Graduating in 2006 with a masters in electronic and electrical engineering, I started my career in the energy sector. I had no understanding at that time of the significant challenges I was to encounter – and I don’t mean the technical kind. In today’s competitive landscape, many women find themselves navigating male-dominated industries such as energy, tech and engineering, often feeling isolated and undervalued. I was regularly at risk of becoming the stereotype and another statistic: A mid-career woman in STEM leaving the sector. It wasn’t until much later in my career that I realized the challenges and setbacks I continued to encounter were not unique to me – so many women were grappling with the same issues, and continue to do so.
As I progressed in my career, I recognized an overwhelming need for change, not just for myself, but for all women in these fields. Too often organizations would focus only on diversity metrics or physical requirements, such as toilets and changing rooms, but would shy away from much more difficult aspects – e.g., behaviors, psychological safety, and inclusive leadership. I wanted to do my part, so I established Valued at Work to create successful leaders and workplace cultures where no one wants to leave. Here are some key principles I embraced in building this business and the insights I gathered along the way.
Understanding the Landscape
I created Valued at Work having firsthand experience of the challenging landscape women face in male-dominated fields. Like many women and men, I, too, experienced feelings of imposter syndrome, believing I was just lucky on project deliveries or that I wasn’t technical enough. This can hinder progression and people can get stuck. One aspect I knew I wanted to create was a supportive network that acknowledged and recognized these realities – and, most importantly, would help women take the necessary steps to navigate their careers with confidence.
Creating a Supportive Community
Building a community is essential. Employee Resource Groups (ERGs) are a fantastic way to meet like-minded individuals. I pushed myself out of my comfort zone to build my network, both online and in-person, and have enjoyed meeting people from different backgrounds. There are phenomenal mentors out there! I started developing mentorship programs in Valued at Work that connect aspiring women leaders with experienced mentors to provide guidance and support. I know firsthand the power of seeing role models who have successfully navigated their careers, but it’s even better when they share how they did it so that others can learn from their experiences.
Promoting Inclusive Leadership
Another cornerstone of Valued at Work is promoting inclusive leadership. I have always believed that leaders play a crucial role in shaping workplace culture. Inclusive leadership training has become a fundamental part of our offerings. By equipping leaders with the tools to foster an inclusive environment, we can ensure that all employees feel valued and have equal opportunities for growth.
Fostering Open Communication and Psychological Safety
I believe that respectful, open and transparent communication is vital in the workplace. Employees need to feel safe and supported to share their thoughts and ideas. Creating safe spaces for dialogue encourages individuals to voice their concerns and fosters trust within teams. Psychological safety is essential for promoting innovation. When team members feel safe to take risks and share their ideas, they are more likely to contribute effectively. At Valued at Work, we encourage leaders to engage in regular feedback discussions, reinforcing that every voice matters.
Empowering Self-Advocacy and Sponsorship
A significant part of uplifting women into leadership roles is empowering them to advocate for themselves. Self-advocacy involves recognizing one’s own worth and speaking up about skills and achievements. Alongside this, having advocates and sponsors in the workplace can make a world of difference. These are individuals who actively support and promote your career when you’re not in the room. By fostering a culture of allyship, we can ensure that women have champions who believe in their potential and take action to support them.
Building Trust Through Allyship
Allyship is crucial for creating an inclusive environment. Allies can amplify the voices of individuals from under-recognized groups and help address biases within teams. When allies actively support their colleagues, they create a ripple effect that enhances trust and collaboration. At Valued at Work, we emphasize the importance of allies at all levels and encourage everyone to step up and be that support for others.
Focus on Retention
While attracting diverse talent is important, I believe organizations must prioritize retaining that talent to truly effect change. Too often, diversity initiatives focus on hiring without addressing the underlying culture that leads to attrition. It’s not enough to tick the diversity box; companies must create an environment where women and other under-recognized groups feel valued, included, engaged and enabled. This means fostering a workplace culture that prioritizes psychological safety, actively addresses workplace issues, and encourages professional growth.
If organizations want to keep talented women, they must engage in meaningful conversations about retention strategies and address the factors that contribute to high turnover. By implementing allyship programs, and ensuring inclusive practices and career development planning for all, businesses can create a culture where everyone thrives.
Advice for Women in Male-Dominated Fields
If you’re a woman navigating a male-dominated field or thinking about starting your own venture, here are a few pieces of advice I can share from my journey:
- Find Your People: Surround yourself with supportive individuals who uplift you. Whether through formal mentorship programs, employee resource groups or informal networks, connection is key.
- Speak Up: Don’t hesitate to share your ideas and perspectives. Your voice is valuable, and it’s essential to advocate for yourself and others.
- Seek Opportunities: Look for chances to take on new challenges and showcase your skills. Don’t wait for opportunities to come to you; create them.
- Be Resilient: There will be setbacks along the way, but resilience is crucial. Learn from your experiences and keep pushing forward.
- Invest in Yourself: Prioritize your professional development. Seek training and learning opportunities that enhance your skills and knowledge.
Building Valued at Work has been a rewarding journey, rooted in my commitment to create inclusive workplace cultures in traditionally male-dominated fields. By focusing on understanding challenges, fostering community, promoting inclusive leadership, and encouraging respectful open communication and psychological safety, I believe we can create more equitable workplaces. Together, we can engage and enable the next generation of women leaders and ensure that they thrive in their careers.
If you’re ready to embark on your own journey, remember that the path may be challenging, but the impact you can make is significant. Let’s work together to create a brighter future for women in STEM and beyond.
Headline Photo: Lauren Neal leading an event for bp called “Building the Future.” (February 2020, Sunbury UK.) Photos courtesy of Lauren Neal.
Lauren Neal is the founder of and Chief Program Creator at Valued at Work, a consultancy that creates workplace cultures where no one wants to leave, in traditionally male-dominated sectors.
Since 2005, Neal has worked as an engineer and project manager in the energy sector offshore, onshore and onsite on multimillion-dollar projects across the globe. Chartered through both the Institution of Engineering and Technology (IET) and the Association of Project Management (APM), Neal is a sought-after speaker, writer and consultant, championing career progression within STEM and inclusive workplace cultures beyond the boundaries of demographics.
Neal’s book, Valued at Work: Shining a Light on Bias to Engage, Enable, and Retain Women in STEM, released in October 2023, became an Amazon #1 bestseller and is a finalist in the 2024 Business Book Awards.
Click here to reach out to Neal.
- Lauren Nealhttps://energiesmedia.com/author/lauren-neal/
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