Inspiring stories

The UK currently has the lowest percentage of female engineering professionals in Europe, at less than ten per cent. When we consider Latvia, Bulgaria and Cyprus are leading the way with nearly 30 per cent, it's time for the nation to up its game. National Women in Engineering Day (NWED) is celebrated every year on June 23 to help raise the profile of women in engineering and focus on the array of career opportunities available in the industry. 

Luckily, the UK has its fair share of role models when it comes to engineering. Here, Anna Sleziak, senior process control engineer at systems integrator, Boulting Technology answers questions about her career progression as a female engineer in the UK and how she thinks NWED is inspiring those at the start of their working life.

When did you first know that you wanted to be an engineer?

I originally attended school in Poland, where I was encouraged to take a more traditional, academic route when it came to a career. I enjoyed most subjects, but particularly excelled at mathematics, so thought that a career in banking would be a good fit for me.

My older brother was already attending university and I enjoyed helping him with his studies, so from a young age I knew I wanted to work towards a degree. One week into my banking course I realised my skills were actually better suited to my brother's degree. As you might have already guessed, this was engineering! Fortunately, my university allowed me to swap courses and I haven't looked back since.

Do you think there are many role models for women who would like to go into engineering?

There is such a huge push for both men and women to pursue careers in engineering now because of the skills gap in the country.

 NWED is celebrated all over the world, so we are lucky enough to hear the stories of some incredibly talented female engineers for encouragement and motivation.

When I was younger, it was a different story because women in engineering were few and far between. It's important for women to explore the different career routes available. If it hadn't been for my brother studying engineering, I would never have known the options available to me.

How do you think NWED encourages women to start their career in engineering?

NWED demonstrates the interesting job opportunities available to all genders. Engineering is a diverse world and every day can be different depending on speciality. It's not just dirty overalls and building sites, unless you want it to be.

If people don't know about the different careers that exist, the industry can't expect to attract new talent, male or female.

Why do you think many women still think being an engineer is a male's job?

It's all down to traditional stereotypes. When the majority of people are asked to picture an engineer, they think of a man. NWED challenges these perceptions and tells us that being a female engineer shouldn't raise eyebrows, but be accepted as normal in all businesses.

If you were talking to another female about your job, what would you tell her that may encourage her to think differently about engineering?

I'd tell her about the incredible support that the entire team at Boulting Technology offers. The company is forward thinking and doesn't consider me as an exception. I'm just one of the team.

I'd also tell her to ignore any negative comments that she might get. I've been extremely lucky, as I am surrounded by supportive people, but there are some that don't understand why women want to be engineers. If the job makes you happy, then pursue it.

Move over millennials, Generation Z is here

Over the past 20 years, technology has developed so quickly that many of us are struggling to keep up. When endeavoring to use the latest operating system or smartphone, we often reminisce to a time when the most advanced form of technology was the floppy disk. However, the generation entering the workforce this year is already accustomed to rapid technological developments, as it has never known a world without them.

Here Robin Whitehead, business development and strategic projects director at Boulting Technology explains how engineering companies and manufacturers should change their recruitment strategy as Generation Z joins the workforce.

Boulting Technology's well-practiced
mentoring programme supports graduate engineers

Generation Z includes those born between the mid-90s and early '00s. Unlike millenials, the majority of Gen Z has engaged with advanced technology from a young age. Gen Z has the inherent ability to engage with highly complex software and technology. The real question is: will this wave of technically astute employees have a positive impact on the electrical and manufacturing industries? And more importantly, will recruitment and training become easier because of Generation Z’s existing technical knowledge and ability to grasp new concepts?

Generation Z could bring an array of technological skills to your business, but to entice the new workforce, it's important to make changes to your recruitment strategy. At Boulting Technology, we know that our success depends on having the right people with the right skills. We regularly recruit apprentices, graduates and trainees, and this year is no exception. To prepare for Generation Z, Boulting Technology has taken to engaging with it in real life and on social media, as well as producing more dynamic online content that will inspire them to learn more about our industry.

It's likely that the next generation of workers will be more capable of carrying out various tasks, from the more traditional electrical equipment installation and maintenance, to managing social media accounts and producing technical content. Showing potential employees that these opportunities are available helps you stand out from other workplaces in terms of diversity and progression.

Research suggests Generation Z prefers in-person communication with managers and peers. They also show preference to well-defined chains of command and teaching-style leadership. Millennials may have an easier time managing Generation Z in the workplace than their superiors did with them. This is due to their shared characteristics, such as high levels of self-confidence, a desire to learn new skills and a 'can-do' attitude towards work. Employers can make the most of these similarities by offering new employees the chance to collaborate with a more senior member of staff.

Worryingly, 83 per cent of today's students believe three years or less is an appropriate amount of time to spend at their first job, and over a quarter of students believe they should stay in their first job for a year or less. To counteract these statistics, employers need to ensure Generation Z employees are aware of their opportunities to progress. They should put a structured training plan into place, which encompasses professional development and long-term career progression.

Boulting Technology has a well-practiced mentoring programme to support graduate engineers. They have capitalised on the depth and breadth of engineering expertise within their workforce to develop their graduates to a high level of expertise. This pro-active programme has seen their graduate recruits shine and develop their careers within Boulting Technology and staff retention is high.

This year, Generation Z will be entering the workplace and, if you don't recruit them, your competitors will. By adapting your recruitment strategy to suit younger job seekers, your workforce will become more diverse and technologically advanced.