Barriers to and enablers of women’s career progression in Ghana’s engineering-related sectors: evidence from construction, IT, and higher education

Women remain significantly underrepresented in engineering, which limits diversity and innovation. This study investigates systemic barriers and organizational enablers shaping women’s participation and career progression in Ghana’s engineering sector, a context characterized by rapid infrastructure growth yet persistent gender inequity in technical professions. A cross-sectional survey of 120 professionals (36 female, 30%; 84 male, 70%) was analyzed using descriptive statistics, Chi-Square tests, and correlations. Findings revealed that the bivariate association between gender and job level was not statistically significant (χ²(3) = 4.34, p = .227); however, after controlling for experience and education, women had significantly lower odds of attaining higher job levels than men (OR = 0.40, p = .018), with women concentrated in entry-level positions and underrepresented in leadership roles. Key barriers included gender stereotyping, work–life balance challenges, and unconscious bias, while equitable parental leave and flexible work arrangements emerged as critical enablers. Inclusivity was strongly correlated with career satisfaction (r = 0.52, p < .001) and retention intentions (r = 0.48, p < .001). These findings highlight that women enter engineering well-qualified but face structural impediments, underscoring the need for both family-friendly policies and inclusive organizational cultures. The study contributes to global debates on gender equity by demonstrating that inclusivity and supportive policies are essential drivers of retention and advancement rather than symbolic gestures.