The Impact of Women Working in Manufacturing: Shaping the Future of the Industry

The Impact of Women Working in Manufacturing: Shaping the Future of the Industry

The manufacturing industry is facing a challenge. With Deloitte projecting 3.8 million jobs to fill over the next decade, and nearly 1.9 million of those jobs going unfilled unless efforts are made to close the skills and hiring gaps, the need to engage untapped talent has never been more urgent.

Women make up half of the population but only about a third of the manufacturing workforce—so the solution is right in front of us. The challenge lies in identifying and removing the barriers that women face and providing the support they need to thrive. Women in Manufacturing (WiM) is dedicated to making that happen.

“Manufacturing is only as strong as its workforce — and you can’t have a full-strentgh workforce without women,” says Gretchen Moore, Executive Director of the Women in Manufacturing Education Foundation (WiMEF). “WiM exists because this industry has a real need, and we are helping to fill it.”

Founded 15 years ago, WiM has become a vital force in expanding the presence and influence of women across every sector of the manufacturing industry. It is not about special treatment, but about removing barriers, fostering access, and making sure women are equipped to succeed in roles where they’ve long been underrepresented.

“Our mission has always been to make women the best candidate for the job,” says Allison Roberts Grealis, WiM’s president and founder. “It's not about special access, special privilege, or special exceptions. It's about helping women have the right resources and tools and support.”

Women Have Always Been Part of Manufacturing

The idea that women don’t belong in manufacturing is not just outdated — it’s historically inaccurate. From textile mills of the industrial revolution to the legendary “Rosies” of World War II, women have long been essential to the industry’s growth and resilience.

“They’ve always been here — we just haven’t told their stories,” Moore says. “There are countless examples of women who’ve driven innovation, led teams, reimagined operations, and showed up day after day to keep production moving.”

“Representation matters,” Moore continues. “When young women don’t see role models, they don’t see themselves in these roles. And the stats bear that out — only 29% of the manufacturing workforce is made up of women and just 12% of leadership roles are held by women.”

Women must be able to see themselves in the roles and then see themselves advancing. Without clear visibility of career growth, retention becomes a challenge.

“It's one thing to get in the door, it's another to move up and be successful,” says Moore. “Our goal is to show women that they’re not just going to work here, but they’re going to thrive here.”

Breaking the Perception Barrier

One of the major hurdles is perception. Many still associate manufacturing with the “three D’s” — dark, dirty, and dangerous — despite modern advancements that have made today’s shop floors clean, automated, high-tech, and dynamic. And beyond the factory floor, manufacturing includes career paths in HR, communications, sales, design, supply chain management, and more — roles that appeal to a wide range of skill sets.

Yet, as Roberts Grealis points out, “We still haven’t done a powerful enough job marketing what modern manufacturing looks like.” For too many, it remains an invisible or unappealing option.

And while investments in STEM education for girls have been rising, the results don’t always flow into manufacturing careers. According to Moore, only 16% of STEM-educated women enter the manufacturing industry. “We’re losing top talent to other industries,” she says. “It’s not just a gender issue. It’s a talent issue. And it’s hurting the sector as a whole.”

Roberts Grealis emphasizes that companies must become places where women actively want to work. “People have plenty of choices about where they work,” she says. “For manufacturers to be top employers of choice, they need to be attractive to today’s job seekers. We know that people, and women in particular, care about what a company stands for. What are your sustainability efforts? What impact do you have on the community?”

This is why WiM works alongside manufacturers and other manufacturing trade organizations to better demonstrate what manufacturing looks like and to showcase the opportunities in the industry.

“We know that manufacturing jobs pay better than the general industry median income. We know that there are tons of opportunities in manufacturing for advancement, career development, learning on the job, training and education,” says Roberts Grealis. “So, it's changing mindsets and that takes a lot of time, energy and effort.”

The Skills Women Bring — and Why They’re Needed Now

Beyond addressing the numbers gap, women bring critical competencies to the table — especially in an era shaped by automation, robotics, and AI.

“Women are great collaborators, systems thinkers, and problem-solvers,” says Moore. “Those are the exact human skills that machines can’t replicate — and they’re only becoming more valuable.”

Roberts Grealis echoes this sentiment, noting how women’s perspectives have already helped reshape workplace culture for the better. “Women have been at the forefront of creating more inclusive workplaces,” she says. “From advocating for things like parental leave and lactation rooms to introducing new ideas in operations and policy — they’ve made companies stronger and more adaptable.”

Why the Future of Manufacturing Depends on Women

The implications are clear: If women don’t enter manufacturing roles in greater numbers, the future of the industry is at risk.

“There is no future for manufacturing without women,” Moore states plainly. “Companies are already struggling to recruit and retain talent. If we're looking at growing the industry, you literally cannot do it without women.”

Roberts Grealis emphasizes that this isn’t just about equality — it’s about economics. “We know companies with more diverse teams perform better, innovate faster, and are more profitable. If manufacturing wants to stay competitive, it has to attract and keep talent from all backgrounds.”

WiM’s Role: Building a Stronger Workforce

Through both WiM and WiMEF, our organization provides a full spectrum of support —including mentorship programs, leadership training, networking opportunities, virtual career fairs, and localized chapter support that connects women across companies and regions.

“WiM was founded on the idea of community,” says Moore. “Sometimes you may not feel that connection within your own company, but through WiM, women find mentorship, support, and a network that helps them grow and build meaningful careers.”

As more companies focus on recruitment and retention, WiM aims to be a steady source of connection and encouragement. “We hope to be that support network for a woman in this industry so that she stays in this industry,” says Roberts Grealis.

The Bottom Line

Manufacturing doesn’t just need women — it needs to show women that they belong. That they can build rewarding, resilient careers. That they can lead, innovate, and grow.

And WiM is not only proving that it’s possible — we’re making it happen every day.

“WiM loves the manufacturing industry and we want to make sure that it's successful,” says Moore. “We see women who are thriving, who are contributing to the success of the sector. Our goal is to help ensure women see manufacturing as a great place to work.”