International Women in Engineering Day is always a moment to pause and reflect; not just on how far the industry has come, but on the role each of us plays in shaping where it goes next.

In my role, I sit at a unique intersection between talent and opportunity. I work closely with experienced professionals, those progressing through their careers as well as those stepping into leadership roles, and that visibility has given me a deep understanding of both the progress we’ve made and the barriers that still exist.

A Changing Landscape, but Not a Level One

There’s no question that the engineering industry is evolving. Conversations around diversity and inclusion are louder, more visible, and more embedded into company strategies than ever before. Many organisations are actively recognising the value that women bring – not just in terms of representation, but in terms of innovation, perspective, and long-term business performance.

However, while the intent has improved, the reality isn’t yet consistent.

I still regularly speak with women who question whether they’ll “fit” into certain environments, who’ve experienced being the only woman in a team, or who feel they need to exceed expectations just to be seen as equal. These aren’t stories from the distant past; they’re very much part of the current landscape.

That said, what has shifted is confidence. More women are entering engineering with a stronger sense of belonging, clearer career ambitions, and a willingness to challenge outdated norms. That change in mindset is powerful, and it’s something I’ve seen grow significantly over time.

Is It Becoming Easier to Recruit Women into Engineering?

This is a question I’m often asked, and the honest answer is: not necessarily easier, but certainly more intentional.

The talent pool is growing, particularly at early careers level, and that’s encouraging. But at mid to senior levels, the gap is still very real. Many women leave the industry or plateau due to limited progression opportunities, lack of flexibility, or workplace cultures that haven’t fully kept pace with modern expectations.

From a recruitment perspective, this means we can’t rely on traditional methods and expect different results. Simply “wanting” to hire more women isn’t enough; you need to actively create environments where they can see themselves thriving.

Businesses that are succeeding are those that:

• Think carefully about how roles are positioned and advertised
• Challenge unnecessary barriers in job descriptions
• Offer genuine flexibility—not just as a perk, but as a standard
• Create visible pathways for progression

When these elements are in place, the conversation changes. Suddenly, it’s not about convincing women to enter the industry, it’s about giving them a compelling reason to stay and grow within it.

Where Recruitment Can Drive Real Impact

As a recruiter, I see my role as much more than filling vacancies.

It’s about advocacy.

It’s about challenging assumptions, both from employers and candidates. I often work with businesses to rethink what “the ideal candidate” looks like, and with women to recognise the full value of their experience, even if it doesn’t tick every box on paper.

There’s also a responsibility to have honest conversations. If a company’s environment isn’t genuinely inclusive, placing a candidate there isn’t setting them up for long-term success. Likewise, supporting women to negotiate, ask for progression, and back themselves is a crucial part of the process.

Small interventions can have a big ripple effect. A wider shortlist. A more inclusive interview process. A hiring manager who’s willing to listen and adapt. These are the moments where real change starts to happen.

What I’ve Learned from the Women I Work With

If there’s one thing I’ve consistently observed, it’s resilience.

Women in engineering are not lacking in capability; they’re often navigating systems that weren’t originally designed with them in mind. And despite that, they continue to progress, innovate, and lead.

I’ve seen candidates transform their careers when given the right opportunity. I’ve seen women step into leadership roles and reshape team cultures. I’ve seen confidence grow simply through being recognised and supported.

What stands out most is the importance of visibility. When women see others like them succeeding, it changes what feels possible. Representation isn’t just about numbers, it’s about influence.

Looking Ahead: What Comes Next

The future of engineering is undoubtedly more diverse, but getting there requires sustained effort.

We’re moving in the right direction, but progress isn’t linear. Economic pressures, shifting workforce dynamics, and evolving employee expectations will all continue to shape how inclusive the industry becomes.

What I believe we’ll see more of in the coming years is accountability. Diversity initiatives will need to go beyond statements and translate into measurable outcomes. Candidates, especially younger generations, are asking more questions, and they’re making career decisions based on values as much as opportunity.

For women entering the industry today, that’s a positive shift. It means they’re not just joining engineering; they’re helping redefine it.

A Final Reflection

Days like International Women in Engineering Day are important, but the real impact happens in the day-to-day decisions – how we hire, how we support, and how we challenge the status quo.

From where I sit, progress is happening. But there’s still work to do.

And if recruitment can play even a small part in widening access, amplifying voices, and shaping more inclusive environments, then it’s a role worth taking seriously.

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About Melanie

Melanie Glover is a Senior Recruitment Consultant within the Engineering division at Nicholas Associates, where she has been supporting clients and candidates for over two years. An experienced recruiter and search consultant, she has built her career across multiple sectors including automotive engineering, and legal, giving her a broad and well-rounded perspective on talent and industry dynamics.

Outside of work, Melanie is a dedicated endurance athlete, regularly competing in Ironman triathlons and ultra-running events. She has completed multiple Ironman, middle-distance, and standard-distance triathlons, as well as ultra-marathons – demonstrating the same resilience and determination that she brings to her professional life.