Building the next generation of women in engineering: Opening up routes into infrastructure

The UK’s infrastructure pipeline has already secured over £700 billion in private and public sector investment for the next decade. At the same time, there is added complexity from decarbonisation targets and increased regulations. This environment is putting increased pressure on workforce demands for a sector that has long been known to be battling skills shortages. And the planned modernisation of the UK’s infrastructure is only going to further intensify this issue.

Modernisation on the planned scale requires a significantly larger and more capable workforce, making it even more critical that ongoing skills shortages are addressed. Achieving this will require a range of actions, but diversity and the increased representation of women in engineering are perhaps two of the most obvious - and potentially most impactful - tactics.

Women in engineering: More than just a day

While increasing the representation of female professionals isn’t something that can be achieved overnight or with a single commitment, Women in Engineering Day (23^rd June 2026) is a perfect time to reflect and reinvigorate diversity conversations.

This year’s theme, ‘Engineering Intelligence’, focuses on the need for more than technical expertise alone for a career in the remit. As much of the commentary around this national day has highlighted, work in engineering requires a range of softer skills, including the ability to use judgement and collaboration to solve complex problems in high-pressure environments, which is critical for delivering modern infrastructure.

While we won’t delve into gender stereotypes around these softer skills, it is crucial to recognise that technical attributes are clearly becoming less crucial, largely because they are easier to train and develop. That should, in theory, open up far more opportunities for women in engineering.

Attracting more women into engineering and why it matters

While some progress on diversity has been made in recent years, the proportion of female engineers in the UK remains at around 16-17%, while 91% of engineers in the top career grade are men. This imbalance clearly needs to be addressed, not only because it’s the right thing for diversity and representation, but also because it makes business sense for infrastructure.

Different perspectives enable broader critical thinking and support better decision-making, which are vital to the sector's performance and its ability to deliver smarter infrastructure that is fit for the future. Teams with higher female representation are also often more effective at problem-solving across disciplines and contribute to stronger communication and safety cultures on site.

As infrastructure projects become increasingly complex, the ability to draw on a broader range of skills, experiences and ways of thinking is essential. Opening up the sector to more women and providing pathways for progression that really work is key to delivering a smarter, safer and more resilient infrastructure network.

Routes into infrastructure: Expanding access points

For women looking to move into engineering, there are various routes to consider. Apprenticeships offer hands-on, earn-while-you-learn pathways into engineering and on-site roles, which are particularly important for school leavers and those seeking non-university routes.

Alongside apprenticeships, graduate entry schemes offer structured development routes into specialist roles in engineering and technical fields. The significance of this entry method is that individuals gain early exposure to real-world projects and often have the opportunity for rapid career advancement.

Individuals seeking to join the sector later in their careers often represent an untapped talent pool. Retraining opportunities through return-to-work pathways are especially relevant for women re-entering the workforce or switching careers after periods of leave, such as maternity.

How do we support the next generation of female engineers?

Helping more women build long-term careers in infrastructure starts with investing in providing practical, role-specific training that equips individuals with the skills needed to operate confidently in real project environments. This includes a strong focus on safety-critical competencies and continuous learning on live projects, which ensures that skills evolve with experience. This is particularly important for encouraging women not only to enter the sector but also to build the engineering intelligence required to progress within it.

Mentoring and support networks are equally important in shaping successful careers, as well as providing access to guidance and visible role models for underrepresented groups. Mentoring helps build confidence, supports individuals in navigating non-traditional career paths and plays a key role in retaining talent. Combined with peer support and clear examples of progression, it creates an environment where women can see a future for themselves in engineering and infrastructure.

At MSS Infrastructure (MSSI), we provide defined pathways and formal support networks to make infrastructure a viable and appealing long-term, evolving career option for female engineers. Our Talent Pools cover key sectors, introducing candidates to various job opportunities and offering guidance on certification and training for quicker entry into roles.

Hear first-hand from one of our team members, Eva, on what her role involves, the skills she has gained, and why being part of an on-site engineering team has offered her a long-term career with MSSI:

As UK infrastructure projects ramp up and grow in complexity, the industry cannot afford to miss out on talent as it has in the past. Access must continue to expand, and further investment must be made in people, alongside delivery.

By enabling talent and supporting progression at every stage, MSSI is helping build a more inclusive, skilled workforce, which strengthens the engineering intelligence the sector depends on.

Explore joining our workforce today