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Engineering is a field historically dominated by men, often seen as unsuitable for women due to its masculine culture and ethos. Despite efforts to increase the number of women entering engineering, these attempts have yielded limited success. The issue is not just about numbers; it’s about how gender is performed and perceived in these environments. This article explores the concept of „doing” and „undoing” gender in the engineering profession, focusing on how women engineers navigate their roles, adapt to organizational cultures, and the implications for gender equality.
The concept of „doing gender,” introduced by sociologists Candace West and Don Zimmerman, suggests that gender is a social construct performed through everyday interactions. People bring their gender beliefs into their professional lives, often without conscious thought, reinforcing traditional gender roles. For women in male-dominated fields like engineering, the performance of gender becomes a balancing act between conforming to masculine norms and maintaining their gender identity.
Butler’s notion of gender performance goes a step further by implying that adhering strictly to gender norms can lead to individuals being „undone.” In the context of women engineers, this means they might adapt their behavior to fit in, such as adopting masculine traits, which may ultimately devalue their femininity. This balancing act is crucial as it can shape their professional experiences, career advancement, and personal well-being.
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Women represent only 28% of the workforce in STEM fields worldwide, despite making up nearly half of the global labor force. This gender gap in STEM careers highlights ongoing challenges in achieving gender equality in these critical industries (Source: UNESCO, 2021).
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In engineering specifically, women account for just 16.5% of engineering and architecture jobs in the United States. This low representation indicates significant barriers to entry and advancement for women in traditionally male-dominated fields like engineering (Source: U.S. Bureau of Labor Statistics, 2023).
Women in engineering often face significant gender-related barriers. They are frequently perceived as either „honorary men” or „flawed women.” To succeed, they must often adopt a blend of masculine behaviors while avoiding traits traditionally associated with femininity, which can be seen as weaknesses. Research by Etzkowitz et al. (2000) and Evetts (1997) illustrates that women in these environments must navigate complex dynamics, often facing criticism whether they conform to masculine norms or not.
Based on empirical research, women engineering students employ several strategies to cope with the male-dominated culture. These include:
Women engineers often try to fit in by adopting masculine traits, downplaying their femininity, and engaging in behaviors that align with the male-dominated culture. This strategy is aimed at gaining acceptance and avoiding being marginalized. For instance, one study participant mentioned, „I give them as good as I get… If you give them respect, they’ll give you respect back.”
Many women in engineering tend to accept gender discrimination as a norm rather than challenging it. They may downplay sexist behavior or see it as part of the job. This acceptance is often a coping mechanism to avoid conflict and maintain harmony in the workplace. As Dryburgh (1999) notes, women may label obvious sexism as exceptional rather than confronting it directly.
Building a reputation as a competent engineer is another strategy employed by women to overcome gender biases. By demonstrating their skills and dedication, they aim to be seen as engineers first and women second. This approach is intended to shift the focus from their gender to their professional abilities.
Some women perceive the advantages of being in engineering—such as job opportunities and intellectual challenges—as outweighing the disadvantages of working in a male-dominated field. This perspective can help them stay motivated and resilient in the face of challenges.
In some cases, women engineers distance themselves from other women and adopt an anti-woman stance, often criticizing female colleagues who exhibit traditionally feminine behaviors. This tactic is seen as a way to align more closely with the masculine culture and gain acceptance.
While these coping strategies might help individual women navigate their careers, they do little to challenge the underlying gender inequalities in the engineering field. By conforming to masculine norms, women may unintentionally reinforce the status quo, making it difficult for future generations of women to enter and thrive in engineering. The emphasis on „doing gender” in a way that aligns with the male-dominated culture ultimately upholds an environment that can be hostile to women.
Engineering culture plays a significant role in shaping gender performance. Traditionally, engineering is associated with toughness, heavy labor, and technical prowess—all traits culturally linked to masculinity. This perception not only discourages women from entering the field but also makes it challenging for those within it to maintain their gender identity without facing professional repercussions.
Silvia Gherardi’s work on gender in organizational culture highlights that when women are accepted in traditionally male environments, it’s often on terms set by men. For example, women might be included in male bonding activities or informal networks only when they behave in ways that align with masculine norms. This inclusion often comes at the cost of devaluing feminine traits, perpetuating a cycle where women must constantly prove their worth by downplaying their gender.
While some women might find success by adopting masculine traits, this strategy can lead to long-term consequences for gender equality. The idea of „undoing” gender suggests that the more women conform to masculine norms, the more they distance themselves from their own gender identity, creating a professional environment where only certain types of femininity are acceptable. This dynamic can make it difficult for women to advocate for gender equity without risking their professional standing.
Women in engineering often find themselves in a double bind, where exhibiting feminine traits may lead to perceptions of incompetence, while adopting masculine behaviors might label them as unfeminine or even aggressive. This dilemma underscores the importance of moving beyond binary conceptions of gender and recognizing the value of multiple masculinities and femininities in the workplace.
Achieving true gender equality in engineering requires a fundamental shift in how the profession perceives and values gender. Instead of women having to adapt to masculine norms, the culture of engineering needs to evolve to be more inclusive of different gender expressions. This shift involves:
Companies and educational institutions need to foster cultures that value diversity and inclusivity, not just in numbers but in attitudes and practices. This involves challenging stereotypes, addressing unconscious biases, and creating policies that support work-life balance for all genders.
Women in engineering should be encouraged to take on leadership roles where they can influence organizational culture and advocate for gender equality. By having more women in decision-making positions, companies can better address the specific challenges faced by women engineers.
Mentorship programs that connect women engineering students with experienced professionals can provide valuable support and guidance. These programs should focus on building confidence, providing career advice, and helping women navigate the complexities of gender performance in the workplace.
Raising awareness about the impact of gender performance and providing training on gender sensitivity can help create a more inclusive environment. This includes training for both men and women on recognizing and addressing gender biases.
The performance of gender in engineering is a complex issue that significantly impacts women’s experiences and career trajectories in the field. While individual strategies for coping with gendered expectations can provide short-term solutions, they often fail to address the root causes of gender inequality. To foster a more equitable engineering profession, it is essential to challenge traditional gender norms and create environments where diverse expressions of gender are valued and respected.
The journey towards gender equality in engineering is ongoing, requiring collective efforts from individuals, organizations, and society at large. By understanding how women engineers do and undo gender, we can develop more effective strategies to support their success and ensure that engineering is a field where everyone, regardless of gender, can thrive.
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