Unit 7-11 Vantage Park, Coborn Avenue, Sheffield, S9 1DA, United Kingdom
+44 (0) 1709 918 120
Unit 7-11 Vantage Park, Coborn Avenue, Sheffield, S9 1DA, United Kingdom
+44 (0) 1709 918 120
Breaking the gender gap
By Nicole Procter, Commercial Manager, ICD Europe
As we approach International Women’s Day 2025, I find myself once again asking a question that I believe many of us in the metals industry need to address: Where are all the women?
As Commercial Manager at ICD Europe, a global leader in the procurement, processing, and supply of specialised metals and alloys, I am acutely aware of the gender imbalance that persists within our sector.
At ICD Europe, we currently employ eight women out of 44 staff. From the HSEQ team to accounts and office management, they all do a fantastic job and are huge assets to the company. However, even in commercial roles, men far outnumber women, and despite our best efforts, we struggle to attract female talent, particularly in more technical or operational roles.
This is an issue I care deeply about, and it’s a challenge that extends well beyond our organisation. So, how do we address it?
This is a conversation I’ve been having more frequently since joining the board of Women in Recycling, a non-profit organisation dedicated to encouraging more women into the global recycling industry and empowering them to develop their skills and gain confidence.
We are hosting our first major conference this Friday, and I’m delighted to be participating in a Fireside Chat, where we’ll discuss the issues that can hold women back, and how we don’t have to let our past define our future. But before we focus on solutions, we need to first understand why this imbalance exists in the first place. What keeps women from entering or staying in the industry? What factors are at play, and how can we begin breaking down these barriers?
What is it about the shop floor?
In our industry, the gender disparity is most pronounced on the shop floor. But what exactly makes women so underrepresented in these roles? Is it the working conditions, or the nature of the work itself? Manufacturing and recycling can be physically demanding, and some roles require technical and specialised skills. Could it be that women feel these roles are not suited to them?
What are women responding to, or perhaps not responding to, when they consider a career in these sectors? What is it about the shop floor environment that makes it harder for women to imagine themselves in these positions?
Looking at the bigger picture
Beyond the physical demands of the roles, could the wider picture be contributing to the problem? Industries like ours have always been male-dominated - is that the reason why more women don’t enter the sector? Could it be down to old-fashioned assumptions about what roles are ‘appropriate’ for men and women?
Or could it be the working environment itself? A workplace dominated by male culture and attitudes can be difficult for women to navigate.
This is something I’ve thought about a lot in my own journey. At times, I’ve felt the need to fit in with the ‘boys’ club’ - laughing along with jokes or participating in conversations that didn’t always feel comfortable. I’ve done it, and many women before me have too. But I also know this is not something we should accept as the norm. This kind of culture - one that doesn’t always create space for women to feel heard or valued - can have a lasting effect on whether women decide to stay in the industry.
And the numbers confirm this. Data from EngineeringUK reveals that the proportion of women in engineering and technology roles has declined from 16.5% in 2022 to 15.7% in 2023. What’s more, women are leaving the sector significantly earlier than men, with the average age of women exiting the profession being 43 years old, compared to 60 for men (EngineeringUK, 2023). This drop is most concentrated among women aged 35 to 44 - a stage in life when many are balancing career progression with other personal responsibilities.
But perhaps the issue starts even earlier than we think.
A few months ago, I visited my daughter's school for a career fair. As I walked around, I noticed an apprenticeship provider enthusiastically showcasing career pathways in hair and beauty to her and her friends. There was no mention of engineering - not until I suggested it myself. It made me stop and think: in a city like Sheffield, built on engineering, metallurgy, and manufacturing, why isn’t every school actively presenting opportunities in the very sectors that have made this city a success?
If young girls aren’t exposed to these careers at school, how can they aspire to them? If engineering and manufacturing aren’t promoted as options, then of course, we’ll continue to see a gender imbalance in the industry.
So, I wonder - could it be the culture that makes women feel like they don’t belong? Is that what they’re responding to when they decide this career path might not be for them? Or could it be the lack of existing representation? After all, if they can’t see it, how can they be it?
If we’re being honest with ourselves, it’s likely a combination of all these factors - from the way the roles are perceived to the working environment and the culture. So, how do we tackle it?
Perhaps the industry itself needs to do more to show that there’s a place for women here. The EngineeringUK data makes it clear: not only do we need to attract more women into the sector, but we also need to ensure they feel supported enough to stay. Could there be a stronger connection between schools and industry to help promote these career paths from an early age? Could companies take a more active role in retention strategies, ensuring women don’t just enter the industry but feel valued and empowered to build long-term careers?
Changing the conversation
Ultimately, the goal is not to point fingers or place blame, but to engage in a genuine conversation about the barriers that prevent women from entering or remaining in our industry. As we have these discussions, I want to hear from others who’ve faced similar challenges. What has worked for you in attracting and retaining female talent? How have you navigated the cultural and structural issues that exist? I believe we all need to share ideas and best practices that can help us move forward.
In a city like Sheffield, which has long been at the heart of the manufacturing and steel industries, there is immense potential for change. We have a chance to lead the way, but we need to do it together. It’s not just about the numbers – although they are important - it’s about creating a space where women can thrive and feel empowered to take on any of the challenges and roles that our industry offers, from the shop floor to the boardroom.
This is only the beginning of what I hope will be a much larger, ongoing conversation. So, let’s keep asking questions, exploring ideas, and, most importantly, finding solutions together.
Let’s start by looking at what’s not working and figuring out how we can do better. And in doing so, let’s work to ensure that the next generation of women entering our industry feel welcome, empowered, and supported every step of the way.
To find out more about ICD Europe, visit www.icdeurope.com. And to learn more about Women in Recycling, visit www.womeninrecycling.co.uk
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