Helen Blomqvist, President,Sandvik Coromant,Europe

Despite progress in gender inclusivity, the underrepresentation of women in the science, technology, engineering, and mathematics (STEM) fields still persists. According to a 2023 report from the Massachusetts Institute of Technology (MIT), women make up only 28% of the STEM workforce.

Looking across the world, the MIT reports figures stand at 24% in the United States, 17% in the European Union, 16% in Japan and 14% in India.

Driving the shift

While the STEM gender gap remains apparent, there are several factors at play that could bring about better inclusivity. Manufacturing stereotypes are moving away from perceptions of dirty, dangerous environments. As industry embraces digitalisation, the rigid, manual jobs of the past are being replaced by roles centred around innovation, collaboration and problem solving.

The growing focus on experimentation, flexibility and hybrid working is making manufacturing a more modern and inclusive place to work for all. Changes brought about by the pandemic have invited a greater sense of flexibility, with an uptake in digital tools further fostering a more inclusive culture.

There is also increasing recognition of the benefits of an inclusive workforce. According to a Wall Street Journal report examining diversity and inclusion among S&P 500 companies, “diverse and inclusive cultures are providing companies with a competitive edge over either peers”.

What’s more, a pre-pandemic McKinsey report Delivering Through Diversity showed companies in the top quartile of their rankings for successful gender diversity on their executive teams were 21% more likely to have above-average profitability. For ethnic and cultural diversity, that figure was 33%.

It’s clear that businesses have to take strides to truly reap the benefits of diverse teams. One way of inspiring a more balanced working environment is to promote the voices of those already in the industry. Sandvik Coromant spoke to its president, Helen Blomqvist.

Meet the president

After starting as a research engineer at Sandvik Coromant 21 years ago, it’s safe to say Helen Blomqvist has risen through the ranks successfully after becoming the company’s president in 2020. Many experiences have shaped Helen’s experience as an engineer — and everything she’s achieved has been a learning opportunity.

“I like to see feedback as a gift, rather than a criticism. I never stop learning, and everyone at Sandvik Coromant can teach me something,” she explained.

“To provide fair and equal opportunities for all members of the organisation, it’s important we’re continuously learning how we can do better. At Sandvik Coromant, we have a regular feedback system where employees can anonymously voice how they’re feeling in their role.”

A believer that a learning culture feeds curiosity and sparks innovation, providing the opportunity to develop one’s skills and nurture personal development is important to Helen. “A big part of delivering inclusivity is providing opportunity for development and making sure everyone feels confident, successful and happy at work,” she adds.

”I try to lead by example and dedicate 90 minutes of my time each week to my own learning. Whether it’s attending a training session or speaking to one of our product experts, there’s always something new for me to learn. Of course, fostering this learning culture isn’t the only way to achieve inclusivity in a workplace — and actions will always speak louder than words.

”However, being able to create that space for development, at a rate that’s flexible to each individual and that plays to their own strengths, makes a huge difference.”

Inclusivity plays an important role at Sandvik Coromant, as the company aims for a management team consisting of at least one-third females by 2030 as part of its sustainability goals. What’s more, fostering a people-first culture is part of the company’s DNA and its brand mission — Manufacturing Wellness — showcases the value in taking a holistic view on team development.

”We believe elevating your business depends on the ability to attract, develop and retain talented people who are eager to make a difference. Nurture their drive to learn, evolve with the times, and you won’t just lead the market – you will be setting an industry standard,” concludes Helen.

The facts speak for themselves — industry must do more to encourage women to enter the manufacturing field. Celebrations such as IWD play a key part in showcasing the options available for women, who must not be held back by stereotypes. But, perhaps more importantly, sharing the stories of women in the industry who have overcome hurdles and developed true industry innovations is key to forming the next generation of manufacturing heroes.