EskoWorld 2022 featured a versatile speaking lineup, with experts exploring topics that ranged from sustainability to the latest prepress products. As part of the event, Melissa Plemen, North American marketing director, Esko, hosted a session on one of the critical trends for the manufacturing space: “Women in Packaging.”

The manufacturing sector – specifically label and package printing – has continued to struggle to attract workers. Historically, diversity in this space has been an issue, as well. By promoting a more diverse workplace environment, not only do companies have access to skilled workers, but they also attract different viewpoints that can be key in problem solving.

“Traditionally, this has been a male dominated space,” said Plemen. “In 1976, less than 5% of packaging industry jobs were held by women. By 2018, that number had increased to 30-40%. The number grew, but it’s still not equitable.”

As of 2015, women accounted for only 24% of STEM (science, technology, engineering, and math) jobs. Women, however, play a key role in the economy. According to Plemen, women make 80% of the purchasing decisions in the home, with children influencing 90% of those decisions.

The goal of diversity is creating an atmosphere in which everyone at the table can join, regardless of gender, sex, race, etc. By making the opportunity equitable and inclusive, everyone has the ability to join and be part of the conversation.

There is a tangible benefit to diversifying the workforce, as well. “Companies with a diverse workforce are 35% more likely to experience greater financial returns than their respective non-diverse counterparts,” noted Plemen. “Meanwhile, companies with greater diversity are 70% more likely to capture more markets.”

Based on the various unique experiences of the individual, companies can glean new perspectives, creativity and innovative ideas by casting a wider net and being more inclusive in the hiring process.

How do we become more diverse, though? According to Plemen, that change starts at the top of organizations – and it can begin today. All employees should advocate for women in STEM positions, and finding male advocates is important, as well.

Plemen cited research that stated that men sometimes apply for jobs when they have only 60% qualifications listed, meanwhile women feel they need to have 80% – and in some cases 100% – to apply. Men also initiate negotiations four times more often than women. Having the confidence to advocate for yourself will help add to workplace diversity.

In order to bring more women into the label and package printing industry, there will need to be a stark rise in female leadership. The lack of mentors can also prevent a woman from reaching her rightful place in the company.

“Leadership is predominantly male, so we have to find female leadership to help bring people up in the industry,” stated Plemen.

Esko has taken strides to implement these changes, too. The company established an internal Esko Women’s Group in 2020, and it continues to grow to this day. The group includes both males and females who are supportive of this cause.

Even though the position may historically favor male applicants, gender should not cloud a hirer’s judgment when selecting an employee.

“It sounds overwhelming, like we have a lot of work to do, but there are steps to take,” explained Plemen. “Be an advocate for yourself and others, find a mentor, and beware of your inner critic. “I’ve not come up with a situation where the inner critic was positive. It’s always a negative and it’s holding you back. Acknowledge whether it’s a valid concern or something holding you back just because it seems scary.

“I’m sharing what we’ve learned at Esko and Danaher to get you started on the path, or further down the path,” she added.