- WFC13 is Getting Closer Are You In?
- China Crisis? The Effect of Coronavirus on Global Supply Chains
- A Picture Paints a 1000 Words
- Exploiting the Potential of Additive Manufacturing in Filtration Media Designs
- Croft to Host Introduction to AM Course at World Filtration Conference 2020
- Going Global - The Explosive Growth of Craft Gin
- Why Manufacturing Needs to Invest in Ethical Supply Chains
- Tritiated Water Clean-up – What Are the Options?
- Could a Wedge Wire Barrier Provide a Solution to Ocean Contamination?
- Why Manufacturing Needs More Female Employees
- The 8 Skills You Need To Kickstart Your Career in Manufacturing
- Millennials and Gen Z – Who Are They and What Do They Mean for Your Manufacturing Business?
- Croft Filters: Looking to Inspire the Industry Professionals of the Future
- Does Wellbeing Have a Place In Manufacturing?
- Why Lifelong Learning is the Key to Closing the Skills Gap in 2020
- Is It a Record? No, It’s Competition Time!
- Could Using Cloud Technology Benefit Your Manufacturing Company?
- Why Optimising Your Customer Experience is Critical To Success
- Wire In The Blood
- The Importance of Maintaining Filtration Systems
- What do Filters and Halloween Have in Common?
- Shaping The Future of Filtration
- How to Improve Your Sales Process in 5 Easy Steps
- The Next Generation - Why Collaboration is Critical for the Future of Manufacturing
- Industry 4.0 Is Here – Is Your Company Ready?
- Perforated Infill Panels vs. Glass – A Discussion
- Croft In the USA: Were Here to Serve the States
- Introducing Our Award-Winning Quick Release Filters
- 3D Printing: Whats Really Possible?
- How the Future of Manufacturing is Going from Strength to Strength
- 3D Printing State of the Nation - Latest News
- Tee strainers, Leaf strainers, Pleats, Knitted and Witches Hats
- Exploring Backflush Filtering with Croft Filters
- Refurbishing a Sea Water Corroded Hammerhead Filter: Possible or Not?
- What Do Croft and Amazon Have in Common? A Customer-Centric Focus
- Made Here Now and the Future of Manufacturing
- 5 Reasons Why the 13th World Filtration Congress is a Must Attend
- Cracking the Case of Filters for Easter in the Food Industry
- Throw Away Filters:
To Be or Not to Be?
- Oil, Gas, Food, Pharmaceuticals:
Whats the Connection?
- New application for HiFlux Auto-line self-cleaning liquid filters
(hygienic design) yields substantial savings
- 3 Reasons Why Customer Service
Isnt Just Lip Service
- Why You Can Access
Brexit Or No Brexit
- How a Bespoke Filter
Solution Cut Costs and
- Reasons why collaboration
between industry and universities is
vital to the manufacturing sector
- Why you need
bespoke inline strainers
- I\m a bug....
get me into here
- Hi Ho Silver Lining
Soldering at its best
- Sophie's 3D Metal
- Hat Trick award
for Croft employee
- 10 Years in the Cloud
- Filter with a different Duty
- Filters For A World Tour
- Filter Helps Test Subsea Pipelines
- 'Waste not want not' - Croft help with recycle process
- Micro Breweries are Flavour of the Month!
- Croft on track with F1 team
- Croft employee
Why Manufacturing Needs More Female Employees
According to the EEF, the average UK manufacturing company is currently made up of 85% men and 15% women. And while this has slightly improved over the last eight years, there’s still a long way to go to close the gender gap. Misconceptions about manufacturing have historically impacted women’s desire to join its ranks. Being viewed as a male-centric culture is often seen as a critical driver of women’s underrepresentation in the industry. Additionally, historical gender bias that excludes women from managerial roles, such as production supervisors and operations managers, has meant that career progression has not been easy for women in the industry. Manufacturing today is a growing industry that is currently experiencing a shortage of skilled professionals due to a lack of apprenticeship programmes. Although the recent introduction of STEM to many universities will help this situation, it will be some time before the number of graduates required is ready to fill vacant positions. Industry Week recently said, “Compounding this problem and creating urgency around getting more women into manufacturing is the fact that plenty of jobs are out there ready to be filled, as manufacturers currently face a workforce crisis." Closing the skills gap and filling vacancies are good reasons to invite more female workers into the manufacturing industry, but there are many more advantages to consider. This article will look at the advantages of attracting more female workers to your manufacturing business and how you can leverage the skills they bring to the workplace.
Be More Competitive
It’s well known that diversity can be the key to innovation. By encouraging women into the manufacturing workplace, companies will find that a more diverse structure will comprise different mindsets that will focus on problems and solutions in multiple ways. This will inevitably lead to quicker results and improved practices that will contribute significantly to the competitiveness of your company, moving your business forward and getting things done.
Leverage Untapped Talent
While women outperform men in gaining higher education credentials, the number of females in manufacturing leadership roles still lags behind other sectors. A Hewlett-Packard study on internal hiring practices found that while men will apply for a job even if they only meet around 60 per cent of the required qualification, women only apply for jobs where they match 100 per cent of the criteria. And Reshma Saujani, founder and CEO of Girls Who Code, said in her TED talk, “Were raising our girls to be perfect, and were raising our boys to be brave." While women need to take a leaf out of their male counterpart’s book and be more courageous in applying for roles in industry, it does mean that currently, women candidates offer potentially higher standards - when they apply for a vacancy that they have all the skills and experience needed for that role.
Flexible Working Environment
Perceived work-life balance in manufacturing is another area that often stops women from pursuing employment in the industry. Historically more likely to have to juggle work and family commitments, the standard eight hour day has prevented many women from entering full-time work. But by introducing formal wellbeing policies and flexible working, you can open up opportunities to diversify your workforce.
Additionally, by diversifying, offering flexible working and other wellbeing policies, you can avoid the turnover often associated with businesses that have poor culture. Tailoring strategic plans for diversity improves inclusion for women and therefore, better retention rates. And it will encourage more female top talent to your manufacturing business.
The Next Generation
Development in STEM subjects in universities across the UK has seen a rise in women choosing to focus on this subject area, and therefore we expect to see an increased number of women looking for roles in manufacturing and other industries going forward. For companies to succeed in the future, they will need to have workplaces that focus on methods to support women’s success. Those women who are forging a path in manufacturing today will be tomorrows’ leaders, changing the perception of the industry and encouraging more women to take up roles in manufacturing, thus enabling your company’s success as we head into the next decade.
Manufacturing should be doing more to encourage women into the workplace. Opportunities should be equal for men and women, encouraging fresh thinking and new ideas – from which innovation is born. By acknowledging the need for change, and by implementing action in the workplace, you will encourage yourself and others to manifest this change for the future. Becoming diverse and inclusive will make your business more attractive to women who want to develop a career in manufacturing, and being perceived as a forward-thinking employer will set you ahead of the pack when it comes to recruiting top talent and retaining employees.