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Some Of My Recent Thinking

A collection of thoughts, reflections, ideas and resources on topics to help you with your leadership in engineering. These will be updated regularly, if you'd like a digest in your inbox, subscribe to the newsletter.

Mid-Career Hurdles: The Challenges for Mid-Career Women in Engineering

Writer's picture: Sally TwisletonSally Twisleton

A recent study from Engineering UK shows a decline in the number of women in our profession. This is driven by a decline in the numbers of mid career women - showing retention of this important demographic is a challenge. In my research into women in engineering I looked at this challenge. Here's are some of the findings from both literature and interviews with women in the industry.


Mid-career women in engineering face a variety of specific obstacles that hinder their professional development and career progression. Here are some detailed insights based on the research: 

1. Lack of Mentorship and Sponsorship

  • Mentorship: Mid-career women often lack access to mentors who can provide guidance, support, and career advice. This is particularly problematic in male-dominated fields like engineering, where finding female mentors can be challenging. 

  • Sponsorship: Unlike mentorship, sponsorship involves senior leaders actively advocating for the career advancement of their protégés. Research indicates that women are less likely to have sponsors compared to men, which limits their access to high-visibility projects and leadership opportunities. 

2. Inadequate Feedback and Career Development

  • Actionable Feedback: Studies like Doldor, Wyatt, and Silvester (2021) have shown that women receive less actionable feedback than men. This lack of constructive feedback makes it difficult for women to understand how to improve and advance in their careers. 

  • Career Development Opportunities: Mid-career women often report a lack of transparency and support in career progression. They may not be aware of available opportunities or may feel excluded from informal networks where such opportunities are discussed. 

3. Work-Life Balance and Caregiving Responsibilities

  • Maternity Leave and Return to Work: Women who take maternity leave often face challenges in re-integrating into the workforce. They may be perceived as less committed or may miss out on career advancement opportunities during their absence. 

  • Caregiving Responsibilities: Women are more likely to take on caregiving roles for children or elderly relatives, which can limit their availability for demanding roles or additional responsibilities that are often prerequisites for promotion. 

4. Cultural and Organizational Barriers

  • Male-Dominated Culture: The engineering field is often characterized by a male-dominated culture that can be unwelcoming or even hostile to women. This includes issues like gender bias, discrimination, and a lack of inclusive practices. 

  • Isolation: Mid-career women may feel isolated due to the lack of female peers and role models. This isolation can lead to feelings of not belonging and can impact their job satisfaction and retention. 

5. Bias and Stereotypes

  • Gender Bias: Women in engineering often face implicit and explicit gender biases that question their technical competence and leadership abilities. This can result in fewer opportunities for challenging assignments and leadership roles. 

  • Stereotypes: Stereotypes about women's roles and capabilities can limit their career progression. For example, women may be steered towards roles that are perceived to require "soft skills" rather than technical expertise. 

6. Lack of Networking Opportunities

  • Informal Networks: Much of career advancement in engineering happens through informal networks and social connections. Women are often excluded from these networks, which limits their access to information, opportunities, and support. 

  • Professional Networks: Women may also have fewer opportunities to participate in professional networks and industry events, which are crucial for career development and visibility.

7. Organisational Policies and Practices

  • Promotion Criteria: The criteria for promotion in engineering organisations may not be transparent or may be biased against women. For example, criteria that emphasize long hours or constant availability can disadvantage women with caregiving responsibilities. 

  • Supportive Policies: Organisations may lack supportive policies such as flexible working arrangements, parental leave, and return-to-work programs, which are essential for retaining and advancing mid-career women.


These obstacles collectively contribute to the underrepresentation of women in senior engineering roles and highlight the need for targeted interventions to support mid-career women's development. If you'd like to talk more about this research or explore development of solutions to some of these issues, drop me a line.



Research References

  • Simard et al. (2008): "Climbing the Technical Ladder: Obstacles and Solutions for Mid-Level Women in Technology" 

  • Royal Academy of Engineering (2017): "Creating Cultures Where All Engineers Thrive" 

  • IMechE (2017): "Stay or Go: The Experience of Female Engineers in the UK" 

  • Doldor, Wyatt, and Silvester (2021): "Men Get More Actionable Feedback Than Women" 

  • Leimon et al. (2011): "Coaching Women to Lead" 

  • Buse, Bilimoria, and Perelli (2013): "Why They Stay: Women Persisting in US Engineering Careers" 

  • Women’s Business Council (2018): "Maximizing Women's Contribution to Future Economic Growth" 


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