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WE ASKEDWOMEN INENGINEERINGHOW THEY FEELABOUT THEIRWORKPLACE. But not in the way you think.
What did we find out?
The world's largest advocate for women inengineering and technology. Roberta Rincon, Sr. Director, Research. [email protected]
Strategy, design and content studio focused onimproving the working world. Dan Linstroth, Founder & [email protected]
WOMEN IN ENGINEERING TALENT PULSE REPORT 2019 This is a joint production between People At Work and theSociety of Women Engineers.
Elevating the voice of women in engineering and technology.
This Talent Pulse was conducted at a time of unique industryupheaval. Employers are seeking new ways to attract and retain the bestengineering and technology talent in their industry, especiallywomen. Similarly, women are underrepresented at every level ofbusiness. The findings provide insight into the current state of mind ofSociety of Women Engineers' members and uncover key areas offocus for employers who want to improve the employeeexperience for women in engineering and technology at theirorganization. This is meant to be a conversation starter in your organization.
Employed Full-Time
86.9%Masters or Doctorate
49.8%Married with Children
41.4%
Average Annual Salary
$119KAverage Age
40Average Years of Experience
13.6
Respondents
2,971We surveyed nearly 3,000 SWEmembers around the world tolearn about their experience atwork and to identify their toppriorities in a workplace. Theresults paint a mixed picture ofengagement across differentcountries, industries and agegroups and show whatemployers can focus on tooptimize the employeeexperience.
OVERVIEW
72.1%PLAN TO STAYWITH THEIREMPLOYER FORMORE THAN 2YEARS.
WHAT DID WEFIND OUT?
AN EMPOWERINGWORK CULTURE WITHGROWTH POTENTIALBUILDS LOYALTY.
Growth potential
24%Empowering work culture
23%Personal relationshipswith coworkers
18%
Benefits package
17%A responsive manager
10%High salary and raises
8%
WHAT IS INFLUENCING THEIRDECISION TO STAY?
WE ASKED ABOUTSALARY TOO.
22.7%ARE EXTREMELY
SATISFIED WITH THEIRCURRENT SALARY.
Extremely satisfied22.7% 1377 responses
Somewhat satisfied50.5% 1377 responses
Neither satisfied nor dissatisfied9.4% 256 responses
Somewhat dissatisfied14.3% 389 responses
Extremely dissatisfied3.1% 85 responses
SALARYSATISFACTIONHow satisfied or dissatisfied are you with your current salary?
BUT EVEN WITHLOYALTY AND SALARYSATISFACTION ON THEUPSWING,
INSPIRATION ANDMOTIVATION ATWORK ARE LOW.
66.7%of respondents say their
company inspires them"a moderate amount,"
"a little" or "not at all."
8%FEEL GREATLYINSPIRED TO DO MORETHAN IS REQUIRED,WHILE...
9.7%NEARLY ALWAYS LOOKFORWARD TO GOINGTO WORK.
45.8%of respondents say theylook forward to going to
work "about half thetime," "occasionally," or
"hardly ever."
5
THEN WE ASKEDWHICH WORKPLACEFACTORS ARE MOSTIMPORTANT WHENCHOOSING A NEWEMPLOYER. And we heard...
WOMEN ARE SEEKINGFLEXIBILITY AND ACOMPANY PURPOSETHAT ALIGNS WITHPERSONAL VALUES .
Remote work/flexiblework hours
34%Training, development,mentorship
26.5%Healthcare
20.6%
Vacation/time off
18.1%Childcare
.7%Meal plan/snacks
.1%
WHICH BENEFIT IS MOSTIMPORTANT TO YOU?
LET'S TAKE A LOOKAT HOW SOME
OTHER FACTORSCOMPARE.
Company purpose that aligns with my values4.4
Flexibly working hours4.3
Variety of work challenges4.3
Manager who helps resolve workplace challenges4.2
Training and development opportunities4.2
Please rate each of the following factors when considering a newemployer.
Ability to work remotely3.7
Frequent performance feedback3.6
Access to peer groups 3.5
Mentorship program3.5
Inspiring physical workplace2.9
Childcare2.2
Perks, like a meal plan and employee discounts2.2
Ave.
IN THEIR OWN WORDS
It is difficult to show candor onaccount of our culture, which meansthe real issues never get discussed.
I look for a culture of collaborationas well as women in engineeringleadership positions.
Pay more than market average andthen work on autonomy, mastery andpurpose for each individual.
Diversity is not [being] embraced in ameaningful way.
Having a manager who “gets” you is acritical part of a good work situation.
OKAY, THANK YOU FORFOLLOWING ALONG. There is so much more to explore on this topic.We hope this prompts a discussion in yourorganization. Contact SWE to learn more.
Roberta Rincon Sr. Manager, [email protected]
Engineers: Join SWE as a SWE Member & advocate for the full inclusionof women in and girls in engineering: https://swe.org/membership/Employers: Partner with SWE as an employer committed to promotingan inclusive workforce: https://partnerguide.swe.org/ Job Seekers & Recruiters: Post your resume or a job posting and joinothers in pursuing or promoting career opportunities:https://careers.swe.org/Research: Learn more about SWE's research onhttps://research.swe.org
Dan LinstrothFounder, CEO [email protected]
