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Introduction Inclusion and diversity are fundamental topics in today's society, particularly in the workplace. Historically, engineering has been a field dominated by men, but increasingly women are occupying positions of responsibility in the industry. Although, as we will see in the article, unfortunately, they are still underrepresented in the engineering sector. Underrepresentation of Women in Technical and Engineering Careers According to recent statistics, although the gender gap in higher education has narrowed in recent years, women are still underrepresented in technical and engineering careers. Unfortunately, this differentiation appears as early as in earlier stages of education. For example, in the United States, according to the National Institute of Statistics and Geography, in 2020, women represented only 21% of students in engineering programs and only 18% in computer science and information technology programs. Although these figures are higher than those from a few decades ago. When women represented only a fraction of students in technical careers, there is still much to be done to achieve greater diversity in the field. In Europe, according to data from the European Commission, only 34% of graduates in science, technology, engineering, and mathematics (STEM) in the European Union are women. Furthermore, in some European countries, such as Greece, Italy, and Portugal, women represent less than 25% of STEM graduates. In Asia, according to a UNESCO study, women represent only 35% of students in science, technology, engineering, and mathematics careers in the Asia-Pacific region. And in Latin America, according to the Inter-American Development Bank, women's participation in technical careers varies widely by country. In some countries, such as Argentina and Chile, women represent almost 50% of students in STEM careers. While in others, such as Mexico and Brazil, the representation of women in technical careers remains low. Measures to Achieve Greater Inclusion and Diversity To achieve greater inclusion and diversity, it is important for companies to take specific measures to attract and retain talented women in the field. Realistically, this change will not happen or the process of change will be extremely slow unless companies set specific goals for inclusion and diversity, and review the hiring and promotion policies. Obviously, offering specific mentoring and training programs for women and promoting an inclusive and respectful work environment are some of the strategies that companies can implement. In addition, it is important for companies to provide women in leadership positions with opportunities for leadership and professional development. This can include specific training and mentoring programs for women, as well as opportunities to work on challenging projects and in interdisciplinary teams. Women in leadership positions must have access to resources and tools that allow them to develop their leadership, management, and communication skills. Fostering a work environment that promotes collaboration and teamwork, as well as inclusion and diversity, can help women in leadership positions feel valued and supported in their work. Which in turn can increase their commitment to the company and their motivation to achieve their professional goals. Benefits of inclusion and diversity in a team Having an inclusive and diverse team can offer many benefits to a company or organization, including: Greater creativity and innovation: Having a diverse and inclusive team can help bring different approaches and solutions to the problems the company faces. Bringing different perspectives and experiences, it can lead to greater creativity and new ideas in the team. Improved decision-making: Diversity can improve decision-making by providing different perspectives and experiences. This can help avoid groupthink and consider a variety of options before making a decision. Increased employee satisfaction and engagement: An inclusive and respectful work environment can increase employee satisfaction and engagement. Which can in turn improve productivity and reduce turnover. Increased access to talent: By attracting and retaining a wide range of talents, companies can improve their ability to innovate and grow, and compete in an increasingly diverse global market. Improved brand image: A company that values diversity and inclusion can improve its brand image and attract customers and consumers who share those values. Conclusions Inclusion and diversity are fundamental for the engineering industry and for society as a whole. Although there are variations in women's participation in technical careers according to country and region, the general trend is that women are underrepresented in this field. By fostering greater gender diversity in engineering and supporting women in leadership positions, companies can improve their ability to innovate, increase their profitability, and enhance their brand image. Additionally, providing leadership and professional development opportunities for women in positions of responsibility is essential to empower them and enable them to reach their full potential in the field of engineering.

Inclusion and Diversity in the Engineering Industry

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