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Bridging the Gap: Understanding the Gender Pay Disparity in Engineering

Exploring the Earnings Gap and How We Can Close It

The Scope of the Gender Pay Gap in Engineering

Global and US Perspectives

Research from the Society of Women Engineers (SWE) in 2023 reveals that women’s median earnings in all engineering and computer occupations are consistently lower than men’s. The gap varies by discipline:

• Mechanical Engineers: Women earn 94% of male median earnings, the smallest gap.
• Petroleum Engineers: Women earn 82% of male median earnings, one of the largest gaps.
• Electrical and Electronic Engineering Technicians: Women earn 84% of male median earnings.
• Software Quality Assurance Analysts: Women earn 98% of male median earnings, showing near parity in some roles.
• Database Administrators: Women earn 73% of male median earnings, indicating a significant disparity.

A 2024 report by Adhuna reveals a concerning trend: the gender pay gap in the U.S. widened significantly, rising from 2.9% in April 2022 to 6% by April 2024. In STEM fields, women in engineering earn 9.5% less than men, translating to 90 cents for every dollar earned by a male counterpart. In certain states, such as Nevada, women engineers actually earn more on average—reportedly around $100,000—compared to their male counterparts. $91,000 for men), but in most states, women’s salaries range from 80% to 89% of men’s.

Intersectional Disparities

The pay gap is even more pronounced for women of color. A 2021 Pew Research Center report reveals that Black and Hispanic women in STEM fields earn roughly 86% of what White women make, and just 63% compared to White men. Asian women earn 134% of White women’s salaries but only 86% of White men’s—highlighting the intricate overlap of racial and gender-based wage disparities.

The Indian Context

In India, the gender pay gap in engineering and technology is stark. A study by the National Association of Software and Services Companies (NASSCOM) found that women in technology roles earn 29% less than men, with the gap widening at senior management levels. The World Economic Forum’s Global Gender Gap Report 2024 notes that Indian women earn only Rs 40 for every Rs 100 earned by men, with India ranking 129th out of 146 countries in gender parity. This places India among economies with the lowest economic gender parity, alongside Bangladesh, Sudan, and Pakistan.

Table: Gender Pay Gap in Engineering (Selected Data)

Factors Contributing to the Pay Gap

Bias & Discrimination – Unconscious bias and systemic barriers still influence hiring, promotions, and performance evaluations.

1. Occupational Segregation: Women are often underrepresented in high-paying disciplines like petroleum or aerospace engineering and overrepresented in lower-paying fields like environmental engineering. In India, women are concentrated in roles perceived as “women’s jobs,” such as textiles or lower-level tech roles, limiting their earning potential.
2. Negotiation and Confidence: Research, such as a 2020 study from the National Academy of Sciences, suggests women may negotiate salaries less aggressively due to societal expectations or lower self-efficacy in STEM fields. Men, on the other hand, may exhibit overconfidence, leading to higher salary offers.
3. Career Progression Barriers: Women face challenges like lack of mentorship, bias in promotions, and fewer opportunities for leadership roles. In India, societal norms often expect women to prioritize family over career, further hindering advancement.
4. Work-Life Balance: The need to balance family responsibilities, particularly childcare, can lead women to opt for flexible but lower-paying roles. Aduna’s 2024 report hypothesizes that the widening gap in STEM may be a lingering effect of the COVID-19 pandemic, when many women reduced hours or changed roles due to childcare demands.

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Impact on Women Engineers

• Financial Security: Lower earnings reduce savings, retirement funds, and overall financial independence, particularly critical given women’s longer average lifespans.
• Career Satisfaction: Persistent pay disparities can lead to frustration and disengagement, contributing to higher attrition rates among women in engineering.
• Representation: The gap discourages women from entering or staying in engineering, perpetuating male dominance in the field. In 2023, women represented only 16% of the engineering workforce in the U.S., according to government data—reflecting the persistent gender disparity within the profession. Bureau of Labor Statistics.
• Innovation: A lack of diversity limits the perspectives that drive innovation, impacting the engineering sector’s ability to address complex global challenges.

In India, where women represent only 37% of the workforce and contribute just 18% to GDP, the pay gap exacerbates economic inequality and hinders national progress.

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Initiatives and Solutions by SWE and Others

The Society of Women Engineers (SWE) is a global leader in addressing the gender pay gap through research, advocacy, and support programs. Key initiatives include:

• Research and Data Collection: SWE’s annual reports, such as the 2023 Earnings Gap study, provide critical data to inform policy and practice.
• Mentorship and Networking: Programs like SWENext and the SWE Mentor Network connect women engineers with mentors to support career advancement.
• Advocacy: SWE’s Capitol Hill Day engages policymakers to promote gender equity in STEM, advocating for policies like pay transparency and equal opportunity.

Other organizations are also taking action:

• Pay Transparency: Companies like Salesforce monitor and adjust salaries to ensure equity, as highlighted in a 2018 60 Minutes segment.
• Diversity Training: Initiatives to address unconscious bias in hiring and promotions are gaining traction.
• Flexible Work Policies: Hybrid and remote work options, increasingly adopted post-COVID, help women balance career and family responsibilities.

In India, NASSCOM’s efforts to highlight the pay gap in tech and initiatives like Deloitte’s reports on workplace inclusivity are driving awareness and change.

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Case Studies and Success Stories

Ramesh’s Journey in India

Ramesh, a schoolteacher from a remote village in Uttar Pradesh, turned her engineering degree into a powerful asset—earning additional income by tutoring students online and providing technical consulting, all from the comfort of her home. Facing societal pressure to prioritize family, she used platforms like Upwork to offer technical expertise, earning Rs 50,000 monthly. Her story demonstrates how women can use their skills to overcome pay disparities and achieve financial independence.

Sarah’s Negotiation Success in the US

Sarah, a mechanical engineer in California, researched market salaries using tools like Levels.fyi and confidently negotiated a 15% salary increase at her new job. Supported by SWE’s mentorship program, she overcame initial hesitation, proving that preparation and support can close the pay gap.

Actionable Steps for Readers

1. Join SWE: Become a member or support SWE’s advocacy effort to promote gender equity in engineering (SWE Membership).
2. Advocate for Pay Transparency: Encourage employers to publish salary data and address disparities.
3. Mentor and Sponsor: Support women engineers through mentorship or sponsorship to help them advance.
4. Negotiate Confidently: Research market rates and practice negotiation skills to secure fair compensation.
5. Raise Awareness: Share articles, data, and stories about the pay gap to educate others.

Download a free checklist here on “How to Negotiate Your Salary as a Woman Engineer” to empower your career.

Conclusion

Bridging the gender pay gap in engineering is a challenging task—but with the right policies and cultural shifts, it is a fully attainable goal. By understanding its causes—occupational segregation, negotiation differences, career barriers, and work-life balance needs—we can implement targeted solutions. SWE’s research and advocacy, combined with individual and organizational efforts, pave the way for a more equitable future. Let’s work together to ensure all engineers, regardless of gender, are valued equally for their contributions.

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Call to Action

• Support SWE’s Initiatives: Join SWE or contribute to their programs (SWE Programs).
• Advocate for Change: Push for pay transparency and equitable policies in your workplace.
• Engage in Dialogue: Share this post and discuss the pay gap with colleagues and friends.
• Take Action: Download our free guide on salary negotiation or join a local SWE chapter to make a difference.

Citations

• Adzuna - Gender Pay Gap Report 2024
• Pew Research Center - STEM Jobs Diversity