To encourage women’s participation in industry – especially previously male-dominated sectors – it is vital to start with company values that prioritise personal and professional growth, while embracing the power of diversity.
Although SRK Consulting was started 50 years ago by three men, for example, their inclusive vision from day one has fostered global success through diversity. By 2014, the organisation employed almost as many women as men, and in the ten years to 2024 there have often been more women among SRK’s scientists than men.
Philippa Burmeister, partner and principal environmental scientist at SRK Consulting, highlights that this stems from SRK’s key objective of maintaining a progressive work environment in which employees can develop satisfying and challenging careers.
“As more women over the years have pursued scientific and engineering qualifications, this kind of workplace has proved very attractive for many talented and ambitious professional women,” said Burmeister. “The founders’ visionary approach implicitly recognised the value of diversity, as they welcomed anyone with the necessary high level of expertise and professional curiosity.”
Having a diverse employee profile – whether in terms of background, gender, race, nationality or other characteristics – facilitates good technical decisions, she noted. As any problem is considered from different viewpoints. Encouraging a culture of respect and excellence gives every staff member the confidence to contribute their insights in team decisions and engagements with clients.
“A conducive space allows everyone including women to grow and this is what builds the expertise that becomes invested in each project we conduct,” she explained. “The variety of inputs and perspectives adds to the quality of each project outcome.”
Mentorship
An inclusive and supportive culture will also steadily transform an organisation’s leadership structures in positive ways. Over the past decade, SRK has seen the ranks of its partners being filled increasingly by women – having grown from 12% women in 2014 to 33% today. Franciska Lake, partner and principal environment scientist at SRK, pointed to the vital role of mentoring – not only in professional development but in achieving work-life balance.
“We have found that mentors help build the confidence that is needed to progress your career as a scientist or engineer, as it is important to be able to stand your ground as a consultant,” said Lake. “More than this, a mentor is also important in navigating the difficult balance between a demanding job and other responsibilities like parenthood or caring for elderly parents.”
With women still tending to assume more of these responsibilities outside the workplace, companies that provide the necessary support and flexibility will generally be better positioned to retain women employees through various life stages. By being open to flexible working arrangements, women can be kept within the business to continue developing their careers if they choose. This assists in building the experience that leadership roles require.
Technical fields
“This is particularly relevant in the highly technical fields in which many consulting engineers and scientists operate,” said Avril Owens, associate partner and principal environmental scientist at SRK. “Recent decades have seen how women have progressed and grown into senior roles, in which their abilities and experience give them the right and confidence to express their technical opinion on the matters at hand.”
Natasha Moodley, principal environmental scientist at SRK Consulting, noted that being a woman of colour in a male-dominated environment 20 years ago was challenging. However, Moodley witnessed this dynamic evolving drastically through the guidance and mentorship provided by SRK.
“SRK has provided its staff – especially women – incredible opportunities for growth and development that were previously limited,” she said. “Over the last decade, SRK has afforded me significant opportunities to learn new technical skills, travel to interesting places, and work on projects that I did not foresee or believe possible. Opportunities like these allow women to break down barriers and make a valuable contribution in mining and other non-mining sectors.”
Conducive environment
A conducive culture within an organisation should also allow professionals to be themselves, rather than being forced into another persona to succeed, according to SRK principal environmental scientist Tania Oosthuizen. In the traditional corporate environment, it was often only the most assertive of women who could carve a place for themselves within the prevailing culture.
“Within the supportive culture of SRK, it is easier to be heard and to make your contribution,” said Oosthuizen. “This culture recognises that talent comes with a range of different personalities, and each brings its own strengths. With today’s world giving everyone including women much more choice about which careers to pursue, it is important to create this space.”
Lake reflected on how company culture and leadership play a defining role in creating a positive environment in which women can thrive in industry.
“Over the course of my career to date, our leadership at SRK taught me how I deserve to be treated and respected – and today I expect nothing less,” she said. “I was lucky enough to engage with one of the founders, Oskar Steffen, who set a great example in showing respect to all colleagues, irrespective of their gender or level in the firm.”
The early vision of SRK is well expressed in its objective of allowing ambitious individuals to grow their client bases and reputations in directions of their choosing. It is clear that women are as attracted as men to the promise of this journey into engineering and scientific professions.