Bridging The Gender Gap: Transforming Engineering Hiring Practices for Equity

Abstract

Engineering remains one of the most gender-imbalanced professions globally, with women continuing to face systemic discrimination that limits their participation and advancement. Despite increasing female enrollment in engineering education, biases in hiring practices persist, from discouraging women from applying to subjecting them to discriminatory questioning during interviews. This paper examines the historical roots of gender discrimination in engineering and presents data illustrating the continued underrepresentation of women in traditionally male-dominated branches. It explores the psychological impacts of biased hiring practices on women engineers, including stereotype threat, imposter syndrome, and chronic stress, which undermine their confidence and long-term career prospects. Drawing on empirical evidence, the paper offers actionable recommendations to foster equitable and inclusive hiring, such as implementing gender-sensitive recruitment processes, providing bias awareness training, and creating supportive organizational cultures. Addressing these persistent barriers is essential not only for achieving gender equity but also for unlocking the full innovative potential of the engineering sector.