Where It Began

In 1987, when I joined the Institute of Mechanical Engineers, I was invited to participate in the WISE initiative—Women Into Science and Engineering. It was presented with bold ambition: achieving gender equality in engineering within ten years.

I travelled to schools and colleges speaking to girls about their future options, promoting engineering as a viable, exciting career—not just for boys, but for everyone. After all, why should engineering miss out on 50% of the best brains?

Those early days were both exciting and frustrating. Exciting because doors were opening. Frustrating because progress was slow and deeply ingrained perceptions were hard to shift.

It quickly became clear to me that if we truly wanted parity, we needed to start earlier and not just with young people, but with their parents. Schools can only do so much—beliefs about “who engineering is for” are formed long before subject choices are made.

Why it’s still important to me

Decades later, we are still far from gender parity in many STEM sectors.

Throughout my career, I’ve mentored engineers—and non-engineers—at earlier stages in their STEM journeys. My aim has always been the same: to keep them interested, excited, and committed to their technical roots…and that matters more now than ever.

We are living in a world shaped by rapid change:

• Energy transition
• Technological innovation
• Artificial intelligence
• Digital transformation
• Sustainability challenges

To meet these challenges, we need the very best minds—fresh, vibrant, diverse, and ready to challenge the status quo.

Yet too often, I have seen talented female engineers step away from STEM careers. Not because they lack capability. Not because they lack ambition. But because when they look upward, they see a long line of middle-aged, white male workaholics and struggle to see how, or why, they would want to fit into that mould.

When that happens, we are effectively losing 50% of the best engineering brains.

That is not just a gender issue. It is a business issue, an innovation issue and a competitiveness issue.

The Leadership Gap in STEM

Representation matters.

If the only visible version of “success” in engineering looks one way, then many talented people will quietly opt out. Not because they cannot do the job—but because they cannot see a version of leadership that reflects who they are or how they want to live.

The industries most in need of innovation cannot afford to operate with outdated leadership models.

• We need to encourage more women in STEM
• We need different systems around them
• We need inclusive cultures
• We need broader definitions of leadership success

My Role—and Acredale’s

I have spent much of my career acting as a role model for women in STEM and for women in executive positions within traditionally male-dominated environments.

Now, through Acredale Consulting, I want to take that further.

My focus is on helping women earlier in their careers:

• Build confidence in their technical expertise
• Stay connected to their STEM foundations
• Develop leadership presence
• Aspire to executive roles
• Recognise that they are both capable and worthy of those positions

Ambition should not require conformity

Leadership should not require sacrificing identity

Technical brilliance should not be filtered through outdated expectations

STEM needs diversity of thought, diversity of leadership and diversity of lived experience.

And until we achieve that, my passion for STEM—and for women within it—will remain as strong as ever.