Women remain significantly underrepresented in automation engineering. According to Engineering UK, only around 16.5 per cent of the engineering workforce identifies as female. In industrial automation specifically, the figure is often lower. This represents both a challenge and an enormous opportunity.
The Current Landscape
The automation industry has historically been male-dominated, particularly in field-based roles involving commissioning, site work, and maintenance. However, the picture is gradually improving:
- University intake for engineering courses has risen for female students over the past decade
- Companies are actively implementing diversity initiatives and targets
- Professional bodies like the IET and IMechE have dedicated women in engineering programmes
- Role models and mentors are increasingly visible in the industry
Why Diversity Matters in Automation
Diverse teams produce better outcomes. Research consistently shows that teams with a mix of perspectives are more innovative, identify risks more effectively, and develop solutions that serve a wider range of users. In automation, this translates to:
- Better human-machine interface designs that consider diverse user needs
- More thorough risk assessments informed by different viewpoints
- Improved problem-solving through varied approaches
- Stronger team dynamics and reduced groupthink
Challenges Women Face
Despite progress, real barriers persist:
- Workplace culture: Some site environments can be unwelcoming or exclusionary
- Visibility: Lack of female role models in senior technical positions
- Confidence gap: Societal messaging that steers women away from technical careers from a young age
- Work-life balance: Commissioning travel and on-call requirements can be particularly challenging
- Recruitment bias: Unconscious bias in hiring processes still exists
Practical Steps for the Industry
Employers and the wider industry can take concrete actions:
- Review recruitment practices — Use inclusive language in job adverts, ensure diverse interview panels, and actively source candidates from underrepresented groups
- Create mentoring programmes — Pair experienced female engineers with those starting their careers
- Offer flexible working — Where possible, provide options for remote monitoring, flexible hours, and shared on-call duties
- Address workplace culture — Zero tolerance for harassment and discrimination, with clear reporting mechanisms
- Support returners — Programmes for engineers returning after career breaks
Advice for Women Considering Automation
If you are thinking about a career in automation engineering:
- Do not be deterred by statistics. The industry needs you, and most colleagues will be supportive and welcoming.
- Seek out networks. Organisations like the Women's Engineering Society, IET Women's Network, and WISE provide community and support.
- Build your skills confidently. CPD-accredited training from providers like EDWartens gives you verified skills that speak for themselves regardless of background.
- Find mentors. Connect with experienced engineers who can provide guidance and advocacy.
- Share your journey. Your visibility helps inspire the next generation.
Success Stories
Across the UK, women are leading automation projects, managing engineering teams, founding system integration companies, and driving innovation in Industry 4.0. Their success demonstrates that the barriers are surmountable and the rewards — both personal and professional — are substantial.
Looking Forward
The UK needs an estimated 124,000 additional engineers annually to meet demand. Excluding half the population from the talent pipeline is not just unfair; it is economically irrational. Companies that actively recruit, retain, and promote women in automation will have a significant competitive advantage in the years ahead.
Creating a more inclusive automation industry benefits everyone — and it starts with individual actions from engineers, managers, educators, and training providers alike.