BARRIERS IN THE CAREERS OF YOUNG WOMEN ENGINEERS AND HOW TO OVERCOME THEM. Dr. Hanneke de Bruin Social Psychologist Women and Technology group Dept. of Philosophy and Social Sciences Techn. University Eindhoven, The Netherlands Abstract In this paper a report is given about a large research project on the careers of young Dutch women engineers. These careers were compared with those of male engineers. The extra barriers that women engineers encounter are described and analysed. Special attention is paid to effective coping strategies of women and of the companies they are employed in. In 1990 in the Netherlands a research project was started in order to investigate whether differences exist between the careers of young male and female engineers. Secondly, if differences should be found, what obstacles in work and career are experienced by women engineers that are not, or to lesser extend, are experienced by men. Thirdly, which coping strategies are effective ? About the set up of this project A rather extensive questionnaire was used in order to get an insight into the actual work situations and careers of men and women engineers, their opinions and attitudes and their plans for the future (220 female and 172 male respondents, with 2-20 years of work experience). To complete and enrich the data, 100 in-depth interviews were held (53 female, 43 male). A matched group was composed of 145 female and 145 male engineers with exactly the same study direction and number of years of working experience. Some results : Both men and women engineers are positive about work and work success. However, women as a group earn less and do not hold management positions as frequently as men do. Women work more often in employment sectors (public sector!) that offer less career chances and they are more often employed in part-time positions (23%, most of them 25-32 hours a week). The less experienced the women are, the more positive they are about the chances they get - some of them even say that women do not meet extra barriers. Most women report that they have been confronted with extra barriers in their work situation and career. However, most of these barriers were coped with by the women themselves. The attitude of the direct superior is found to be even more important for a woman engineer's career than for a man's. Contrary to what was expected, almost no barriers as a result of experiences with sexual harassment could be traced. Women engineers attach even more value to their work than men do. In contrast with some figures from the U.S.A. (Jagacinski, 1987), most women engineers share their life with a partner (80%). They have children (29%) or they want to have them in the near future. Barriers : If we take a look at the barriers that are most frequently experienced by the women, they can be assigned, according to their origin, into 4 groups: -Overt discrimination -hidden barriers -actual differences between men and women that cause extra difficulties in a men made organization culture -the double task at work and at home for women Overt discrimination: In the Netherlands there are laws against discrimination. This does not mean that it does not exist, however. The big multinationals, who are important employers for engineers in the Netherlands, often have a policy of hiring more women engineers, because they need all the top quality they can find in the technical field. However, official policy does not recur in all the echelons of an organization. In almost all organizations individual people are found who have problems in accepting a woman in an engineer function. These are especially found at a middle management level ("can not use potential extra trouble to all the burdens we have to cope with already") and with individual men who are insecure about their own capacities and position. Arguments that are often used against women engineers are : - they cannot function in a manÕs world - they cannot take hard decisions where necessary - they are not good in abstract thinking - they cannot keep the main lines - they will not be accepted by subordinates or by others - they are too emotional The hidden barriers Hidden barriers are often based on the assumptions of others or of the women engineers themselves (as a child of the culture they are raised in). Assumptions about what a woman engineer things, wants or can. Examples : "She will not be able to do that, I'll help her." "She will not be interested in that kind of job, I will not ask her" "Of course they will ask a man to do that, a man is better in that kind of thing." "When I work hard and perform well they will ask me for higher positions." Differences between men and women The work culture in engineering jobs is established by men. Women are newcomers, who have to find a way, in which they can keep their own feminine identity and be accepted by their colleagues as competent engineers. The women engineers themselves frequently report differences in : - the way they approach problems - the way they approach people - the content of the "small talk" at work (cars, soccer, women) - behaviour in general: avoidance of more personal topics, kind of humour, way to present themselves etc.) Both women and male engineers are of the opinion that women engineers are better in matters that have to do with human relations and that men engineers are better in the struggle to survive and to obtain better positions. Women engineers say they do not differ from male engineers in : - ability to take hard decisions - keeping main lines - abstract reasoning They say they have learnt to be more assertive, something they see as an asset. Women that have attained managerial positions like it and say they had no difficulties in being accepted. The combination of work and home tasks Here the woman engineer stands in the middle of an unresolvable clash of priorities. 1. An engineer should be available for his job - any time, any place. 2. A wife and mother is the first responsible person in family matters. 3. In the Netherlands parents want to take an active part in the upbringing of their children. 4. Most women engineers want to have children of their own and are convinced (based on their actual working experience) that a combination of family and engineering tasks is quite possible. A combination of both tasks, when small children are involved, can only be realized if the matter of availability in time and place is redefined. That often means temporarily working less hours and more freedom in the way that work is organised. Other undispensable conditions are the active support of the partner and the availability of good childcare facilities. Coping behaviour At last we arrive at the point with probably most practical implications: what kind of coping behaviour is considered by women engineers to be the most effective in coping with the extra barriers they were confronted with ? A distinction is made between the coping behaviour of the women and that of the work organisation. I'll just give you a summary, in the discussion we can consider the applicability in other countries and cultures. By the women engineers - Perform well, make yourself accepted by simply "being good" - Be a good organizer - Do not think a good performance is all you need. - Learn to be more assertive - Learn to recognize the little tricks that are played under the surface. - Be very explicit about what you want and what you do not want. - Try to understand why men act as they do, explain to them where their assumptions go wrong. - Do not try to be a super woman - Learn how to negotiate effectively (your own partner is the first project) - Allow your partner to make "mistakes" in his performance at home, give him credit for his successes. - Do not be jealous if your children are fond of other people who help you to take care of them, it proves it is done adequately! - Stay your real self, be self-confident, flexible and creative in finding new solutions for old and new problems (engineers like each new problem that comes their way!). - Keep your sense of humour - Never leave the labour market (there is no way back). By the work organizations A good human resources policy includes special attention to the potential that is to be found in women engineers. Useful instruments turn out to be : - Top management has to back all measures to improve the position of women in higher management. - Pay special attention to the hiring and placement of young women engineers. - Organise regular contacts between the young women engineers and someone in the head department (it can be useful to do this occasionally with their direct superiors). - Use mentorship, when available with female mentors - In management courses, pay attention to the special situation of women in higher, so called "men's" positions. - Encourage women networks within the company. Most important however: TRY TO CHANGE : -THE EXISTING STEREOTYPES OF HOW AN ENGINEER SHOULD ACT, HOW AN ENGINEERS FUNCTION IS TO BE ORGANISED. -THE DEMANDS THAT CAN BE MADE FOR UNLIMITED AVAILABILITY -THE BELIEFS THAT STILL EXIST THAT IT IS IMPOSSIBLE TO HAVE A MANAGEMENT FUNCTION IF YOU WORK PART-TIME. The data of the young male engineers in our survey shows that they do not confirm to the old situation either. A growing number of them no longer have aspirations to reach the top and to sacrifice everything for it. They want to realize themselves in interesting and challenging work and earn enough to have a good life. They want to keep time for other things in life. For many of them this is to take an active part in the upbrining of their children, but it can also be to spend time on other interests besides work (data from other research projects(Van Vonderen, 1992) confirm these findings). So in the future a redefination the demands an employer can make on young higher educated employees and a more flexible approach is needed, not only to utilise profit more of the potential of women engineers, but also to benefit the young male engineers. The present economic situation is obscuring this issue, however. At this moment the young engineers are only too happy to get a job. There is no room for what they really want. The moment there is a shortage of highly educated technicians again, things will change however. I hope this will be soon, not only for more general reasons, but because I fear that otherwise many girls will decide not to choose for the engineering profession and that will be a pity, those who practise it say it is a wonderful profession, for women as well!! REFERENCES : Jagacinski, C. "Engineering women in a male dominated field," Psych. of Women Quarterly 11 (1987) p. 97/110. Vonderen, M.L.van "Op zoek naar dedeltijdwerk ? Onderzoek in opdracht van de Koninklijke," Ned. Chemische Vereniging, T.U. Eindhoven 1992.