How can field engineering teams become more diverse? Extensive research consistently shows that diversity in the workplace is key to success, productivity and innovation. Organisations that embrace a wide range of perspectives and experiences tend to perform better, adapt faster and foster healthier work environments. This principle holds true in Field Engineering, where diversity is not only beneficial but increasingly essential.

This article explores practical ways to empower field engineering teams to become more diverse, inclusive and representative. Organisations are striving to build field teams that are not only highly skilled but also truly inclusive. A more diverse and welcoming environment helps attract the best talent, enhances team performance and positions a company as a world leader and a great place to work.

What are the seven ways Field Engineering teams can become more diverse?

Diversity and a more diverse and inclusive culture

What exactly do we mean by diversity, and what does an inclusive culture look like?

A diverse and inclusive culture is one in which individuals are respected and valued regardless of their background or identity. In practice, this means creating an environment that does not discriminate on the basis of:
• Age
• Disability
• Ethnic origin
• Gender
• Ideology or religion
• Sexual identity.

An inclusive culture actively welcomes people from all walks of life and ensures they are given equal opportunities to contribute, develop and thrive. An inclusive culture easily becomes more diverse.

Imagine a field engineering team that includes a wide age range. One engineer might be a recent graduate with the latest digital training, while another brings decades of hands-on experience. Together, they create a stronger, more balanced team. Similarly, when engineers with different cultural backgrounds come together, they bring fresh ideas and more diverse ways of problem-solving that can lead to more effective solutions in the field.

Seven Ways to Foster Diversity in Field Engineering

So, how can field engineering continue moving towards a more diverse and inclusive future? Here are seven ways to help create real and lasting change.

1. Attract New Talent

One of the most effective ways to make a team more diverse is to build a more inclusive pipeline of future engineers. This starts with outreach. Organisations should engage with schools, colleges and universities to introduce young people from all backgrounds to the field of engineering. Hosting workshops, career days and mentorship schemes can inspire individuals who might never have considered engineering as a viable career path.
For example, partnering with community organisations in underrepresented areas can help identify and support young talent who might otherwise lack access to engineering opportunities. These partnerships can lead to apprenticeships, internships or scholarships that encourage participation from a broader cross-section of society.

2. Provide Tailored Training

Not everyone has had the same opportunities for training or skills development. Some individuals may not have learned to drive at an early age, or they might need specific support to gain certifications required for fieldwork.

Investing in tailored training programmes ensures that all aspiring engineers, regardless of background, are given a fair chance. This might include offering driving lessons, language support or flexible training options. It is also important to recognise that training needs will vary by region. A one-size-fits-all approach will not achieve true inclusivity on a global scale, and will be hampered from becoming more diverse.

For example, in some countries, women may face cultural or logistical barriers to participating in certain training programmes. Adjusting the location, timing or structure of these courses can help ensure wider participation.

3. Embrace Inclusive Leadership

Leadership sets the tone for the entire organisation. Inclusive leadership means more than avoiding bias; it means actively promoting fairness, listening to all voices and making thoughtful decisions that reflect the needs of a diverse team.
Managers should be trained to understand unconscious bias and cultural sensitivity. They should also ensure that team members feel heard and included. This may involve holding regular check-ins, encouraging feedback from everyone and celebrating the achievements of individuals across all identity groups.
For example, a team leader who notices that female engineers are often interrupted during meetings could intervene to ensure everyone has a fair chance to speak. Small actions like this can make a big difference in building trust and equality.

4. Maintain a Global Perspective

While it is important to think globally, it is equally vital to act locally. This means considering regional needs, laws and cultural practices when implementing diversity initiatives. A policy that works well in one country might not be suitable elsewhere.
Organisations should work with local teams to ensure diversity and inclusion efforts are meaningful in context. This might involve adapting equipment for local climate conditions, respecting religious observances, or understanding the unique challenges faced by specific communities.
For example, offering prayer rooms or adjusting work hours during religious holidays can help ensure that employees from different faiths feel respected and included.

5. Design Inclusive Clothing and Equipment

Something as basic as clothing can have a significant impact on whether a person feels they belong. All personal protective equipment (PPE) should be available in a wide range of sizes and designs to fit different body types and needs.
If none of the safety boots or overalls fit a particular team member, they may feel overlooked or unwelcome. Similarly, helmets and harnesses must be comfortable and safe for people of all sizes.
One organisation found that after sourcing safety gear tailored for women, more female engineers felt encouraged to take on field roles. It is a simple change that can lead to a significant shift in perception and participation and to create teams which are more diverse.

6. Reduce Physical Barriers with Better Tools

Field engineering can be physically demanding, but modern tools and equipment can help level the playing field. Investing in machinery and assistive devices allows people of varying physical strengths and abilities to perform tasks equally well.
For instance, mechanical lifting aids can replace the need for heavy manual lifting, and automated diagnostic tools can streamline complex technical work. These tools help ensure that physical strength is not the sole requirement for success in the field.
This is especially important when supporting engineers who may have disabilities or age-related physical limitations. The right tools can allow them to contribute fully without compromising safety or efficiency.

7. Prioritise Security and Safety for All

Fieldwork conditions vary greatly depending on location, and so do the risks. Safety and security procedures must take into account factors such as age, disability, gender, ethnicity, religion and sexual identity.

While every effort must be made to treat team members fairly and equally, there may be exceptional situations where security concerns or local regulations require specific considerations. For example, in areas with a high risk of gender-based violence, it may be necessary to prioritise male engineers for certain deployments. In some regions, religious expression could pose a risk, requiring careful planning around who is sent on which assignments.

These decisions must be made with care, transparency and in consultation with those affected, ensuring they are based on safety and not stereotypes or convenience. The ultimate goal is to provide equal safety and dignity to everyone, not to exclude.

Looking to the Future

As we move through 2025 and approach 2026 and beyond, the future of field engineering depends on bold, inclusive hiring decisions in order to become more diverse. If organisations continue to recruit only experienced engineers who resemble the current team, they risk perpetuating a mono-cultural and ageing workforce. This approach limits innovation and reduces the ability to connect with a global customer base.
Instead, companies must embrace being more diverse as a strategic advantage. A more varied and more diverse workforce brings new ideas, fresh energy and the resilience needed to adapt to a changing world.

Join the Conversation

What are your thoughts, stories and experiences? Have you seen examples of field teams becoming more inclusive and more diverse? What challenges have you faced, and what solutions have worked for you?
We invite you to share your perspective as we work together to create a more inclusive, more diverse and dynamic future for field engineering.

Further reading on The Field Engineer

Spotlight on one company designing PPE underwear for women
Rachell Coffey discusses diversity in the renewable energy sector
Diversity in field engineering – Allyship – a practical and positive compass

Further reading on The Field Engineer Job Board

How to hire for effectiveness on the job

Resources

UNESCO – STEM and Gender Advancement (SAGA)
A global initiative to reduce gender gaps in science, technology, engineering and mathematics (STEM) fields. Offers policy tools and data collection methods.

International Labour Organization (ILO) – Equality and Discrimination
Guidelines and global standards promoting inclusive employment policies, especially in industries with field work and physical roles.

World Economic Forum – Global Gender Gap Reports
Annual benchmarking data on gender parity across 150+ countries. Useful for understanding regional challenges to diversity in engineering.

International Federation of Consulting Engineers (FIDIC) – D&I Task Force
Aims to increase gender and cultural diversity in global infrastructure and field engineering consulting.

Global Engineering Futures (Royal Academy of Engineering + Global Partners)
A global platform for addressing diversity in engineering through collaboration between countries and institutions.

Society of Women Engineers (SWE) – Global Programmes
Provides support, training and networking for women engineers worldwide, including regional events in Asia, Africa, Europe and Latin America.