EngineerHer

In today’s evolving workplace, diversity and inclusion are no longer just buzzwords—they are essential pillars of a thriving, innovative, and resilient organization. One of the most impactful tools companies can leverage to support underrepresented groups is the Employee Resource Group (ERG). For women in engineering—a field where gender imbalance remains a persistent challenge (I may have spoken/written about this before...) —ERGs can be transformative.

Yes, today, I’m going to talk about ERGs and how they can help women in engineering through personal development, career advancement, and community building. Now, I will note, I’m going to refer to women in engineering ERGs throughout this, but most of the time it’s a women in STEM ERG you’ll get. It makes absolute sense to do this – but I prefer to write about women in engineering specifically, so that’s what I’m doing!

And yes, this might be inspired by the fact that we’re having a W-STEM meeting here on site today! (Or at least – we will on the day this is posted!!)

What Are Employee Resource Groups?

Employee Resource Groups are voluntary, employee-led communities that bring together individuals with shared identities, interests, or experiences. These groups often focus on supporting underrepresented populations such as women, LGBTQ+ employees, ethnic minorities, or people with disabilities.

ERGs typically aim to:

• Foster a sense of belonging and inclusion
• Provide professional development opportunities
• Influence company culture and policies
• Serve as a bridge between employees and leadership

For women in engineering, ERGs can be a lifeline—offering mentorship, visibility, and a platform to advocate for change.

Why ERGs Matter in Engineering

Engineering has long been a male-dominated field. Despite progress, women still represent a minority in most engineering disciplines. According to UNESCO, only about 28% of the global STEM workforce is female, and the numbers are even lower in engineering-specific roles. In Ireland, according to the latest figures from Engineers Ireland, our professional organisation, it’s closer to 12% of engineers are women.

This underrepresentation can lead to:

• Isolation in the workplace
• Fewer role models and mentors
• Limited access to informal networks
• Slower career progression

ERGs help counteract these challenges by creating a supportive ecosystem where women engineers can thrive.

Personal Development Through ERGs

1. Confidence and Belonging

One of the most immediate benefits of joining a women-in-engineering ERG is the sense of belonging. Being part of a group where your experiences are understood and validated can significantly boost confidence.

Women often face imposter syndrome in technical roles. ERGs provide a safe space to share stories, normalize challenges, and celebrate achievements—helping members realize they are not alone.

2. Skill Building

Many ERGs offer workshops, speaker series, and training sessions tailored to their members. For women in engineering, this might include:

• Technical upskilling (e.g., coding bootcamps, CAD training)
• Soft skills development (e.g., negotiation, public speaking)
• Leadership training

These opportunities allow members to grow in areas that may not be covered in their day-to-day roles.

3. Mentorship and Sponsorship

Mentorship is a cornerstone of many ERGs. Whether through formal programs or informal connections, ERGs help women find mentors who understand the unique challenges of navigating engineering careers.

Even more powerful is sponsorship—when senior leaders actively advocate for high-potential women. ERGs often facilitate these relationships, opening doors to new opportunities.

Career Advancement Through ERGs

1. Visibility and Recognition

ERGs can elevate the visibility of women engineers within the organization. By leading initiatives, speaking at events, or contributing to ERG projects, members showcase their talents beyond their immediate teams.

This visibility can lead to:

• Promotions
• Cross-functional projects
• Invitations to leadership programs

2. Networking and Collaboration

ERGs connect women across departments, locations, and levels of seniority. These networks are invaluable for:

• Learning about job openings
• Finding collaborators for innovation projects
• Sharing best practices and resources

In engineering, where collaboration is key, these connections can accelerate both individual and organizational success.

3. Influencing Company Culture

Women-led ERGs often play a critical role in shaping inclusive policies and practices. From advocating for flexible work arrangements to influencing hiring practices, ERGs give women a collective voice.

This advocacy not only benefits current employees but also helps attract and retain future talent.

How to Maximize ERG Participation

If you’re a woman in engineering—or an ally—here’s how to make the most of your ERG:

✅ Join Actively

Don’t just sign up—participate. Attend events, volunteer for committees, and contribute your ideas.

✅ Seek Mentors and Be One

Whether you’re early in your career or a seasoned professional, mentorship is a two-way street. Offer guidance and seek it out.

✅ Use Your Voice

ERGs are platforms for change. Share your experiences, propose initiatives, and help shape the group’s direction.

✅ Connect with Allies

Inclusion is everyone’s responsibility. Engage male colleagues and leaders in the ERG’s mission.

The Role of Leadership

For ERGs to thrive, they need executive support. Leaders can:

• Provide funding and resources
• Recognize ERG contributions in performance reviews
• Attend ERG events and listen to feedback
• Champion ERG initiatives at the highest levels

When leadership is engaged, ERGs become more than social groups—they become strategic assets.

What if my organisation doesn’t do ERGs? Or doesn’t have one to support women in engineering?

Not every company has a formal Employee Resource Group (ERG) structure in place—and even fewer have ERGs specifically tailored to women in engineering. But that doesn’t mean you’re out of options. In fact, the absence of an ERG can be an opportunity to lead change and build community from the ground up.

1. Start One Yourself

If your organization is open to employee-led initiatives, consider proposing the creation of a Women in Engineering ERG. You don’t need a large group to begin—just a few passionate individuals and a clear purpose.

Here’s how to get started:

• Draft a mission statement: Define the group’s goals (e.g., mentorship, networking, advocacy).
• Find allies: Connect with colleagues who share your vision, including male allies and HR partners.
• Secure leadership support: Present the business case for the ERG—highlighting how it can improve retention, engagement, and innovation.
• Start small: Host informal meetups, lunch-and-learns, or speaker sessions to build momentum.

2. Leverage External Networks

If internal support is limited, look outward. There are many professional organizations and communities that support women in engineering, such as:

• Society of Women Engineers (SWE) – US based
• Women in Engineering Ireland (WIE) – society within Engineers Ireland
• There are bound to be others in your area! Google is your friend here!

These networks offer mentorship, events, job boards, and a sense of belonging—regardless of your company’s internal structure.

3. Create Informal Communities

If you’re struggling to get time with leadership to make a formal presentation – I’d start here. Even without formal recognition, you can build informal support systems:

• Start a monthly coffee chat with other women engineers
• Launch a Slack or Teams channel for sharing resources and encouragement
• Organize peer mentoring pairs or small discussion groups
• Invite a female engineering colleague for a cuppa!

Sometimes, grassroots efforts can be just as impactful as formal programs—especially when they’re built on trust and shared purpose.

4. Advocate for Change

Use your voice to advocate for more inclusive practices. Share your experiences with HR or leadership, and suggest ways the company can support women in engineering—whether through ERGs, mentorship programs, or inclusive hiring practices.

Change often starts with one person asking, “What if we did things differently?”

Final Thoughts

Employee Resource Groups are not just about community—they are about empowerment, growth, and transformation. For women in engineering, ERGs offer a powerful platform to develop skills, build networks, and shape the future of the profession.

In a world where innovation depends on diverse perspectives, supporting women through ERGs isn’t just the right thing to do—it’s the smart thing to do.