Women have long contributed to manufacturing innovation, yet they remain underrepresented in skilled trades and technical roles. With the industry facing a growing labor shortage, manufacturers must take proactive steps to recruit, train, and retain more women in these essential positions. By breaking down barriers and creating opportunities, companies can build a stronger, more diverse workforce, driving long-term success and reducing the impact of the skills gap.
This Women’s History Month, we’re not just celebrating past achievements—we’re focusing on actionable strategies to bring more women into skilled trades and ensure they thrive in the manufacturing industry.
Despite making up nearly 47% of the total workforce, women account for only about 30% of manufacturing jobs and an even smaller percentage in skilled trades like machining, welding, and maintenance. The industry’s labor shortage—projected to leave 2.1 million jobs unfilled by 2030—makes it clear that attracting women isn’t about diversity; it’s an economic necessity.
Providing hands-on training and apprenticeship programs specifically designed for women helps bridge the skills gap. Companies can:
Many programs already exist, so it’s not necessary to launch your own. The WISE Pathways Program (Women in Sustainable Employment) is an initiative designed to help women succeed in skilled trades and technical careers, particularly in manufacturing. By focusing on non-traditional career paths and connecting women with mentors, employers, and industry partners, participants gain skills training and job readiness support. Thousands of individuals have already benefited from this U.S. Department of Labor-funded initiative.
Retention is just as important as recruitment. Manufacturers must foster an environment where women feel valued and supported by:
But how do you know if your culture is inclusive? Listen to your employees. Pay attention during breaks, around the water cooler, and on the shop floor itself. Is language being used by the average worker respectful, or could it potentially make someone uncomfortable? This can be indicative that more training on inclusivity is essential.
Representation matters. Featuring women in leadership and technical roles can inspire the next generation. Companies should:
As we shared early, women make up 47% of the workforce - but only 30% of manufacturing roles. As manufacturing companies grapple with the skills gap and labor shortage, widening the labor pool to make women feel welcome is a key operational strategy and necessity to meet the challenges of the day.
Groups like Women in Manufacturing (WiM) and the Society of Women Engineers (SWE) offer networking, education, and advocacy for women in the industry. Collaborating with these organizations can:
Women are more likely to stay in manufacturing when they see a clear path for advancement. Companies can improve retention by:
From Stephanie Kwolek, who invented Kevlar, to Margaret Knight, the “female Edison” with over 25 patents, including the flat-bottomed paper bag, women have shaped the industry for centuries. Yet their full potential remains untapped in skilled trades. Manufacturers that actively recruit, train, and support women will not only help close the gender gap but also strengthen their workforce, drive innovation, and secure long-term success.
This Women’s History Month, let’s move beyond recognition—let’s take action to bring more women into skilled trades and manufacturing careers.
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