Women working in engineering field encounters more disadvantages than men in terms of

family constraint
Another factor that affect women to be less interested working in engineering
sector is they are interrupted by family demand. Female engineers are faced with having to
choose one option out of many choices which are between children, family and careers. They are
unable to decide between spending time with their family and keeping up salary that will pay for
their children advanced education. Most of them decided to stop working and focus on the
household because they usually end up working more hours than men. All of this work will lead
to a significant damage on family life. They assume to have more additional workloads yet wind
up working longer hours than men. Williams and Ceci (2007) and Preston (1994,2004,2006)
point out that women find hard to allocate their time with family as a result of long working
hours. In addition, Williams and Ceci (2007) also found that career women are working greater
number of hours every week than men when combined over different demands such as
caregiving, household chore and careers. When the quantity of hours of a working spouse works
outside the house are included to the time spent family unit errands, a few studies have
concluded that most working spouses end up working more hours every week than their
husband.
Moreover, most of the current place for women who are working in engineering field
is not a woman engineer friendly. The work environment has turned out to be unpleasant toward
the individuals who need to have a family life. Women who are currently working as engineers
often complaining that they have more academic workload and these will lead to work stress.
Excessive stress at work causes mothers to pull back from family interaction and activities
because their ability to be close with family and emotional engagement has been spent at office.

Nadya A. Fouad and Singh (2011) reveals that what happens in ones employment and career
influences ones individual life and family relationship. For case, a terrible day at work may
influence ones mood when connecting with family and friends after work. When women
overstress at work, they will feel certainty and may get to be furious, irritable and pulled back.
As supported by Nadya A. Fouad and Singh (2011), Work-family conflict poses a significant
source of stress in the lives of many employees and has been known to affect a variety of
important personal and organizational outcomes such as employee well-being and physical
health (p.42). At the point when stress surpasses your comfort zone, it quits being useful and
can bring on real harm to your mental and physical.
A lot of female workers expresses that it harder for them to get into a top position in
company because they are interrupted with family demand. In the article Despite Progress,
Women Still Bear Heavier Load than Men in Balancing Work and Family , Parker (2015)
explains that as indicated by their 2013 study, more youthful working mothers are among the
people to say that being a working guardian makes it harder for them to excel in their profession.
Among working mothers ages 18-32, 58% say that being a working mother makes it harder for
them to excel at work. Among fathers who are working, just 19% say that being a working father
makes it harder for them to progress at work. Around 42% working mothers say that they had
decreased their working hours in order to take care of their kids and family, while only 28% of
working fathers say they had done likewise, According to Jacobs and Winslow (2014), working
mothers work four hours less every week while married women without kids. One of the reasons
that mothers are more probable than fathers to say it harder to excel in the working environment
might be that women are much more probable than men to encounter a variety of family-related

job interferences. Thus, it was essential to comprehend the factors that impact the level of
conflicts they confront in dealing various roles and commitment in family.
Women working in engineering field face more disadvantages than men with regard to less
consideration from employers
Working in a male-dominated field such as engineering requires women to endure such an
extreme environment so that they can be accepted among the workers. They also have to take
responsibilities on their own to attend meeting or conference out of company support since they
have to abstain from having problem with the management (Dix, 1994). Besides, companies
always have double standards in assessing mens and womens competence as stated by Davis,
Ginorio, Hollenshead, Lazarus, Rayman and associates as cited by Vetter (1996), Women are
promoted only after they have already proven that they can perform the tasks required in a new
position, whereas men are promoted based on their perceived potential (p.50).
Therefore it can be understood that employers were having some issues that make women were
not acceptable in engineering area and more likely to leave this field. According to glass ceiling
theory, women as the minorities in engineering sector have been facing an obstacle in getting
higher position due to sex inequity (Li & Peguero, 2015). Thereby women were given less
opportunity to get promoted, smaller chance to express their ideas and opinions and their
contributions were considered in a different manner than those of their male workmates.
Furthermore, women were believed to have higher exit rate than men with regards to the absence
of certainty about their work goals, targets and authorities. As highlighted by Fouad and Singh
(2016), Research has shown that clear job roles tend to empower employees with feelings of
competency because they understand what is required of them to fulfil their responsibilities
(p.52). From the above statement, employers need to have both aggressive and realistic goals and
objectives that will inspire the employees to have a healthy working environment but when all of
these were not applied, it brings disadvantages to women to continue working in the engineering

area. Lack of clarity respecting their roles in a company will arise the issue of unhealthy working
surrounding and stress during work thus these will influence womens devotion to leave the
profession.
Other than that, women in industry were often be given less opportunity to do work that can give
them the chance in handling the real problem and how to solve it but they rather be given work
at the management sector. Thus, there is no room for advancement and improvement for women
to expose themselves and convince the employers that they also can do what men can do.
Employers usually have the trust issue that women might leave their work before finalized it due
to some factors such as they are getting married or they might get pregnant and vacate (Vetter,
p.43). It means that, women were misunderstood that they are incapable of doing complicated
tasks because of the limitation set by the employers when they struggled to reach higher rank and
they will be facing complication when they are having their own family.
Conclusion
All in all, it is very clear that women working in engineering sector encounters a lot
of obstacles than men. This is because women often get paid less compared to men although they
have a higher educational background. Secondly, most female engineering workers experienced
work-family conflicts in their daily life and third, they are experiencing certain barriers at work
causing them to get more problems than men in engineering working environment.
Kimura (1992) argues that There will be women who make outstanding engineers,
as there are men who will make outstanding secretaries (p.199). This means that the author
expressed that by comparing men and women to determine the allocation of admission to any job
would be a mistake. Both men and women can be a successful worker despite being in different

jobs if the employers are being fair to them. Employers should treat female workers fairly and
give equal salary to them as they are putting as much the effort that men do.
It is critical to comprehend the variables that working women are facing in
managing multiple roles and commitment while working as an engineer. Trying to work, raising
children and taking care of family are quiet challenging for a lot of working women. However, if
they have self-confidence in managing multiple roles, they can successfully manage the workfamily related conflicts. From the Islamic perspective, Muslim women have been successful not
only fulfilling their roles as mothers and wives but also working as businesswomen and scholars.
As claimed by Aisha Abdurrahman Bewley (2004) :
As we can see by a perusal of the entries, the role of Muslim women was by no means
confined to house and home. They were active in many fields. A business woman is still a
mother and a scholar is still a wife. Women simply learn to juggle things more.
Women as the minorities in engineering sector are always belittle by their
employers and this makes women are having higher exit rate in engineering and make
them likely to find another job in different sector. As stated by Fouad and Singh (2016),
women who expected positive outcomes from their efforts to manage the organizational
climate as well balance multiple life roles, expressed a stronger intention to leave the
profession (p.52). It means that women cannot have high expectation to secure great
position even they possesses high achievements in their work and it is hard to fit in
between work and personal life when the engineering field require people to spend more
time in working place. In conclusion, it is comprehensible that women working in

engineering field experience more disadvantages than men in terms of underpaid salary,
family constraints and less consideration from employers.