mooreofrachelA Call for Support: Strategies to Retain Women Automation & Control Engineers Balancing Motherhood & Career in Manufacturing
Empower Women Engineers in Manufacturing to Navigate Challenges
Throughout my thirty-plus years in manufacturing, I’ve witnessed the fluctuating presence of women engineers within the industry. Those who persevered beyond the five to ten-year mark often transitioned away from hands-on technical roles, seeking relief from the demands of round-the-clock availability for troubleshooting manufacturing issues. Reflecting on my experiences as a process control engineer for over 20 years, I can attest to the challenges faced during my early years of childbearing and parenting. I recall instances where I was summoned at 2 am to address distributive control system malfunctions while heavily pregnant, compounded by lengthy commutes without the luxury of remote troubleshooting or even a cell phone for contact. Despite numerous trials, I persisted, ultimately advancing to my current Process Control Engineering Manager role. Empowering women engineers in manufacturing with adequate tools and support helps them to persist and thrive in their technical careers.
Retaining Women Engineers in Manufacturing
Today, the challenge has shifted. Retaining talented women engineers in manufacturing, particularly in process controls and automation, presents a significant opportunity. Those under my management have departed for various reasons, including burnout, wellness concerns, work-life balance, inadequate childcare support, desire for non-technical roles, or the pursuit of regular hours devoid of night or weekend commitments.
Empathy for Mother Engineers in Manufacturing
I have a particular empathy for mother engineers in manufacturing, a demographic that remains underrepresented, especially among automation and control engineers. This article advocates for women engineers with technical careers in manufacturing, urging them to persevere and excel in their professional journeys. Empowering women engineers in manufacturing is essential for their retention and success.
Opportunities for Change and Growth: Empowering Women Engineers
The present moment offers a prime opportunity for manufacturing companies to revolutionize their strategies and introduce initiatives to champion and retain skilled women engineers who are also mothers. It’s also a Call for Support and Retention of Women Automation and Control Engineers in Manufacturing. This raises the crucial question: What novel approaches can these companies adopt to attract and retain women engineers?
Here are a few suggestions, and I welcome input from others:
- Upgrade Distributive Control Systems to enable remote logins for automation and process engineers.
- Offer Flexible Work Arrangements, including hybrid work-from-home options, to accommodate varying personal commitments.
- Promote Work-Life Balance as an organizational priority, recognizing its significance in fostering employee well-being and productivity.
- Offer childcare assistance benefits, including access to group discounts with caregiving agencies that can provide nanny services, alleviating the burdens on working mothers. These benefits should be accessible and affordable, catering to all working mothers, not just those in high-powered roles.
- Provide life coaching or working mom coaching as part of company benefits or through health savings account accommodations. These resources offer one-on-one coaching with programs and courses on mindset management, work-life balance, and self-care.
In conclusion, alongside the current efforts, manufacturing companies should adopt innovative strategies to support and retain women engineers, especially those balancing motherhood with their careers. Prioritizing inclusivity and flexibility can create a more diverse and sustainable workforce. I commend companies for their ongoing efforts in advancing opportunities for women.
Your comments are welcomed at https://www.linkedin.com/pulse/empowering-women-engineers-manufacturing-rachel-moore-nw7te
