The manufacturing industry is experiencing a significant shift as women continue to break barriers and reshape the workforce landscape. In 2023, women account for 29% of the manufacturing workforce, reaching an all-time high of 3.77 million employed women in the sector. The Manufacturing Institute’s ambitious 35×30 campaign aims to increase women’s representation to 35% by 2030, addressing the current imbalance where only 33% of manufacturing professionals and merely 26% of industry leaders are women. This gender gap represents both a challenge and an opportunity for transformative change in an industry traditionally dominated by men.
The Current State of Women in Manufacturing
The presence of women in manufacturing has reached unprecedented levels in recent years. With 3.77 million women now employed in the sector, we’re seeing tangible progress in gender diversity. However, the fact that women constitute only 29% of the manufacturing workforce highlights the ongoing need for change.
The Manufacturing Institute recognized this gap and launched the 35×30 campaign, a strategic initiative aimed at increasing women’s representation to 35% by 2030. This ambitious goal reflects the industry’s growing acknowledgment that diversity drives innovation and enhances business performance.
Despite progress in overall employment numbers, leadership positions remain significantly male-dominated. Only 26% of industry leaders are women, creating a visible ceiling that limits female advancement into decision-making roles. The food manufacturing sector has shown more promise in this area, though challenges persist across the manufacturing landscape.
The disparity between women’s representation in the workforce versus leadership positions indicates a clear need for targeted initiatives addressing both recruitment and advancement. Companies that actively work to close this gap typically report improved problem-solving and enhanced innovation.
Sector Variations: Where Women Are Thriving
The distribution of women across manufacturing sectors reveals striking differences in gender representation. Medical/Healthcare manufacturing leads the way with 54% female representation, demonstrating that gender parity is achievable in specific manufacturing environments. By contrast, Aerospace & Defense lags significantly with women comprising only 24% of the workforce.
Leadership positions follow similar patterns, with Medical/Healthcare again leading at 43% female leadership. The women leaders in food and beverage manufacturing have established a relatively strong presence at 30%, while General Manufacturing stands at 29%. These statistics reveal that some sectors have made more significant strides toward gender balance than others.
The Automotive industry and Energy/Utilities/Oil & Gas sectors show concerning gaps at 29% and 28% female participation respectively. These traditionally male-dominated fields face additional challenges in recruiting and retaining women. Cultural factors, historical precedent, and working conditions all contribute to these persistent disparities.
Industry experts emphasize that “Diversity in leadership drives innovation and resilience in manufacturing.” This principle has been demonstrated repeatedly, with companies featuring diverse leadership teams typically outperforming their less diverse counterparts in problem-solving, innovation, and market responsiveness.
Barriers and Opportunities in the Workplace
Women in manufacturing report mixed experiences regarding their career trajectories. While 62% acknowledge significant progress in gender equity over the past five years, only 27% feel strongly positive about their career advancement opportunities. This disconnect reveals that progress has been made, but substantial barriers remain.
The good news is that 65% of women feel valued for their contributions in their current roles. However, organizational support for diversity initiatives remains inconsistent, with 48% of companies lacking awareness or implementation of formal diversity and inclusion programs. This gap between individual experiences and institutional support represents a critical opportunity for improvement.
“Mentorship and advocacy are critical to retaining women in manufacturing.” This insight highlights the importance of creating support systems that help women navigate the unique challenges they face in the industry. Formal mentorship programs have proven particularly effective in increasing retention rates and facilitating advancement.
The data suggests that many manufacturing companies are missing opportunities to capitalize on female talent. Organizations that implement comprehensive diversity programs typically see improvements in recruitment, retention, and advancement of women. Companies led by figures like Gordon Cruikshanks can learn from these insights to drive change in their organizations.
Industry Initiatives Making an Impact
The Manufacturing Institute’s 35×30 campaign stands at the forefront of efforts to increase women’s representation in the manufacturing workforce. This initiative combines research, awareness, and actionable strategies to help companies recruit, retain, and advance women in manufacturing careers.
Virtual events like Advance Women in Manufacturing 2025, scheduled for March 5, 2025, provide essential platforms for networking, education, and advocacy. These events connect women across the industry, facilitating knowledge sharing and professional development. Organizations can leverage these opportunities to demonstrate their commitment to gender diversity.
Professional associations play a crucial role in supporting women in the industry. 31% of women cite industry associations as their most valuable professional resource, while 27% highlight mentorship programs as essential to their success. The Women in Manufacturing Association (WiM) and the Manufacturing Institute lead these efforts through targeted programming and advocacy.
Companies with leaders like Shina Williams demonstrate how individual champions can drive organizational change. By supporting these industry-wide initiatives, companies signal their commitment to creating inclusive workplaces where all talent can thrive.
Technology and STEM: Pathways to the Future
The manufacturing industry is undergoing a technological revolution that creates new opportunities for women. Advanced automation, artificial intelligence, and digital systems are reshaping manufacturing roles, requiring different skill sets than traditional manufacturing positions. This evolution helps create more inclusive environments where technical expertise trumps physical requirements.
Post-pandemic recovery has shown encouraging signs for women’s employment in manufacturing, driven largely by increased demand for technology skills. Companies like those where Monica Novomisle contributes demonstrate how women are leading in this new manufacturing landscape. The changing nature of manufacturing work helps dispel outdated stereotypes about the industry.
Early STEM education plays a critical role in building the pipeline of future female manufacturing professionals. Girls who develop confidence in science, technology, engineering, and mathematics are more likely to consider manufacturing careers later in life. Industry partnerships with educational institutions help expose young women to the possibilities of manufacturing careers.
“Automation opens doors for women to excel in roles they were historically excluded from.” This transformation is changing perceptions of manufacturing jobs, which are increasingly seen as high-tech, safe, and intellectually challenging. Forward-thinking companies recognize this shift and actively recruit women with technology backgrounds to drive innovation.
Creating Sustainable Change for the Future
The path to gender equity in manufacturing requires sustained commitment at all levels. Individual companies must evaluate their recruitment, retention, and advancement practices to identify and address biases. This includes examining job descriptions, interviewing processes, and promotion criteria to ensure they don’t inadvertently disadvantage women.
Industry-wide collaboration amplifies the impact of individual company efforts. By sharing best practices, pooling resources for training, and creating consistent standards, the manufacturing sector can accelerate progress toward gender equity. The 35×30 campaign provides a framework for this collaboration, setting a clear target and tracking progress.
The business case for gender diversity continues to strengthen. Companies with greater gender diversity consistently outperform less diverse competitors in profitability, innovation, and resilience. This performance advantage provides a compelling incentive for companies to prioritize female recruitment and advancement.
The future of manufacturing depends on its ability to attract and retain diverse talent. As automation and technology transform the industry, the companies that thrive will be those that build inclusive cultures where all employees can contribute their full potential. The progress made so far demonstrates that change is possible, but reaching true equity requires ongoing dedication and action.