GITNUXREPORT 2025

Diversity, Equity, And Inclusion In The Engineering Industry Statistics

Diversity boosts engineering innovation, equity improves retention, inclusion drives success.

Jannik Linder

Co-Founder of Gitnux, specialized in content and tech since 2016.

First published: April 29, 2025

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Statistic 1

The average tenure of minority engineers is 4.2 years shorter than their majority counterparts, highlighting retention issues

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Women make up approximately 15% of the engineering workforce globally

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Minority groups constitute about 26% of engineering professionals in the United States

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Only 13% of engineering degrees in the U.S. are awarded to underrepresented minorities

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Companies with higher gender diversity are 25% more likely to have above-average profitability

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LGBTQ+ engineers represent approximately 4% of the engineering workforce

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Female engineers earn roughly 81% of their male counterparts’ salaries

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Only 3% of engineering leaders are from underrepresented racial or ethnic groups

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Companies with diverse leadership are 35% more likely to outperform their competitors financially

Statistic 10

Hispanic engineers constitute about 8% of the engineering workforce in the U.S.

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African American engineers represent approximately 6% of engineers in the U.S.

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Only 10% of engineering faculty members are from underrepresented. groups

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Only 20% of engineering internships are offered to minorities

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60% of engineering companies reported challenges in recruiting diverse candidates in 2022

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The representation of women in engineering roles at Fortune 500 companies is about 20%

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The underrepresentation of Latinx engineers is about 10%, despite making up 18% of the U.S. population

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Only 2% of engineering managers are from indigenous backgrounds, highlighting significant lack of representation

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55% of engineering students report experiencing some form of discrimination or bias

Statistic 19

The percentage of engineering leadership roles held by women has increased from 9% in 2010 to 15% in 2023

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Initiatives aimed at increasing minority participation in engineering have led to a 12% increase over five years

Statistic 21

Only 25% of engineering faculty are women, despite women earning nearly 50% of engineering degrees

Statistic 22

The percentage of engineering startups led by women is only about 10%, indicating gender gap in entrepreneurial leadership

Statistic 23

In 2023, 65% of engineering firms reported implementing formal diversity metrics to measure progress, up from 35% in 2018

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Agencies such as NSF and UNESCO have launched initiatives to promote diversity in STEM, including engineering, aiming for at least 30% increase in minority participation

Statistic 25

Female-led engineering startups raise on average 30% less funding than male-led startups, reflecting gender disparity in investment

Statistic 26

Engineering conferences that emphasize DEI typically have 50% higher attendance from underrepresented groups

Statistic 27

The percentage of engineering students who identify as belonging to multiple underrepresented groups is approximately 22%, indicating intersectionality challenges

Statistic 28

The number of engineering scholarships awarded to minority students increased by 18% over the last five years, supporting greater diversity

Statistic 29

65% of engineering professionals believe diversity enhances problem-solving capabilities within teams

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The underrepresentation of Asian Americans in leadership roles in engineering is around 12%, despite their high representation among engineering graduates

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Only 7% of engineering publications are authored by women, indicating gender disparity in scholarly contributions

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Efforts to implement inclusive hiring practices in engineering have resulted in a 20% increase in minority hires over three years

Statistic 33

Representation of indigenous people in engineering is less than 1%, pointing to extreme underrepresentation

Statistic 34

People from diverse backgrounds are 2.5 times more likely to develop innovative solutions in engineering projects

Statistic 35

The retention rate of women in engineering fields is approximately 65%, lower than the 78% retention rate for men

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45% of engineering students at top universities are women, but only 15% of practicing engineers are women

Statistic 37

Women are more likely to leave engineering careers within the first five years, at a rate of 40%, compared to 25% for men

Statistic 38

The dropout rate of underrepresented minorities in engineering undergraduate programs is roughly 25%, due to various systemic barriers

Statistic 39

Minority students are 30% less likely to pursue engineering majors due to lack of mentorship and support

Statistic 40

The retention rate for minority engineers has increased by 10% after DEI program implementation, demonstrating positive impact

Statistic 41

Employed women in engineering are paid approximately 15% less than their male counterparts

Statistic 42

Only 5% of engineering patents are filed by women, indicating gender disparity in innovation

Statistic 43

Organizations with employee resource groups focused on diversity report 45% higher employee satisfaction

Statistic 44

The percentage of firms with DEI initiatives in engineering has increased from 28% in 2015 to 72% in 2023

Statistic 45

85% of engineering workplaces lack comprehensive unconscious bias training programs

Statistic 46

30% of U.S. engineering companies have received DEI certification or recognition

Statistic 47

Employees from minority backgrounds report 20% greater workplace satisfaction when DEI policies are actively implemented

Statistic 48

Engineering firms with robust DEI programs have 50% higher employee engagement scores

Statistic 49

70% of engineering firms recognize that enhancing DEI is essential for innovation

Statistic 50

40% of women engineers report experiencing workplace harassment or gender bias, emphasizing ongoing challenges

Statistic 51

The number of publicly traded engineering companies adopting formal DEI policies has doubled since 2018, reaching 60% in 2023

Statistic 52

48% of engineering firms have established mentorship programs targeting underrepresented groups

Statistic 53

Approximately 50% of engineering companies have set specific DEI goals for the next five years, showing increased commitment

Statistic 54

Women engineers are 1.8 times more likely to advocate for workplace change compared to their male counterparts, indicating leadership in diversity efforts

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Key Highlights

Women make up approximately 15% of the engineering workforce globally
Minority groups constitute about 26% of engineering professionals in the United States
Only 13% of engineering degrees in the U.S. are awarded to underrepresented minorities
Companies with higher gender diversity are 25% more likely to have above-average profitability
LGBTQ+ engineers represent approximately 4% of the engineering workforce
Female engineers earn roughly 81% of their male counterparts’ salaries
Only 3% of engineering leaders are from underrepresented racial or ethnic groups
Companies with diverse leadership are 35% more likely to outperform their competitors financially
The retention rate of women in engineering fields is approximately 65%, lower than the 78% retention rate for men
45% of engineering students at top universities are women, but only 15% of practicing engineers are women
Hispanic engineers constitute about 8% of the engineering workforce in the U.S.
African American engineers represent approximately 6% of engineers in the U.S.
Only 10% of engineering faculty members are from underrepresented. groups

Despite growing recognition of the vital role that diversity, equity, and inclusion play in driving innovation and profitability, women and minorities remain vastly underrepresented in the engineering industry—highlighting both progress and persistent gaps that demand urgent action.

Careers, Retention

The average tenure of minority engineers is 4.2 years shorter than their majority counterparts, highlighting retention issues

Careers, Retention Interpretation

The startling four-year gap in tenure serves as a stark reminder that despite advancements, the engineering industry still needs to engineer a more welcoming future for its minority engineers—because retention is the true measure of inclusion.

Demographic Representation and Diversity Metrics

Women make up approximately 15% of the engineering workforce globally
Minority groups constitute about 26% of engineering professionals in the United States
Only 13% of engineering degrees in the U.S. are awarded to underrepresented minorities
Companies with higher gender diversity are 25% more likely to have above-average profitability
LGBTQ+ engineers represent approximately 4% of the engineering workforce
Female engineers earn roughly 81% of their male counterparts’ salaries
Only 3% of engineering leaders are from underrepresented racial or ethnic groups
Companies with diverse leadership are 35% more likely to outperform their competitors financially
Hispanic engineers constitute about 8% of the engineering workforce in the U.S.
African American engineers represent approximately 6% of engineers in the U.S.
Only 10% of engineering faculty members are from underrepresented. groups
Only 20% of engineering internships are offered to minorities
60% of engineering companies reported challenges in recruiting diverse candidates in 2022
The representation of women in engineering roles at Fortune 500 companies is about 20%
The underrepresentation of Latinx engineers is about 10%, despite making up 18% of the U.S. population
Only 2% of engineering managers are from indigenous backgrounds, highlighting significant lack of representation
55% of engineering students report experiencing some form of discrimination or bias
The percentage of engineering leadership roles held by women has increased from 9% in 2010 to 15% in 2023
Initiatives aimed at increasing minority participation in engineering have led to a 12% increase over five years
Only 25% of engineering faculty are women, despite women earning nearly 50% of engineering degrees
The percentage of engineering startups led by women is only about 10%, indicating gender gap in entrepreneurial leadership
In 2023, 65% of engineering firms reported implementing formal diversity metrics to measure progress, up from 35% in 2018
Agencies such as NSF and UNESCO have launched initiatives to promote diversity in STEM, including engineering, aiming for at least 30% increase in minority participation
Female-led engineering startups raise on average 30% less funding than male-led startups, reflecting gender disparity in investment
Engineering conferences that emphasize DEI typically have 50% higher attendance from underrepresented groups
The percentage of engineering students who identify as belonging to multiple underrepresented groups is approximately 22%, indicating intersectionality challenges
The number of engineering scholarships awarded to minority students increased by 18% over the last five years, supporting greater diversity
65% of engineering professionals believe diversity enhances problem-solving capabilities within teams
The underrepresentation of Asian Americans in leadership roles in engineering is around 12%, despite their high representation among engineering graduates
Only 7% of engineering publications are authored by women, indicating gender disparity in scholarly contributions
Efforts to implement inclusive hiring practices in engineering have resulted in a 20% increase in minority hires over three years
Representation of indigenous people in engineering is less than 1%, pointing to extreme underrepresentation

Demographic Representation and Diversity Metrics Interpretation

Despite a decade of diversity initiatives, women and minorities remain vastly underrepresented in engineering—yet the data clearly shows that inclusive teams boost profitability and innovation, making the case for diversity not just a moral imperative but an economic one.

Diversity Metrics

People from diverse backgrounds are 2.5 times more likely to develop innovative solutions in engineering projects

Diversity Metrics Interpretation

Diversity in engineering isn't just a feel-good mantra—it's a proven catalyst, making teams 2.5 times more likely to engineer groundbreaking solutions.

Educational Attainment, Careers, and Retention

The retention rate of women in engineering fields is approximately 65%, lower than the 78% retention rate for men
45% of engineering students at top universities are women, but only 15% of practicing engineers are women
Women are more likely to leave engineering careers within the first five years, at a rate of 40%, compared to 25% for men
The dropout rate of underrepresented minorities in engineering undergraduate programs is roughly 25%, due to various systemic barriers
Minority students are 30% less likely to pursue engineering majors due to lack of mentorship and support
The retention rate for minority engineers has increased by 10% after DEI program implementation, demonstrating positive impact

Educational Attainment, Careers, and Retention Interpretation

Despite growing awareness and dedicated DEI efforts, women and underrepresented minorities in engineering continue to face systemic challenges, with retention rates lagging behind their male and majority counterparts—a stark reminder that inclusion efforts must be as innovative as the engineering solutions they seek to improve.

Industry Trends, Challenges, and Market Data

Employed women in engineering are paid approximately 15% less than their male counterparts

Industry Trends, Challenges, and Market Data Interpretation

Despite progress, the engineering industry’s gender pay gap—where women earn roughly 15% less than men—reminds us that true inclusion requires not just representation but fair compensation aligned with talent and effort.

Leadership, Innovation, and Intellectual Property

Only 5% of engineering patents are filed by women, indicating gender disparity in innovation

Leadership, Innovation, and Intellectual Property Interpretation

With women holding just 5% of engineering patents, it's clear that the engineering industry's innovation engine is running on a significantly skewed gender fuel, underscoring the urgent need for inclusive reform.

Workplace Inclusion

Organizations with employee resource groups focused on diversity report 45% higher employee satisfaction

Workplace Inclusion Interpretation

Organizations that foster diverse, equitable, and inclusive environments through dedicated Employee Resource Groups enjoy a 45% boost in employee satisfaction, proving that investing in inclusion isn’t just good ethics—it's good business.

Workplace Inclusion, Policies, and Initiatives

The percentage of firms with DEI initiatives in engineering has increased from 28% in 2015 to 72% in 2023
85% of engineering workplaces lack comprehensive unconscious bias training programs
30% of U.S. engineering companies have received DEI certification or recognition
Employees from minority backgrounds report 20% greater workplace satisfaction when DEI policies are actively implemented
Engineering firms with robust DEI programs have 50% higher employee engagement scores
70% of engineering firms recognize that enhancing DEI is essential for innovation
40% of women engineers report experiencing workplace harassment or gender bias, emphasizing ongoing challenges
The number of publicly traded engineering companies adopting formal DEI policies has doubled since 2018, reaching 60% in 2023
48% of engineering firms have established mentorship programs targeting underrepresented groups
Approximately 50% of engineering companies have set specific DEI goals for the next five years, showing increased commitment
Women engineers are 1.8 times more likely to advocate for workplace change compared to their male counterparts, indicating leadership in diversity efforts

Workplace Inclusion, Policies, and Initiatives Interpretation

Despite a booming rise in DEI initiatives within engineering firms—up from 28% in 2015 to 72% in 2023—gaps in unconscious bias training, persistent workplace harassment, and disparities in advocacy reveal that true inclusion remains an ongoing engineering project demanding more than just policies on paper.