Engineering is a field historically dominated by men, often seen as unsuitable for women due to its masculine culture and ethos. Despite efforts to increase the number of women entering engineering, these attempts have yielded limited success. The issue is not just about numbers; it’s about how gender is performed and perceived in these environments. This article explores the concept of “doing” and “undoing” gender in the engineering profession, focusing on how women engineers navigate their roles, adapt to organizational cultures, and the implications for gender equality.

The concept of “doing gender,” introduced by sociologists Candace West and Don Zimmerman, suggests that gender is a social construct performed through everyday interactions. People bring their gender beliefs into their professional lives, often without conscious thought, reinforcing traditional gender roles. For women in male-dominated fields like engineering, the performance of gender becomes a balancing act between conforming to masculine norms and maintaining their gender identity.

Judith Butler’s Perspective on Gender Performance

Butler’s notion of gender performance goes a step further by implying that adhering strictly to gender norms can lead to individuals being “undone.” In the context of women engineers, this means they might adapt their behavior to fit in, such as adopting masculine traits, which may ultimately devalue their femininity. This balancing act is crucial as it can shape their professional experiences, career advancement, and personal well-being.

Women in engineering often face significant gender-related barriers. They are frequently perceived as either “honorary men” or “flawed women.” To succeed, they must often adopt a blend of masculine behaviors while avoiding traits traditionally associated with femininity, which can be seen as weaknesses. Research by Etzkowitz et al. (2000) and Evetts (1997) illustrates that women in these environments must navigate complex dynamics, often facing criticism whether they conform to masculine norms or not.

Based on empirical research, women engineering students employ several strategies to cope with the male-dominated culture. These include:

4. Seeing the Advantages Over the Disadvantages

Some women perceive the advantages of being in engineering—such as job opportunities and intellectual challenges—as outweighing the disadvantages of working in a male-dominated field. This perspective can help them stay motivated and resilient in the face of challenges.

5. Adopting an ‘Anti-Woman’ Approach

In some cases, women engineers distance themselves from other women and adopt an anti-woman stance, often criticizing female colleagues who exhibit traditionally feminine behaviors. This tactic is seen as a way to align more closely with the masculine culture and gain acceptance.

While these coping strategies might help individual women navigate their careers, they do little to challenge the underlying gender inequalities in the engineering field. By conforming to masculine norms, women may unintentionally reinforce the status quo, making it difficult for future generations of women to enter and thrive in engineering. The emphasis on “doing gender” in a way that aligns with the male-dominated culture ultimately upholds an environment that can be hostile to women.

Engineering culture plays a significant role in shaping gender performance. Traditionally, engineering is associated with toughness, heavy labor, and technical prowess—all traits culturally linked to masculinity. This perception not only discourages women from entering the field but also makes it challenging for those within it to maintain their gender identity without facing professional repercussions.

Gherardi’s Perspective on Gender in Engineering

Silvia Gherardi’s work on gender in organizational culture highlights that when women are accepted in traditionally male environments, it’s often on terms set by men. For example, women might be included in male bonding activities or informal networks only when they behave in ways that align with masculine norms. This inclusion often comes at the cost of devaluing feminine traits, perpetuating a cycle where women must constantly prove their worth by downplaying their gender.

While some women might find success by adopting masculine traits, this strategy can lead to long-term consequences for gender equality. The idea of “undoing” gender suggests that the more women conform to masculine norms, the more they distance themselves from their own gender identity, creating a professional environment where only certain types of femininity are acceptable. This dynamic can make it difficult for women to advocate for gender equity without risking their professional standing.

The Double Bind Dilemma

Women in engineering often find themselves in a double bind, where exhibiting feminine traits may lead to perceptions of incompetence, while adopting masculine behaviors might label them as unfeminine or even aggressive. This dilemma underscores the importance of moving beyond binary conceptions of gender and recognizing the value of multiple masculinities and femininities in the workplace.

Achieving true gender equality in engineering requires a fundamental shift in how the profession perceives and values gender. Instead of women having to adapt to masculine norms, the culture of engineering needs to evolve to be more inclusive of different gender expressions. This shift involves:

3. Education and Mentorship Programs

Mentorship programs that connect women engineering students with experienced professionals can provide valuable support and guidance. These programs should focus on building confidence, providing career advice, and helping women navigate the complexities of gender performance in the workplace.

4. Awareness and Training

Raising awareness about the impact of gender performance and providing training on gender sensitivity can help create a more inclusive environment. This includes training for both men and women on recognizing and addressing gender biases.