how many women truly work in technical roles in digital companies.

 

6. Engage with and impact the Community.

Recruiting a new generation of women is another critical component of moving the needle on women in technology. CODeLLA in Miami helps girls see a future in technology by bringing in interesting speakers and connecting them with hands-on projects. Its objective is to inspire the coming generation of Latina innovators to solve problems and create digital content.

Shot of a group of creative professionals using a digital tablet during a meeting in a modern office

 

7. Do not exclude anyone.

When planning events for the company, keep inclusivity in mind. Be aware that team activities outside work hours may exclude parents, particularly working mothers.


Final Take away

The time has come to move the needle in female representation in the tech industry. Companies need to establish common definitions for ‘technical roles,’ disclose gender diversity data, and increase their support for female-led tech startups and businesses.

 

What Is the Gender Gap In STEM

Two business colleagues greeting with elbow in office. Business people bump elbows in office for greeting during covid-19 pandemic.

 

In today’s society, there is a gender gap in many different industries and fields. One of the most notable gaps is the one that exists in the STEM field-science, technology, engineering and math. Only 28% of women work in these fields, confirming that many talented and capable women are not getting the opportunity to pursue careers in these important industries. In this blog post, we will explore the causes of the gender gap in STEM and discuss ways to close it.


What is the Gender Gap?

The gender gap in STEM is the imbalance of male to female students in STEM programs compared to other college degree programs. According to research, women are significantly less likely than men to earn STEM degrees or work in the field. STEM occupations are even less likely to be chosen by women of color. This causes a growing gender gap of fewer women-to-men ratio in STEM study programs and careers.

Status of Gender Gap in STEM

  1. According to the data from the American Physical Society, in 2017, women received 21% of bachelor’s degrees in physics. Similarly, data from the American Chemical Society shows that only 33 percent of chemistry degrees were earned by women in 2017. This is compared to other college degree programs, where more than half of the students are female.
  2. A study by the National Science Board shows that only about 19% of computer and information science students are female, compared to 21% of engineering majors.
  3. Though nearly 80%of the health care workforce are women, they make up about 21% of health executives and board members and only about a third of women are doctors.
  4. Only 24% of women who majored in engineering work in the engineering field, compared to 38% of women who majored in computers.
  5. In 2019, only 13% of working engineers were women, a small improvement from 8.6% in 1993.
  6. The percentage of women in tech was higher in the 1980s than today. Only 23% of Apple’s tech jobs and 32% of the company’s workforce are held by women. Similar figures apply to Google, where women hold 31% of the workforce and 21% of the tech occupations. Microsoft is comparable, with 27% of the workforce and 20% of tech jobs held by women.
  7. Additionally, women leave the tech industry at a 45% higher rate than men.
  8. Interestingly, most tech startups have no women on their leadership teams.
  9. Women typically make less money than males in STEM fields. The median income for women working in STEM fields is $66,200, which is roughly 74% of the $90,000 median income for men in the same fields. From 72% in 2016, the gender wage gap in STEM jobs has decreased.

 

Why Is There A STEM Gender Gap in College Programs and Careers?
Several factors contribute to the lack of women in STEM fields.;

  1. There is an ingrained societal stereotype that boys and men are simply “better” at math and science and that STEM is a male-dominated field. This limited belief discourages many girls and young women from considering a STEM career.
  2. In addition, domestic pressures such as early marriage and child pregnancy can prevent girls from completing their education and limit their career options.
  3. There is a lack of female role models in STEM fields, making it difficult for women to envision themselves in these careers.

While the women’s STEM challenges are significant, it’s important to remember that anyone can succeed in these fields with dedication and hard work. With more women choosing to pursue careers in STEM, we can eventually close the gender gap.

Leaving no chance for a virus to strike

How To Solve the Gender Gap In STEM

  1. There should be more targeted and early interventions to demystify STEM and ignite interest in girls. Scholarships for girls and women pursuing STEM programs should be introduced, and opportunities such as online education and nano courses should be made more accessible to young women.
  2. Training for teachers on gender-sensitive instruction and how to engage girls in STEM must also be increased to make a real difference. Only by working on multiple levels will the gender gap in STEM begin to close.
  3. In the home, parents should remind their children that they can grow up to do anything they want. They should also provide a wide range of opportunities for children to explore their interests, including STEM-related ones.
  4. Colleges should support the inclusion of women in STEM fields by doing everything possible to prevent discrimination and sexism against female students and improve retention rates.
  5. In the workplace, employers must work to identify and address discrimination in their hiring practices to produce a diverse workplace that promotes greater employee happiness and productivity. Additionally, it’s important to train managers on inclusiveness and gender sensitivity.
  6. Another way to create a more conducive environment for women is to start is by encouraging open conversation about the issue. This will create a better understand what needs to change in the workplace.
  7. Additionally, companies can plan outings and social events that appeal to a wider range of interests. By taking these steps, we can create a more inclusive environment while lessening the gender gap in STEM.

 

Final Takeaway

Though many initiatives are in place to help close the gender gap in STEM, more work must be done on all fronts. We must all work diligently to attract and keep female students by making computer science courses more interesting and relevant. Employers must identify and address discrimination in their hiring practices, creating a diverse workplace that promotes greater happiness and productivity among employees. Society as a whole must recognize the importance of women pursuing careers in STEM fields.

If you want to hire the best engineering talent available, then contact Bridgecor today. We’re Orlando’s premier engineering staffing agency and provide numerous services, including human resources consulting and professional resume writing. For more information on our services or advice on finding top STEM talent, don’t hesitate to contact us today!

Engineering Career Path: Technical or Management?

Engineering Career Path: Technical or Management? Technical skills and management skills are different paths in engineering, but they interlink on many levels. If you have interest in a management career, a CEO might be more appropriate for your desired position than an engineer. And if you want to opt for technical, you might want to consider a career in Engineering Manager, Product Engineer, or Civil Engineer.

 

Following are the short definitions one can understand & consider:

 

  • Technical Skills:

    This includes knowledge of programming languages such as MATLAB and C++, designing programs using Autodesk or Solidworks (among others). While considering both aesthetic factors like shape and form and structural ones like load-bearing capacity.

Engineering Career Path: Technical or Management?

 

  • Management Skills:

    This includes knowledge of project planning, working with other specialists such as architects or electrical engineers, so their plans succeed and lead projects towards completion successfully. Engineers shouldn’t just be a specialist but should also acquire more leadership abilities to advance in the engineering field!

Engineering Career Path: Technical or Management?

 

Which one is going to be the best fit for you?

It purely depends on you but the thing you need to know about the relationship & try to seek something that connects them.

 

How are Technical and Management skills interlinked with engineering career growth?

 

Engineers design and develop new technological advancements. They make plans for the length of time necessary, decide what materials need to create their designs, and ensure that there is enough material available — so their work doesn’t get late.

 

 

Professional Engineers have to be able to problem-solve any hurdles that come their way, as with any job of this nature, it can’t always go as smoothly and easily as planned!

Engineers use Autodesk and Solidworks to design projects in the technical area and work on coding algorithms or instructing robots. Because engineering skills cover topics from mathematics to computer science, you may have to learn coding languages like MATLAB and C++.

Read Also: Reach The Next Career Level

Engineers acquire technical skills to be able to design the projects they are assigned. These designs will have different focuses depending on what kind of engineer you are: civil engineering, mechanical engineering etc. They at the design stage need to have technical skills and management abilities. Such as project planning and collaborating with other specialists, like architects or electrical Engineers.

The new form is easier to read because it uses a variety of sentences and avoids changing voice. Moreover, the rewriting has improved sentence structure by using active voices in conjunction with clear nouns and verbs.

One of the reasons why Engineers in technical fields advance their careers is because they have management and technical skills.

Conclusion:

Picking between technical and management is a personal decision of an individual. Regardless, Engineering has many positions available to those who desire it as their profession. An Engineering career can grow to a great extent when the technical skills and management are in combination.

In this article, we will try to understand Why Are Female Engineers Paid Less Than Male Engineers?. Over the past few decades, engineering’s position has changed dramatically. Still, its trial-and-error concept has remained an essential part of the scientific-technological approach, in which societal, environmental, and human factors determine the best solution to a problem. As a result, the engineer’s position continues to evolve in response to new challenges and requirements posed by specialized disciplines in specific technological fields (civil, chemical, agricultural, etc.).

Engineers are vitally important in today’s technologically advance world to turn concepts into reality. Engineers create solutions to the world’s most pressing technological problems by applying mathematical and scientific concepts.

No Limitations to Opportunities

Building new bridges, designing electrical sockets for refugee camps, focusing on special effects for blockbuster videos, or researching aircraft and aerospace components are all possibilities. Engineers have many job opportunities in virtually every industry, so graduates are ecstatic to have such a diverse range of options.

Honestly, this world can’t run and even progress without engineers as everything needs engineering and technologies.

Engineers, unlike researchers, are not able to choose the questions that concern them. They must solve problems as they emerge, and their solutions must meet several objectives. Efficiency always comes at an expense, protection adds to the difficulty, and increased performance adds to the weight. The engineering approach is the optimal solution, which is more appropriate when weighing several variables.

The Demand For Engineers

Engineering covers a wide variety of sectors, including on-site, hands-on building work and assessing protection technologies from afar. They apply their knowledge of a particular field to make it work and fix challenges, whether in transportation, medicine, entertainment, space, or the environment.

Technology is at the heart of everything. What are cell phones? Engineers are the only ones that can save them. Do you wear make-up? Engineers are main main stakeholders. Automobiles, machines, footwear, and even cutlery? Engineers are in charge of everything. Engineers operate in many environments, from offices, studios, labs, the outdoors, and even underground. Technology and engineering are inextricably related.

Medical Science is Advanced Than Ever Before

Engineers have since significantly changed healthcare as a result of advances in medical science. Because of advances in medical science, numerous people’s lives have been spared and changed by discovering diseases and therapies.

Nobody knows precisely how engineers will affect civilization in the future, but they will. Innovation positions regularly emerge, along with new and cutting-edge technology.

Why Are Female Engineers Paid Less?

While the wage gap between men and women continues in most technology areas, it may have narrowed in cloud computing, systems design, and network engineering.

less salary

Even when schooling, years of experience, and unique professions are comparable, women working in technology in the United States and most other countries are paid less than their male counterparts.

So, according to one of the reports.

For the first time in 2017, female engineering graduates received marginally more than their male counterparts, according to a recent Australian Bureau of Statistics (ABS).

Males and females who have completed an undergraduate engineering degree and have begun their first full-time work are included in these numbers. The median starting salary for female engineering graduates is $65k, according to the survey. The median starting wage for male engineering graduates is $63.5k.

Read Also: Women in Engineering Statistics

As Per ABS

According to the ABS, female graduates also receive less than male graduates in 15 of the 19 primary sectors, but they are on par in the communications sector.

These statistics come from the Quality Indicators for Learning and Teaching (QILTAustralian ) ‘s Graduate Outcomes Survey 2017, published in February of this year. They hope to provide students with valuable and straightforward knowledge about Australian higher education institutions from new graduates’ and students’ perspectives. The research is based on recent graduates from 97 different colleges and universities around the world.

Technical talent for engineers is in short supply. Ms Fraser said, “We are all battling for the same group of people

Women make up fewer than 20% of engineering graduates at the moment. Companies must also report on gender balance, so they must work harder to recruit women. Ms. Fraser explained,

It’s not about the need to report; it’s about the opportunity to draw talent. And the resources are scarce. There are more graduates who have earned several work opportunities – they have a choice

 

Source:

https://alltogether.swe.org/2018/04/pay-gap-in-engineering/

 

Gender Gap

The gender pay gap, also known as the salary gap, is the overall disparity in pay between men and women who work. Women get less pay as compare to male engineers.

pexels-photo-1722196

There are two types of figures in terms of the wage differential: non-adjusted and adjusted pay gaps. Differences in hours spent, jobs selected, qualifications, and career experience are usually considered in the above. For example, in the United States, the non-adjusted average female annual wage is 79 per cent of the adjusted average male salary, while the adjusted average salary is 95 per cent.

Source:

https://en.wikipedia.org/wiki/Gender_pay_gap

According to a new study released by Graduate Careers Australia, many female engineers receive more than their male counterparts (GCA). According to the survey, female industrial and mechanical engineering graduates under the age of 25 received an average wage of $71,000 in their first year of work. This is $2,700 more a year than their male counterparts.

In comparison with the survey’s total gender pay disparity, these figures are especially striking. Men’s average starting wages are 9.4% higher than women’s for all university graduates under 25.

The report also shows that male civil engineering graduates receive marginally more than female graduates at the start of their careers, with an average income of $63,400 compared to $62,400 for women. This distinction is insignificant in comparison to the pay disparity between male and female graduates in education, law, medicine, and public relations.

Science, Technology, Engineering, and Mathematics (STEM) fields have a relatively poor female presence. Only 3.7 per cent of female respondents had a bachelor’s degree in engineering, then 24.6 per cent of male respondents. According to the survey findings, most women who studied humanities topics ranked lower in wage allocation overall.

Source:

https://www.engineerjobs.com.au/article/female-engineers-earn-more-than-men-in-their-field/239

How To Encourage Women To Enroll in Engineering?

Engineering is vital. It’s also demanding and thrilling. Engineers solve challenges and develop novel designs that favor humans by combining scientific models with creative thought. Technology is a fascinating and enjoyable profession. It requires a lifetime of constant learning to respond to social and natural-world changes. Working in multi-disciplinary, multi-cultural, and multi-site teams is expected.

Read Also: Women in Engineering Statistics

It’s a worthwhile career, and the rewards will be very fulfilling if you excel. Engineers are in short supply around the UK, which is why we’re spending millions of pounds in developing courses to train engineers to fulfill the country’s potential needs.

How To Encourage Women To Enroll in Engineering?

Because of the shortages, engineers are well compensated, and there is a wide range of engineering specializations to choose from. On the other hand, the shortage of women in engineering adds to the gender wage differential while still depriving society of a significant number of skilled people who might make a significant difference.

Five Ways By Which You Can Inspire Women To Enroll In Engineering

Women are currently underrepresented in the engineering industry. According to Engineering UK’s State of Engineering survey, just 12% of those employed in central and associated engineering positions are women. According to a study, boys are much more likely than girls to pursue a career in engineering at any age. It is for this cause that International Women in Engineering Day is so important. It serves as a forum for starting a conversation about the exciting careers open to women and why there are so few of us in the field right now.

About 20% of people enrolled in degree-level engineering programs in the UK, such as our recent Higher Level Apprenticeship, are women, which is a shame because girls and boys are equally competent in this sector!

It’s no secret that the engineering industry has a long history of being run by men. According to Engineering UK, the status of engineering survey, less than 11% of the workforce is female as of 2018. As a result of these results, the industry is now more motivated than ever to solve the gender gap and inspire more women to pursue important engineering positions.

Here are the few ways by which you can inspire and encourage women to enroll and do engineering. There is no doubt there is a shortage of female engineers, but as time passes, no doubt females are coming towards engineering. So to inspire more girls to enroll in engineering, here are five ways.

1. See Up to The Role Models

Young girls need accomplished female developers to look up to to see the positive effect they’re having on the planet. Today’s engineers are responsible for designing cutting-edge innovations that are aiding in the solving of the world’s most challenging problems. Women should not be frightened by such positions and duties but somewhat optimistic and motivated by the possibility of a future in engineering.

2. Find a Mentor For Yourself

The most significant contribution of all. Self-belief is one of the most challenging obstacles we face in encouraging more girls to pursue higher education in math and science.

How To Encourage Women To Enroll in Engineering?

 

By being a mentor, you will use your expertise to help young women navigate the industry and provide them with the vital industry insight and resources they need to excel. Look for organizations that have mentorship opportunities and email them to hear more about how you can join – you’ll be shocked by how fulfilling the process can be.

3. Make Most of The Learning Opportunities.

Famous national clubs or companies have begun to focus more on bringing girls to engineering and technology. There has been a greater emphasis on encouraging young girls to choose careers that are traditionally male-dominated. This demonstrates a significant change in thought. Today, the agency has dramatically expanded its services to support girls in finding success in all fields.

How To Encourage Women To Enroll in Engineering?

Companies and organizations that offer summer internships provide girls and women the ability to learn more about the diverse opportunities available in the STEM fields. Many companies already have work shadowing or career days. Job shadowing encourages people involved in a particular area to spend a day or a certain amount of time with someone already working in that profession.

These programs and internships are the best options to excel in your field, especially for women.

4. Create Awareness About Engineering and Technology

Correcting girls’ negative attitudes regarding math and science at a young age, on the other hand, will inspire them to embrace the subjects in high school rather than ignore them. If we want to discourage females from taking a different course, administrators and educators must work hard to build supportive spaces in high school and college math and science programs.

How To Encourage Women To Enroll in Engineering?

Those with potential and sincere curiosity in those subjects will be able to cultivate that interest as long as young boys and girls are introduced to science and technology. Similarly, motivated to learn those disciplines. Science and technology have always played a significant role in what we will do in our lifetimes, and they will continue to do so.

5. Change Mindset

The tech world has shifted radically over time. A career in engineering will now provide a wide variety of skill sets and opportunities, but at its heart, engineering is all about being able to construct anything you imagine.

How To Encourage Women To Enroll in Engineering?

It’s a work that’s all about growth, breakthroughs, and exploration. So, the next time anyone tells you that engineering is a “dull science,” don’t believe them. Instead, go out and talk to young people about what tech is all about today.

CONCLUSION

These platforms include an excellent way to learn a lot about the industry. What it’s like to be a woman in a particular engineering field, what career choices are open, and so on. While it may not be as informative as speaking with an expert in the sector face to face. It will provide women with a solid foundation on which to build.

More young girls will consider the additional job prospects available to them as women become more dominant in engineering fields. With more women in the industry, young girls can see what they will bring to society.

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