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Women of Color in Engineering Collaborative

The Society of Women Engineers, in collaboration with the American Indian Science and Engineering Society (AISES), the National Society of Black Engineers (NSBE), the Society of Hispanic Professional Engineers (SHPE), and the Women in Engineering ProActive Network (WEPAN) received a grant from the National Science Foundation to support the creation of the Women of Color in Engineering Collaborative (WCEC).

Retention in the Engineering Workforce

Retaining diverse and talented women in the engineering workforce is an urgent matter. According to the National Survey of College Graduates in 2021, 53.4% of women with engineering degrees who graduated within the last 1 to 5 years worked in engineering roles, compared to 49.3% of their male counterparts.

National Academy of Engineering

The National Academy of Engineering (NAE) was established in 1964 to promote the engineering profession and marshal the expertise and insight of eminent engineers to provide independent advice to the federal government. It is a prestigious honor to be elected to this Academy.

Earnings Gap

In all engineering and computer occupations, women's median earnings are less than those of men. The size of the gap varies by discipline, with female mechanical engineers having the smallest earnings cap (95% of male median earnings) while women in other fields receive only...

Job Outlook for Engineers

The job outlook for engineers continues to show a high demand for talent. The U.S. Bureau of Labor Statistics estimates a large need for engineers and computer-related employees over the next 10 years due to job growth and replacement of those leaving the workforce.


Over time, the U.S. has seen an increase in the number of women entering STEM occupations. While life science occupations, such as biology, have closed the gap between the percentage of men and women working in these fields,

Advocates for Empowerment (A4E)

Advocates for Empowerment (A4E) is a gender parity and equality benchmarking program offered annually by the Society of Women Engineers (SWE). A4E provides organizations with actionable information and assistance to recruit and retain diverse women in engineering and technology positions as well as advance them into top management.

COVID-19 Research

In June 2020, SWE surveyed its members to understand how the COVID-19 pandemic was impacting their college and career plans. Most survey respondents were U.S.-based. In October 2020, a second survey was sent to SWE members in India to determine how the pandemic was affecting women engineers and engineering students in that country. Read about…

SWE 1993 Study of Engineers

In 1993, SWE released a report on a survey of a random sample of more than half a million American engineers who were members of one or more of 22 major professional or technical societies. This national survey of women and men engineers was groundbreaking in it scope and its focus on gender differences in…

Women in Engineering: Talent Pulse Report, 2019

In collaboration with People at Work, SWE conducted a survey of women engineers in the workforce to understand what they seek from employers. The findings from this survey of over 2,900 women engineers helps uncover areas of focus for employers who want to improve the employee experience for women in engineering and technology at their…

SWE Gender Culture Study

Understanding why women are leaving the engineering profession will inform efforts to increase retention of early- and mid-career professionals, and Organizational culture is a root cause of engagement and attrition, as value gaps can lead to dissatisfaction in the workplace. In other words, what companies say they value is not in line with what engineers…

Climate Control: Gender and Racial Bias in Engineering

Research studies indicate that almost 40% of female engineers leave the engineering workforce by midcareer. Implicit or unconscious bias can have a negative impact on the workplace climate, affecting decisions in hiring, promotions, and compensation for women and other underrepresented minorities in engineering, and keeping them from reaching senior-level and leadership positions. In partnership with…

2017 White Paper: An Intervention Strategy to Re-engage Women Engineers in the Workforce

Without intervention strategies, the current demand for technical talent combined with the projected increase in the need for engineers will result in a significant shortage of skilled labor throughout the United States engineering industry. Increasing the persistence of women in engineering at all stages of their careers is imperative to solving this talent shortage. While…

Women of Color in Early Career: A SWE/NSBE Collaborative Study

The Society of Women Engineers (SWE) and the National Society of Black Engineers (NSBE) collaborated on a qualitative research study to understand the experiences of women of color in the early stage of their engineering career. Only 6 percent of engineering bachelor’s degrees are earned by women of color (African American, Hispanic, Asian, or Native…

STEM Re-entry Programs

The Society of Women Engineers, in partnership with re-entry firm iRelaunch, are promoting employment opportunities within the STEM Re-entry Task Force initiative to female engineers who are interested in getting back to their technical careers. The 2017 Task Force white paper “An Intervention Strategy to Re-engage Women Engineers in the Workforce” demonstrates the value proposition…

Engineering Deans

As of March 2021, there were 84 female engineering deans or directors across the country, representing roughly 20% of the total leaders of engineering colleges in the U.S.

Fortune 500 CEO’s

Though the Fortune 500 companies include numerous corporations outside of engineering, it is important to be aware of the lack of diversity among the highest levels of leadership across all industries. Diverse leaders are needed to serve as role models, mentors, and supporters of future leaders. The consistent scarcity of female and minority representation among…