With estimates predicting more than three million unfilled manufacturing jobs by 2030, attracting more women to this sector is not just a matter of equity but also a critical solution to a persistent workforce shortage.
Understanding and implementing strategies to make the manufacturing industry more appealing to women can bridge this gap. Here are four ways businesses try to attract more women to manufacturing jobs. College women should keep an eye out for companies that employ these strategies: they’re signals that the business is interested in employing more women.
Marketing Manufacturing Jobs to Women
The first step in attracting women to manufacturing jobs is to debunk the notion that these positions are dirty, boring, or backbreaking. Modern manufacturing often involves innovative technology and clean, safe environments.
Position announcements that use gender-neutral terms represent an effort to ensure the announcements resonate with a wider audience. Descriptive words that appeal to women, such as “collaborative” and “problem-solver” rather than “assertive” or “competitive,” are indicators that women are welcome to apply. Job announcements should be short, stick to the skills the job actually requires, and focus on competencies rather than on bluster.
Female-Friendly Facilities
Give businesses credit for creating environments where women feel welcome. Some companies have addressed inequities in locker rooms and restrooms and provided uniforms or personal protective equipment (PPE) designed specifically for women (rather than just handing out “men’s small” sizes). These are clear indicators that they’re making efforts to forge female-friendly workplaces.
Additionally, ensuring that interior and exterior spaces of the facility are well-lit with floodlights or wall pack lighting can address safety concerns. It’s simply a fact that walking from a building to a vehicle in a parking lot late at night is different for women than for men.
Flexible Scheduling
Flexible scheduling can be a significant draw for many potential employees, especially parents who may have caregiving responsibilities outside of work. The reality of American society is that caregiving for children and aging parents falls to women more often than to men. Offering options such as part-time positions, flexible hours, or the possibility of job-sharing can make manufacturing jobs more appealing to all employees. This flexibility acknowledges the reality of modern workers’ lives and shows that the industry values work-life balance.
Demonstrated Support for Female Managers
Welcoming women into entry-level positions as well as supporting their advancement within the industry are qualities to look for in manufacturing businesses trying to recruit more women. Facilitating networking opportunities and encouraging sponsorship can help women climb the career ladder. Including women at the top levels of management demonstrates a clear pathway for career advancement and shows a commitment to gender diversity throughout the organization.
Attracting women to manufacturing jobs requires a multifaceted approach that addresses practical and perceptual barriers. College women are part of a vast pool of untapped talent out there that can fill the growing number of vacant positions and enrich the industry with diverse perspectives and skills.
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