How to empower, inspire and encourage women into engineering with Sabine Beck

It is common when hiring for particular roles within the life sciences sector to see limited women apply, which really reiterates the gender disparity in the sector. Additionally, when searching for relevant candidates, a skills shortage amongst female engineers becomes apparent, prompting a closer look at how, as an industry, this can be combated.

Sabine Beck has been working within the life science sector since 2010, meaning she has seen her fair share of experience in the industry. Understanding her unique experience as one of the few women in senior engineering positions, her journey and the challenges she’s faced may encourage and empower other women in the industry, and inspire the future leaders within engineering.

What is your job title, place of work and which area of specialism?

Until recently I was the Global Head of IFM Manufacturing at CSL Behring in Switzerland. My role focused on the development and implementation of standardised operating models for maintenance and repair of non-regulated infrastructure/systems (non-GxP) and Facility Management (regulated and non-regulated services e.g. GxP cleaning). In March 2022, I started a new role as Director Business Development Life Sciences for an FM Service Provider company, still based in Switzerland, focused on business development within the life sciences.

Why did you choose a career in engineering?

From an early age at school, I was always most interested in technical and scientific subjects. I initially studied architecture and became an architect, then fell into engineering, specialising in Production Technology and FM/Services.

What have you learnt in your field of work that you could not have learned in the classroom?

Managing a team taught me to remain calm and think in a clear and structured manner during high-pressure situations, such as heavy equipment breakdowns. Leading teams of men and women also built up my managerial skillset: listening, supporting, and giving direction.

Across your career, how would you describe the demographics of your teams?

In my first years as an architect the gender ratio was about 50% women and 50% men, a stark contrast to engineering, where my teams have been 99% men. There have been more women in the organisations, but I mostly saw them in roles such as assistants or higher-level PMO roles.

Why do you think there are fewer women engineers within the life sciences sector?

One reason is that the old male/female role model is still strongly represented, especially in engineering, with people associating men with maths and science-related subjects. This is supported by a 2014 study (Reuben et al) in which hiring managers hired men at twice the rate of women, believing men were better at maths and science even when informed women had scored higher.

What is it like being a woman in engineering within life sciences?

It’s been tough, and I’ve often felt I had to deliver more than my male colleagues to be viewed in the same light, with my ideas not always considered. This is echoed in a wider study finding 40% of female engineers felt they weren’t treated equally, 60% felt male engineers had an easier ride, and 63% had experienced or overheard sexism directed at them.

How can organisations empower women within life sciences?

Putting women in engineering into higher leadership positions will create more allies for women within the industry — a view reinforced by data showing 92% of CEO roles in the biopharma industry are held by men.

What suggestions do you have to benefit and attract more women into life sciences?

Trainee programmes exclusively for women, and promoting engineering as a career in early education, including schools and career fairs.

The Women’s Engineering Society (WES) runs a mentoring scheme for women in STEM to help build confidence, leadership skills and access to role models. Research from the Royal Academy of Engineering found that 57% of female engineers drop off before the age of 45, compared to just 17% of male engineers, with factors including lack of support with maternity leave and limited access to inclusive women’s networks. At BioTalent, enhanced maternity leave is seen as beneficial for women, alongside initiatives like period leave for those who need it, and ensuring perks are inclusive to all.

How can we combat bias for women within the life sciences industry?

It starts with parenting, since the old male/female role model is anchored everywhere from a young age.

What is the importance of intersectionality within teams?

Intersectionality within teams is very important, so the ‘one and only’ woman in a team isn’t excluded or treated differently.

What advice would you give to women interested in engineering?

Don’t take anything personally, and stay authentic, fair and empathetic, as this is our strength as women.

What are your hopes for the future of engineering?

My main hope is for more women to be seen in higher engineering positions. I believe everything else will fall into place from there.

Key takeaways

It has been said that the gender disparity will take 99 years to close in every sector. Engineers are vital for society, and opening the talent pool allows for more technological breakthroughs. Encouraging girls at an early age to explore interests in science, and training hiring managers to avoid interview bias, could make a significant difference. Companies also need to be mindful and proactive in creating environments that make women feel comfortable and appreciated, through internal female networks and family-friendly, inclusive policies.

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