Getting more women into leadership roles is important for every industry, but it is especially vital for manufacturing. The sector lags others in terms of female representation, particularly in the C-Suite. What does it take to attract female talent to the industrial space and what can companies do to retain these women? And what guidance do current women leaders have for the next generation to improve their chances for a successful career in manufacturing?
Manufacturers Alliance took up these questions with a particular emphasis on women manufacturing leaders in operations, engineering, and those in legal, finance, and human resources. We had frank conversations with more than two dozen women in manufacturing who are passionate about their jobs, manufacturing as a career, and the importance of increasing gender equity. Each of these first-person perspectives is unique, and there is no monolithic female point of view. At the same time, we do see clear patterns in terms of where women are making progress and how.
Along with sharing the career journeys of these women, we've pulled together actionable advice for companies looking to be seen as an innovative place for women to work. For executives looking for a competitive advantage, you don't want to miss this report.
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Why It Matters
Four million jobs need to be filled in manufacturing in this decade, about half of which require skilled talent. The sector is punching below its weight in terms of its ability to attract that talent, and when it comes to hiring and retaining women, manufacturing is struggling even more. Women represent 47% of the U.S. workforce overall, but only 29% in manufacturing, according to the Bureau of Labor Statistics. Only about one in four manufacturing management positions is held by a woman, which is on par with private sector averages. Moving up in the hierarchy, only 12% of C-suite positions in manufacturing are held by women, versus 16% in healthcare, and 21% in utilities.
The current situation marks a setback from recent trends. The number of women in manufacturing overall had been on a slight, but steady ascent from 2010-2020. But when the pandemic hit, women were disproportionately affected, accounting for a higher share of manufacturing separations compared to men relative to previous years. Women’s share of manufacturing also dipped in 2020 prior to recovering in 2021.
In many ways, history was repeating itself. Back up 75 years to World War II when more than 3 million women took jobs in manufacturing. Contrary to the Rosie the Riveter myth, most of these women were not housewives who flocked to factory jobs for the sake of their husbands serving in war. Only 8% of working women had a husband in the armed forces. Rosie was more often than not already employed in a different sector but attracted to manufacturing for the higher wages. When the war ended, surveys revealed the vast majority of these women wanted to stay on the job. But conversion from war-time production meant cuts and the jobs that remained were given to men based on biased government policies of the day and plant rules selectively enforced against women, such as demotion to janitorial work or transfer to third shifts. The result was such a significant uptick in hiring for men, the male labor force participation rate hit 86.6% in 1948, a rate that has never been achieved since (the 2021 rate for men is 68.5%).
Then, as now, manufacturing offered a particular fascination for many women. The vibrancy of the manufacturing environment was cited by several women we interviewed for this report. “I got a degree in Civil Engineering because I had a strong desire to work outdoors,” Emily Pajek, General Manager of Euclid Consumables at Lincoln Electric, told us. “That all changed the first time I walked into a manufacturing plant. There was so much noise, activity, and so many people, I instantly thought it was cool. I’ve been in manufacturing ever since,” she said. Lincoln Electric’s Executive Vice President and CHRO Michele Kuhrt said, “I love manufacturing, walking on the floor and even how it smells!” Several women told us about the inherent satisfaction of being in an industry that makes tangible goods. Whether you’re a woman or a man working in the field, you are more likely than not to recommend manufacturing as a career.
