Engineering Career Guidance

From Mechanical Engineer to Project Leader: Lessons from My Journey as a First-Generation Woman in STEM 💎 by Mary Seelam 💬 "Ten years ago, I landed in the U.S. with three overstuffed suitcases, a mechanical engineering degree, and a head full of dreams. I had no roadmap, no mentors, and no idea how I was going to make it all work — but I knew one thing: I wasn’t going back until I built something meaningful for myself. Starting Out: Small Steps, Big Courage: My 20s were messy. Between late nights with CAD models, struggling through office culture I barely understood, and navigating visa deadlines, I often questioned whether I belonged. I cried over designs, panicked in meetings I wasn’t ready for, and said “yes” to opportunities that terrified me. And yet… every small step mattered. Leading a team meeting by accident, figuring out a new system, surviving my first interview — it all added up. I realized that growth isn’t about perfection. It’s about showing up, trying, failing, learning, and trying again. Finding My Strength: Moving From Engineer to Leader Eventually, I discovered that my impact wasn’t limited to machines. My real strength was in connecting people, solving problems, and managing projects from start to finish. Transitioning from engineering to project leadership was like learning a new dance mid-performance: sometimes clumsy, often humbling, but endlessly rewarding. I went back to school, earned credentials in project management, and learned how to navigate not just technical challenges but people, budgets, and timelines. Every project taught me something about patience, resilience, and leadership — and about trusting myself, even when I didn’t have all the answers. Lessons I Want to Share With Fellow Women in STEM: Your journey is valid, even if it’s messy. There’s no “perfect path,” in STEM or in life. Trust your steps, no matter how small they feel. Ask for help, find mentors, and lean on your community. Even the strongest engineers need support, advice, and a cheering squad. Progress > Perfection. Don’t wait until you feel ready. The courage to start and keep going is what moves you forward. Redefining Success: I used to think “making it” meant titles, houses, or perfect skills. Now, I measure success in alignment with purpose, resilience through challenges, and the ability to keep learning while laughing along the way. And yes, I still sometimes microwave my tea three times before finishing it. Progress, not perfection. To Every Woman in STEM: If you’re building your career, navigating new challenges, or figuring out your next step, know this: you’re not alone. Your journey is worth it, your voice matters, and your steps, big or small, are meaningful. Keep showing up for yourself, take chances, and celebrate your growth along the way." https://lnkd.in/ehRRQkbh #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels

It's not the pipeline, It's the System. June 23rd is celebrated as 'International Women in Engineering Day" #INWED Sadly the harsh reality, engineering colleges in India produce the highest number of women in STEM graduates/engineers and many of them actually do make it to the workforce. The real challenge is their retention and progression. With 2+ decades in tech and now consulting for tech companies on their Gender Equity Strategy, I’ve seen this challenge firsthand. The issue isn’t talent availability, it’s systemic. In most households, a woman’s career is still seen as optional. That mindset and bias bleeds into workplaces, shaping how women are hired, retained, and promoted. So what can organisations do, 1. Relook at org culture and design. Are your systems, policies, and leadership norms built equitably to support who stays, rises and how. 2. Representation matters, especially in especially in mid and senior levels, invest in retention and have hiring goals across grades. 3. Move from gendered to gender neutral policies. Eg. Maternity to Parental Leave Policy that supports all care-givers. Reframe workplace policies from “women-centric benefits” to equitable caregiving support that normalise shared responsibility and reduce bias. 4. Women in Tech Returnee programs - I've seen immense success in these programs, that offer companies experienced tech talent with a little investment. #Vapasi from Thoughtworks, #Spring from Publicis Sapient are two examples 5. Conduct Stay Interviews, Not Exit Interviews. Understand why women leave and what it takes for them to stay and grow and act on the inputs. 3. A Clear Career Progression Path with mentorship and sponsorship - Bias in growth opportunity for #WIT is real, if there is no intentional support to overcome these bias, talent walks away. 4. I Need to See More Like Me! There is a lack of role models. Accelerated Women in tech leadership programs, fast-tracking the leadership journey of high potential women are some ways to address this. 5. Collective Ownership. Gender Diversity in tech is not a HR, leadership or DEI responsibility. Make it the very fabric of the org. to drive shared accountability. 6. Data is not just diagnostic, it's directional. It guides us on investments to be made, unseen bias and where and what needs to change, it's your mirror don't ignore it. #Inclusion is a organisational capability and leaders are it's torch bearers. Their actions, direction and decisions every single day, signal what truly matters. The Women in tech, talent pool exists. The question is, are you ready to retain, grow, and lead with them? #WomenInTech #WIT #GenderEquity #DiversityInTech Diversity Simplified Image description: A newspaper article titled “It’s Not the Pipeline, It’s the System” from Times of India, Bangalore edition which highlights the gender gap in engineering.

𝗧𝗵𝗲 𝗖𝗼𝘀𝘁 𝗼𝗳 𝗡𝗼𝘁 𝗛𝗮𝘃𝗶𝗻𝗴 𝗔𝗻𝘆𝗼𝗻𝗲 𝗔𝗯𝗼𝘃𝗲 𝗠𝗲 𝗪𝗵𝗼 𝗟𝗼𝗼𝗸𝗲𝗱 𝗟𝗶𝗸𝗲 𝗠𝗲 Women in Tech are in minority. But as a woman leader, an AI infrastructure expert and an ex-particle physicist, I have experienced being the only woman in the room at yet another level. Not only have I only reported to men over the course of my career: 👉 The whole chain of command above me has always only been men. 👉 I've always worked for companies where the CEO and the CTO were men. 👉 In fact, almost all my peers were men, meaning that I was practically always the only woman in all staff meetings I was part of (sometimes, that would be 20 or 30 people!) When I was younger, I felt honored just to be there, part of an elite group of technologists. But that very feeling of being "lucky to be included" shaped how I behaved. I held back disagreement, afraid that if I challenged the group, it would be attributed to me being difficult, to me being... a woman. And when I was talked over or quietly ignored, it could never identify when it was discrimination, because I thought that since I was here, it must mean that they cared about my opinion, so if they shut it down, it meant I was just wrong. But then, it started costing me more than just self-confidence, but real opportunities: ❌ I couldn't find the courage to ask for promotions because I felt I should already consider myself lucky to be the highest ranking woman in my department ❌ I didn't have anyone to advise me because no one above me had gone through the same experience ❌ Some of my managers even praised me for "doing really well for a woman", so it made me feel that I was subject to different standards, and of course, no one was there to tell me otherwise ❌ I accepted the fact that I was being passed on for cool projects and promotions as a fatality In the meantime, DEI initiatives were focusing on bringing more women onboard, not helping the ones already in place grow the ladder. So if you’re the only one in the room, or the only one on the org chart who looks like you, don’t let that become a ceiling. 🤞 You are not "lucky" to be there. 💥 You are powerful. And you have every right to keep growing… and to keep dreaming 🚀 🚀🚀 #WomenInTech #Leadership #CareerGrowth #RepresentationMatters

When I say Black, Latina and Indigenous women engineers are exhausted, many think I'm talking about the work or work-life balance. What I'm referring to are the barriers they encounter before they can even do their jobs. Follow me as I elaborate on 3 Barriers That Aren't in the Job Description (But Still Block Their Careers) : 1. Prove-it-again bias – Having to re-earn credibility that others are granted automatically 2. Exclusion from informal networks – Missing out on key opportunities, deals, or mentorship connections 3. Cultural taxation – Being expected to "represent" your group or take on unpaid DEI labor These invisible barriers don't show up in job descriptions, but they can significantly impact career progression. They're often systemic issues that require awareness and intentional action to address. Which of these have you experienced or witnessed in your workplace? #WomenofColorInEngineering #CareerDevelopment #Inclusion #Leadership #WorkplaceEquity

In 1879, Mary Walton, a groundbreaking American inventor, patented an innovative system to reduce train pollution by funneling smoke through water. Her system aimed to improve air quality in cities affected by the thick smoke produced by trains, which was a major concern in rapidly industrializing America. Walton's invention utilized water to trap the harmful particles in the smoke, making the air cleaner and reducing environmental damage. This approach was ahead of its time, showcasing her ingenuity and forward-thinking approach to solving urban pollution problems. Walton didn’t stop with pollution control. After learning of Thomas Edison's failure to reduce noise from elevated railway tracks in New York City, she took it upon herself to tackle the problem. Edison's method of sound-dampening for railway tracks had proven unsuccessful, but Walton saw it as an opportunity. In response, she developed a new sound-dampening system that was more effective, offering relief to New Yorkers who lived near the noisy and disruptive elevated trains. Her success in this venture further demonstrated her ability to solve complex issues and her critical role in shaping early environmental engineering. Walton's contributions to industrial innovation helped shape the way cities dealt with pollution and noise in the late 19th century. While her inventions were not widely celebrated during her time, her work laid the groundwork for later advancements in environmental engineering. Her legacy is an example of how women in science and engineering, though often overlooked, have made significant contributions to technological progress and urban development. Walton's work remains a testament to the power of innovation in improving public health and quality of life. #InnovativeWomen #EnvironmentalEngineering #WittyHistorian

When I pursued Electrical & Electronics Engineering, my college classroom was 50% women. But once I stepped into core electrical engineering, that number dropped drastically. In my first job, I was the only woman in my electrical team. In another company, there was just one more female trainee with me—that’s it. At Sidvin Outotec Engineering, where I’ve grown from Senior Engineer to Senior Manager, we’re working to change that. Today, 20% of our team is female, but let’s be honest—that’s still far too low. So, why aren’t more women in core engineering? 1️⃣Many opt for IT instead, seeking flexibility and work-from-home options. 2️⃣ The drop-off happens after life events. Marriage, motherhood, caregiving. Many women leave, and returning after a career break is incredibly hard. 3️⃣Lack of workplace support—it’s not about hiring women; it’s about ensuring they can thrive. Why did I stay? Because I had the right support. When the pressure felt overwhelming, my husband reminded me, "𝗗𝗼𝗻’𝘁 𝗺𝗮𝗸𝗲 𝗮 𝗺𝗼𝗺𝗲𝗻𝘁𝗮𝗿𝘆 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝘁𝗵𝗮𝘁 𝘄𝗶𝗹𝗹 𝗮𝗳𝗳𝗲𝗰𝘁 𝘆𝗼𝘂𝗿 𝗳𝘂𝘁𝘂𝗿𝗲. 𝗬𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝘀𝗼𝗺𝗲𝗼𝗻𝗲 𝘄𝗵𝗼 𝗾𝘂𝗶𝘁𝘀." My in-laws, parents, and mentors encouraged me every step of the way. My team gave me the space to grow. The truth is, women don’t quit engineering—engineering quits women. We don’t need favors. We need workplaces, families, and communities that make it possible to stay, return, and succeed. If we want more women in engineering, we need to stop treating their careers as an afterthought. The real solution isn’t just hiring women. ✅ It’s creating a system that lets them thrive. This Women’s Day, let’s move beyond celebrations and work towards real change - Because engineering (and every field) needs more women who stay, lead, and thrive. Happy Women’s Day in advance :) #empowerment #engineering #hiring

I had a very interesting conversation earlier this week with a strong female engineering manager and she told me about the fact that many women in tech leave the industry before the age of 35 😭 So, I did my research: Key Reasons 🚩Workplace Culture: Gender bias, discrimination, and exclusion from key networks create a hostile environment. 🚩Career Advancement: Limited promotion opportunities and persistent pay gaps lead to frustration. 🚩Work-Life Balance: Demanding hours and lack of support for parental responsibilities make it hard to stay. 🚩Isolation: Being one of the few women in a male-dominated space can feel lonely and unsupported. 📊The Stats 📊 Women in tech are 45% more likely than men to leave the field within a year. 56% of women leave their tech jobs mid-career, often due to unfair treatment and lack of role models. 🌟 What Can We Do? 🧠 Mentorship Programs: Support and guide women through their careers. Diversity and Inclusion Initiatives: Foster inclusive cultures with training and employee resource groups. 🧠Flexible Work Policies: Offer remote work and flexible hours to balance work and life. 🧠Leadership Development: Prepare women for senior roles and ensure clear advancement paths. Creating a more equitable and supportive environment is crucial. It’s time for organisations, leaders, and policymakers to take action and retain talented women in tech. 🌐✨ #WomenInTech #DiversityAndInclusion #TechIndustry #WorkplaceCulture #Leadership #Mentorship #CareerDevelopment #WorkLifeBalance

🚨 Strategy 1 of 8: Leverage Your Unique Perspective to Drive Innovation From the Series: 8 Game Changing Strategies for Women to Thrive in Male Dominated Spaces In male dominated industries, innovation doesn’t come from fitting in. It comes from seeing what others can’t and daring to act on it. As women, we bring a different lens. A systems lens. An empathetic lens. A visionary lens. And that difference is your edge. Here’s how to turn your perspective into power: 🔧 1. Turn Observations into Operational Wins In manufacturing and engineering, women often notice process gaps or communication breakdowns others miss. 👉 Document them. Share a small solution. Run a trial. Many women leaders have driven bottom line results just by speaking up about friction no one had addressed. 💡 2. Innovate with Empathy Empathy leads to better product design, safer systems, and stronger teams. Think of women like Gwynne Shotwell, President of SpaceX she credits her leadership success to blending technical brilliance with emotional intelligence. 👉 Ask yourself: “Who is this process/product leaving out?” “Whose voice isn’t being heard?” Designing with empathy = creating real innovation that works for more people. 🧭 3. Build Cross Discipline Bridges Women are often naturals at connecting silos marketing with ops, sales with engineering, R&D with customer support. These bridges are where innovation lives. 👉 Start by pulling two unexpected teams into one conversation. Sometimes the best breakthroughs happen when the right people finally talk to each other. 🔥 4. Don’t Wait to Be Ready. Speak Up Sooner Many of us hold back, thinking we need more qualifications, more proof, more “yes.” But most innovations never happen because someone waited to feel 100% ready. 👉 Start pitching your ideas. Share unfinished thoughts. Let your curiosity lead. Even small changes can create massive ripples. 💬 Ada Lovelace didn’t wait. Nor did Hedy Lamarr. Neither did the thousands of women engineers, coders, and creators whose names we still don’t know. ✨ Final Truth: Innovation doesn’t always look like big tech. Sometimes it’s a process made smoother, a voice heard for the first time, or a system redesigned with care. You don’t need to change who you are to innovate. You just need to show up as you are and refuse to shrink your vision. 📌 This is Day 1 of my 8 part empowerment series. Come back tomorrow for Strategy 2: Master Strategic Communication & Own Your Expertise. 💬 Have you ever spoken up with an idea that made real change? Or stayed silent and wished you hadn’t? Share below, I’m listening. ⤴️ Follow me Katerina Budinova for more insights ♻️ Share to help others

✈️  New Beyond the Flight Deck Edition is Out! 🚀 In this week’s Beyond the Flight Deck, I’m discussing a topic that hits close to home for many women in aviation, aerospace, and other male-dominated fields: the relentless pressure to prove our worth. For years, I felt compelled to go above and beyond, even sacrificing my well-being to “justify” my place at the table. I’m not alone in this; I’ve seen countless women in these spaces face the same pressure to outperform just to be considered equal. This edition explores: 🔹 The toll of constantly proving ourselves 🔹 The impact on our health, happiness, and sense of self 🔹 Why a shift in workplace culture is essential for sustainable careers If you’ve ever felt the weight of overcompensating to be seen, this piece might resonate. It’s time to start valuing ourselves beyond what we sacrifice. Does this sound familiar to you? Let’s keep this conversation going and work toward change—together. 🌟 #aviation #aerospace #womeninaviation #womeninaerospace #beyondtheflightdeck #theelevateinitiative

In the late 1800s, cities were choking on pollution from steam locomotives. Trains spewed thick black smoke, filling the air with soot and making city life miserable. In 1879, American inventor Mary Walton, a New York resident and mechanic's wife, took it upon herself to tackle this growing problem. She observed that smoke could be captured and filtered through water. With determination and practical skills, she built a working model in her basement and secured a patent for her smoke-reduction system. Walton’s design forced locomotive smoke through a water tank, trapping harmful particles and preventing them from polluting the air. Railroads adopted her invention, and her patent brought her both recognition and financial success. But she did not stop there. Elevated trains in New York City had become a constant source of unbearable noise. Even Thomas Edison had failed to find a solution. Walton studied the problem and developed a sound-dampening system that reduced the vibrations and noise produced by the elevated tracks. Mary Walton remains a rare example of a 19th-century woman inventor who made significant contributions to urban life. At a time when few women held patents or were involved in engineering, she improved city environments with practical solutions still admired today. Her work showed that determination and ingenuity could solve problems that stumped even the era’s most famous inventors. #InventorsOfHistory #RailwayInnovation #WittyHistorian