Engineering gender pay gap in the UK less than feared

The pay gap in engineering is far smaller than expected, which should be good news for encouraging more diversity in the sector. However, experts warn that the pay gap may get worse before it gets better, but any movement is encouraging for the long-term prospects of women working in engineering.

The pay gap is defined as the median difference in hourly earnings of men and women in a particular sector. Across all sectors, the pay gap between men and women in the UK is 17.3%

This means that men are earning an average of 17.3% more than women throughout the UK. However, in the engineering sector, the pay gap between men and women is just 11.4%. While this may be better than the average, it still isn’t good enough.

It could be that the lower number of women working in the sector is why the gap is so much smaller.

What is the gender pay gap?

The gender pay gap doesn’t always point to pay discrimination. Pay discrimination for the same work is illegal. If two people are doing the same job, they should be compensated the same, regardless of gender. What the gender pay gap indicates is that there are fewer women in senior positions. In general, women make less money in the sector than men.

This is not down to discrimination but down to the roles that are available to women. This may result from women choosing less high paying roles or the result of women not being successful when applying for high paying roles. It could also result from women feeling their career must take a back seat if they choose to have children. 

What causes the gender pay gap?

There are many reasons for the gender pay gap. Perhaps the most pertinent is that women are more likely to take time off work to raise children. This may negatively impact their earning potential by not allowing them to strive for more senior roles.

There is also the chance that women are less likely to apply for the most senior roles in a company. Some have suggested that they are less likely to advocate for a pay rise.

And finally, if fewer women are working in a sector, fewer will be in higher-paid positions. And this can negatively impact future generations by making it difficult for girls and young women to find mentorship within their chosen industry.

What is the engineering sector doing about the pay gap?

The most important thing that needs to be done to address the gender pay gap in the engineering sector is to bring more women in at the entry-level. The engineering sector needs more women coming into the industry to train them and promote them.

There appears to be a disconnect between the number of young girls excelling in science, maths and technology subjects and the number choosing this career path at university and beyond.

The UK has the lowest percentage of female engineers in Europe. In 2017, just 15.1% of all engineering undergraduates were women. And the engineering workforce is made up of just 10% female workers.

Training and retention

Encouraging more women into the sector is clearly a huge part of the struggle. But once they are working in the sector, businesses also need to take steps to make sure they want to stick around.

Making workplaces more female-friendly is essential to help address gender bias. This could include offering more flexible working, ensuring women are supported in their career goals and offering equal paternity care.

Unfortunately, it would seem that the gender pay gap will get worse before it gets better. It could also take a long time to encourage young girls to pursue a career in engineering. 

Initiatives started in 2021 for high-school leaver age girls will take at least seven years before the effects of this will be seen in the entry-level roles. And it could be another 10-15 years before these entry-level workers reach senior roles within their organisation.

While this might not be very encouraging, these are essential steps that will need to be taken if we ever have a chance of closing the gender pay gap.

What can engineering companies do?

According to Nolan Recruitment, companies need to be actively involved in outreach programmes to inspire young women to pursue engineering careers. The issue is not that women don’t feel capable of pursuing a career in engineering; the problem is that engineering has an image problem.

Engineering needs to shed the image of overalls and hard hats and give a more accurate representation of the work available. In addition, engineers may be office based, there is the possibility of travelling, and the work can be incredibly varied.


About the Author: Daniel Aldridge

Daniel is driven by the conviction that comprehensive salary data should be accessible to everyone, ensuring empowered and informed career decisions at every stage. From fresh graduates to those contemplating a job switch or relocation, Daniel advocates for arming individuals with this vital knowledge to foster smarter choices.



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