Female Engineering Mentorship

One factor, however, that demands more substantial time to remedy is the deficiency of adequate mentorship for females pursuing engineer careers. According to Theresa Barger, a writer for The New York Times, “[H]aving a mentor who faced similar discrimination and figured out a way to be taken seriously makes all the difference” (Barger). While an effective mentor can be of either gender, an experienced female engineer is more likely than an experienced male engineer to experience struggles similar with those faced by the rising generation of female engineers, such as workplace bias or struggle with finding the comfort and confidence to assert an opinion in a male dominated environment. Additionally, mentors make a difference because they help individuals who are in the minority feel less lonely. With female engineers, Barger explains, research has proven that “having mentors – both peer mentors and senior mentors – reduces the number of women who leave engineering and increases job satisfaction for those who stay” (Barger). Through establishing suitable mentorship for the rising generation, more women entering engineering careers will find ease in the transition, and women already working in this field will find greater comfort, removing any inclination to leave engineering due to …show more content…
By capitalizing upon the youthful zeal of curiosity and fostering both confidence and comfort, greater participation in these fields is achievable. As studies and data confirm, this is applicable to the case of women in engineering. In the words of Emily Meister, “Engineers get to design and create, argue and resolve, think and do. It’s a career that is engaging and never repetitive. There’s no reason why women should continue to avoid this