How do you fix a woman’s watch? Not at all, after all there is a clock on the oven. Already heard? Whatever Here is something new and much better! Watch out, James Brown sang in one of his most famous songs: “This is a man’s world”, which means as much as it is known: The world belongs to men. Perhaps the most remarkable part of this chorus and song is the second verse: “But it wouldn’t be nothing, nothing without a woman or a girl…” This assertion is perhaps nowhere more true than in the male-dominated manufacturing industry. We are completely honest with you: The MySolutions Group would be nothing without the women in our company, so this statement also applies to many other companies in manufacturing. Today, we therefore focus on women in manufacturing and show why the increasing number of female employees in manufacturing companies brings a wealth of advantages and only a few – if any – disadvantages.
Women in the manufacturing industry: What holds them back?
The answer to this question is simple and short: the male-dominated work culture in manufacturing. For this reason, ideas such as a women’s quota are a little too short. There is no ALL-IN-ONE solution for successful equality. MySolutions is mainly concerned with the development and programming of software for manufacturing companies. As you know, we do not shy away from entering unfamiliar terrain and tackling new tasks. With today’s article, we want to give you, our esteemed readers, some tutoring on the subject of women in manufacturing. Not that you need it, after all, equality is certainly a similarly important topic for you as, say, increasing sales or innovation… We want to give you the following reasons why manufacturing needs women, but still not withhold them. You never know…
Women in the workforce increase competitiveness
CEOs and production managers see talent driven innovation as the most important factor influencing competitiveness. Research shows that leadership diversity can be a key factor for innovation. In this sense, the recruitment and retention of women in manufacturing can contribute significantly to a company’s competitiveness. Don’t you think so? But you should. Research has shown that Fortune 500 companies with a high proportion of female executives achieve a 35 percent higher return on equity and a 34 percent higher overall return than companies with fewer female executives. And while we’re on the subject of talent.
A huge pool of untapped talent is waiting for you
Women account for more than half of the bachelor’s and master’s degrees awarded to the entire workforce in Switzerland. As soon as they join the workforce, women advance in their careers and hold a large proportion of management and responsibility positions – with the exception of manufacturing. In the first decade of the new millennium, women accounted for around 57 percent of Bachelor’s degrees, 63 percent of Master’s degrees and 53 percent of doctorates. Women thus represent a pool of untapped talent for manufacturing companies. The percentage of women in executive positions in manufacturing suffers from lagging behind other industries, but the potential of experienced professionals is considerable. So there’s no reason to believe that a woman can’t operate a CNC machine or despair of a machine other than a kitchen machine.
More diversity means less risk of losing top performers
Researchers found out that a reduced willingness to fluctuate is linked to the positive perception of a company’s diverse climate by its employees. A further finding from these studies was that a diversity-friendly working environment correlated with lower employee turnover intentions.
You cansmooth theway for theyounger generation
Despite the current under-representation of women in manufacturing, there is still good news: today’s businesses can make an important contribution to the future of women in manufacturing. How can this be achieved? First, we must all redefine the perception of the traditional manufacturing industry from unprogressive and male-dominated to high-tech and high-wage, in which both men and women can and want to be successful. Next, we need to ensure that manufacturing companies are jobs that are organised to support women’s success. Management must set aggressive goals to proactively create a diverse workforce.
A need forchange
Many thousands of jobs in the manufacturing sector are currently unfilled as companies are unable to find qualified workers. Women are needed to fill this gap. Part of the creation of a “women-friendly” workplace is culturally determined. We as companies can and must show that we are responding to the need of companies for women. Just ask yourself: What role do women play in your company, if they play a role at all? The rest then comes all by itself. And for all those who think that a woman’s place is in the company kitchen: don’t forget that knives are also kept there.