Breaking Barriers: Women in Field Service Engineer Roles in Life Sciences

When I started as a specialist recruiter in the life sciences market back in 2006, the field service engineer (FSE) role was predominantly male-dominated. Back then, the typical FSE profile reflected broader societal trends, where technical roles in engineering were often perceived as better suited to men. However, in recent years, I’ve witnessed a significant and welcome shift as more women enter and excel in these positions within the life sciences sector.

This transformation has been particularly evident among my clients, who are increasingly hiring talented female engineers to join their teams. This is not just about ticking diversity boxes—it’s about accessing a broader talent pool, benefiting from diverse perspectives, and challenging outdated stereotypes.

A Transformative Shift

The increasing representation of women in field service engineering roles within life sciences can be attributed to several factors. First, organisations are prioritising diversity and inclusion initiatives, recognising the benefits of varied perspectives in problem-solving and innovation. Second, targeted efforts by educational institutions and industry groups to encourage women to pursue STEM (Science, Technology, Engineering, and Mathematics) careers have been yielding results. Campaigns like International Women in Engineering Day and scholarships for women in STEM are helping to break down barriers and challenge stereotypes.

Many of my clients have embraced this shift, actively hiring female field service engineers. They’ve reported that women bring unique strengths to the table, including excellent communication skills, attention to detail, and a collaborative approach to customer interactions. This trend is not just a win for gender diversity but also for the overall performance and reputation of engineering teams in life sciences.

Progress and Challenges

Despite these advancements, challenges remain. According to EngineeringUK, women accounted for a record 16.5% of the engineering workforce in 2022. However, this figure dropped to 15.7% in 2023, signaling a concerning decline. While more women aged 16–34 are entering the profession, retention remains a significant issue. Research shows that women often leave engineering roles mid-career, typically at age 43, compared to men, who tend to leave at 60.

This trend highlights the importance of targeted retention strategies, such as flexible working policies, enhanced parental leave, and clear pathways for career progression. By addressing these factors, companies can ensure that the progress made in attracting women to engineering roles is sustained over the long term.

Why It Matters

Encouraging more women to join and remain in the engineering workforce is not just about equality—it’s about addressing the skills gap and driving innovation. Diverse teams perform better, bring fresh perspectives, and contribute to a more inclusive industry culture. As life sciences companies continue to evolve and adopt cutting-edge technologies, the need for skilled field service engineers will only grow. Ensuring that this workforce is diverse and representative will be key to meeting future challenges.

If you’re an engineer considering a career move or a client seeking to expand your team, I’d love to hear from you. I can offer insights, advice, and support to ensure you find the perfect match for your needs.

Feel free to reach out to me at [email protected] or call me directly on +44 (0) 1342 330 553 for a no-obligation discussion.

Let’s continue to break barriers and drive diversity in the life sciences sector!