From dreamhouse to warehouse to C-suite, Barbie’s new role in smart manufacturing

The “Barbie” movie created a cultural phenomenon and amplified many discussions about female professional challenges. As we celebrate Women’s History Month, I want to take a moment to channel the spirit of Barbie — a timeless symbol of evolving female roles — to address a genuine problem: the underrepresentation of women in manufacturing.

Consider this: Despite women comprising nearly half of the global workforce, our footprint in manufacturing is only 30% and women only hold 1 of every 4 manufacturing leadership positions. I’ve seen this disparity firsthand in the technology and smart manufacturing industries. The persistent gender imbalances have been unmistakable.

As an industry, we must work together to champion policies that do more than attract women to manufacturing — our policies must ensure women stay, grow and thrive.

Despite the perception that the sector is dominated by manual labor, today’s manufacturing is about smart, innovative practices where intellectual prowess outweighs physical strength. The industry has evolved from its “heavy lifting and grease” image of the 1970s, now offering many opportunities that leverage creativity and technological skills.

It holds an opportunity for today’s 2.72 million unemployed women. The manufacturing industry has a massive labor shortage, with more than 600,000 job openings. That labor issue should and could be addressed by better educating women on the opportunities in this field.

More than 600,000 manufacturing companies operate within the United States and the majority (98.6%) are small businesses. Women can perform various roles across different sectors, crafting anything from high-tech electronics to consumer goods.

It’s worth noting that many of these positions don’t require a college degree, offering an attractive alternative for those wary of the debt associated with higher education. With the average salary for women in manufacturing between $63,000 and $83,000 — about 16% higher than in other fields — the industry presents a lucrative, accessible career path.

To bridge the gap for women in manufacturing, we must focus on three critical areas: flexibility, visibility and mentorship. Flexibility in job roles is paramount, especially for women who are juggling professional commitments and family responsibilities.

Visibility also plays a crucial role. Showcasing successful women in manufacturing can be a beacon of inspiration for others contemplating this career path. Highlighting the achievements of women in this field can motivate more to step forward.

Additionally, mentorship can be a real game-changer for women. By offering guidance, support and advocacy for women navigating their careers in manufacturing — and connecting experienced professionals with newcomers — we can dismantle the unconscious biases that often hinder women’s advancement.

Manufacturers should do everything possible to have at least one woman in the candidate pool for salaried positions. However, getting them in the door and interviewing is just the first step; we must create an environment where they feel comfortable and empowered to stay in these roles.

One way to do this is by going beyond mentorship to sponsorship, not just giving women career advice but actively (and willingly) advocating for them in rooms where they don’t yet have a seat at the table. Such sponsorship can make women feel more heard and empowered, and they are more likely to speak up.

As women expand their skills and step into roles with higher levels of responsibility, the company benefits from the diverse, innovative ideas women bring to the table.

Companies must challenge outdated perceptions, celebrate the immense opportunities awaiting women in manufacturing, and foster an environment of support and empowerment. This Women’s History Month, we should embrace a win-win scenario — where manufacturing productivity is not held back by unemployment but empowered with female power.