Engineering a More Inclusive Future: Why We Need More Women in Engineering
- Emily Marschke
- Apr 16
- 4 min read
🔹 Empowering Change Through Personal Stories 🔹
Last week at API x EA: Accelerate Action - Women in Engineering, I shared how personal career stories can be a powerful tool for driving diversity action in engineering. 💡✨
We illustrated how lived experiences can break barriers, challenge biases, and empower the next generation of engineers. In Australia, only 14% of engineers were women in 2024, and just 16.5% worldwide—highlighting the importance of visibility, mentorship, and advocacy in driving change.
Often, the perception of engineering in Australia is tied to mining, roads, and manufacturing, along with the belief that it’s difficult to maintain a career while achieving work-life balance. The image of the FIFO worker sticks in the minds of many young women as something they don’t want to do (though some thrive in that environment!). However, engineering offers so much more—a vast range of career paths with flexibility, travel opportunities, and the ability to transition across industries.
The Reality: Women in Engineering in Australia
Despite progress, women remain significantly underrepresented in engineering.
Over 18% of engineering graduates in Australia are female, yet only 8% enter the engineering workforce after graduation.
Within ten years, half of them leave the profession—meaning that after a decade, only 4% of engineers in Australia are female and Australian-educated.
Engineers Australia reports that the country currently lacks 30,000 engineers, and this need is expected to increase to 100,000 by 2030 (2021 data).
With immigration no longer a reliable solution to meet Australia’s engineering demand, as the competition for engineers is an internal issue, investment in female engineers is no longer optional—it’s essential.
Our Commitment: The Powerful Women in Leadership Program (PWLP)
At API, we are committed to addressing these challenges through initiatives like our Powerful Women in Leadership Program (PWLP). This program is dedicated to building a strong, connected, and visible community of women in engineering:
210 women have participated over the past three years
76 women have presented and supported others through the program
Participants range from undergraduates to senior managers
Women supporting women—mentoring, advocating, and elevating each other
In 2025, we will welcome another 50 women into the program, further strengthening this growing network
Through PWLP, we create opportunities for mentorship, professional development, and industry connections—ensuring that women in engineering have the support they need to thrive.
Key Actions to Drive Change
1. Address Systemic Barriers Through Policy and Leadership
DEI policies must be actionable—with measurable outcomes tied to leadership performance.
Hiring practices matter—gender-blind resume screening, diverse hiring panels, and achieving a 40/40/20 ratio in interviews can make a real difference.
CEOs and senior leaders must actively champion DEI, holding themselves accountable for real change.
2. Build Inclusive Workplaces Through Culture Change
Zero tolerance for discrimination and harassment must be enforced with clear accountability structures.
Flexible work policies must be normalised, not just available on paper. Employees should understand their options before they even join an organisation. This applies to both women and men, especially as more fathers take advantage of parental leave.
Female engineers need visibility—through awards, speaking opportunities, and leadership roles. We are not just tokens—we are leaders.
3. Strengthen the Talent Pipeline
Start early—supporting STEM education for girls and ensuring they see female role models in engineering.
Scholarships and internships for women in engineering degrees can help more young women enter and stay in the profession.
Stronger industry-academic partnerships can create smoother pathways for female students transitioning into careers.
4. Create Strong Networks and Mentorship Opportunities (This is my passion area!)
Formal sponsorship and mentorship programs should be developed where senior engineers actively sponsor women for career advancement.
Women in Engineering networks need support—not just for peer connections, but for advocacy and leadership development.
Allyship matters—men in engineering must be encouraged to advocate for equitable policies and call out biases when they see them.
A Call to Action
Building a truly diverse, equitable, and inclusive engineering industry in Australia requires more than good intentions—it demands real action.
Each of us has a role to play. Whether you are an industry leader, an engineer, a teacher, or a parent, I challenge you to take these recommendations and integrate them into your daily work.
We need to be visible. We need to be proud. And we need to make sure the next generation of female engineers sees a future where they belong.
So, let’s accelerate action together and create an engineering sector that is welcoming, innovative, and reflective of the society we serve.
And here I am…
I am an engineer. I am a mother. And I have spent the past 25 years balancing my career with my family—and it’s working for me (most of the time! 😃).
Let's make it work for the next generation too. #TogetherWeEngineer
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