Closing the Gap

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How to Recruit More Women into Manufacturing and Male-Dominated Fields
Despite decades of progress, many technical and industrial fields — like manufacturing, construction, and engineering — remain heavily male-dominated. Yet as the manufacturing sector evolves with automation, advanced technologies, and new business models, the demand for diverse talent has never been greater.
Women bring crucial skills, perspectives, and leadership styles that modern manufacturing needs. The challenge is not about capability — it’s about access, visibility, and opportunity.
In this post, we’ll explore why recruiting more women into manufacturing is essential, the challenges they face, and actionable strategies companies can use to foster gender diversity and build a more inclusive workforce.

The Gender Gap in Manufacturing: Why It Still Exists
 Women currently make up nearly 47% of the overall workforce, yet they represent only about 29% of the manufacturing labor force. That gap grows even wider in roles such as mechanical engineering, welding, machining, or plant operations — where female representation can dip below 10%.
So why is this the case?

Some of the most common barriers include:

• Perception issues: Manufacturing is often seen as dirty, dangerous, or physically intense work.
• Lack of visible role models: Young women rarely see people like them in leadership or technical roles within manufacturing.
• Cultural legacy: Long-standing male-dominated workplace cultures can make entry and retention more difficult for women.

• ​Work-life balance concerns: Shift work and inflexible hours can be challenging for women who disproportionately shoulder caregiving roles.

Despite these challenges, the landscape is changing — and fast. 

Why Gender Diversity Is Good for Business
More than just a moral imperative, increasing gender diversity is a competitive advantage.
According to a McKinsey report:

• Companies in the top quartile for gender diversity are 25% more likely to outperform peers on profitability.
• Diverse teams are more innovative, resilient, and effective at problem-solving.

For manufacturing companies facing a critical skills gap — with baby boomers retiring and tech-savvy talent in high demand — tapping into the underutilized talent pool of women is not just smart. It’s essential.

Strategies to Recruit and Retain More Women in Manufacturing 
Here are five actionable strategies companies can use to increase gender diversity in traditionally male-dominated fields:
1. Change the Narrative- Start by shifting the perception of what manufacturing is today. This isn’t your grandfather’s factory job.
Today’s manufacturing roles are high-tech, clean, safe, and often driven by automation, robotics, data, and precision engineering. Marketing materials, job descriptions, and career outreach programs should reflect this modern reality — and include women in imagery, testimonials, and messaging.
2. Create Female-Friendly Job Descriptions- Unconscious bias can creep into job postings. Research shows that certain words and phrases ("aggressive," "dominant," "competitive") can discourage female applicants. Instead:

• Emphasize collaboration, leadership, impact, and growth
• Use inclusive language and highlight family-friendly policies
• Post salary ranges — transparency helps build trust
  
  

3. Offer Mentorship and Career Pathways- Once women are recruited, they need support to thrive. Mentorship programs that connect female employees to senior leaders — especially other women — are powerful tools for retention and development.
In addition, show clear career pathways. Map out how entry-level roles can lead to leadership positions and ensure women have access to the training and development needed to grow.
4. Build Flexibility Into the Workplace- Flexible scheduling, hybrid roles, part-time options, and robust parental leave policies are no longer “nice to have” — they’re expectations.
Companies that offer flexibility are more attractive to not just women, but all modern workers, especially Gen Z and Millennials.
5. Partner with Schools and STEM Programs- The pipeline starts early. Partner with local schools, technical colleges, and STEM nonprofits to expose young women to manufacturing careers.
Host “Women in Industry” days, sponsor scholarships, or offer internships targeted to female students. The earlier the exposure, the better the long-term impact.

Real-Life Spotlight: Jessica J.
When Jessica joined ERNA Sands as an Executive Assistant in 2023, she was one of two women in the office. But that didn’t stop her from quickly rising through the ranks. Today, she is a multi-functional operations lead and is passionate about mentoring other women in the field.
“I want young girls to know that they belong here,” she says. “Manufacturing is about creativity, problem-solving, and teamwork, and women excel at all of those. Together, we can redefine what a manufacturing workforce looks like, and who it includes.”
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The Future Is Inclusive — Let’s Build It Together
If manufacturing wants to stay competitive, it needs to be diverse. That means building workplaces where everyone — regardless of gender — has the opportunity to thrive.
At ERNA Sands, we’re proud to be part of that change.
📢 We're hiring across a range of manufacturing, and operations roles — and we welcome women to apply. Whether you’re experienced in the field or just starting your career journey, there’s a place for you here.

Join Us:
🔗ERNA SANDS JOB APPLICATION
Interested in learning more about opportunities for women in manufacturing? Contact us at [email protected].

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