How Can I Navigate Being the Only Female HR in a Male-Dominated Engineering Firm?

Dear Seniors, I work in an engineering services company. We currently only hire male candidates, and I am the only female working as HR in this company. Whenever I have to address them, they tend to behave in a very rude manner, and I am unsure of how to proceed.

Seeking Advice on Managing Workplace Dynamics

Please suggest how I can effectively deal with employees in such an organization.

Regards,

You could speak to your senior and call for a meeting where the higher-ups will have to make it very clear to all the engineers that you are the one point of contact between them and the top management. As a result, all the things communicated by you need to be taken seriously. But please note not to complain about any individual particularly, as this will result in revolt by the entire group. Even after that, if they continue to disobey, then you could reveal the names of those individuals. Until this is done, they will continue to misbehave. All the best.

Regards,
Anita

Thank you for your reply. The issue is that the previous HR person who worked here was very lenient and never addressed any concerns with the employees. However, I am very focused on responsibilities and ensuring that company policies are followed. When I try to correct them, they perceive me as rude and begin to compare me to the previous HR.

Thank you for your attention to this matter.

Best regards,

This is the most common practice, which is why it's important to involve your senior at this point to show them that you are serious about implementing the policies. By doing so, you will be able to handle everything without needing help from higher-ups.

Before proceeding, I would like to offer a word of caution: do not expect to bring about change overnight. Take the time to understand your current office environment, identify the problems they are facing, and establish good relationships with your colleagues. Additionally, try to assist in solving a few problems; this will earn their respect for you and your work. Remember, every relationship is based on give and take. Therefore, take it slow with them as they are accustomed to a level of freedom. If you try to push matters too forcefully, they may perceive you as bossy and rude. Evaluate their performance and act accordingly.

I hope this advice proves helpful to you.

Regards,
Anita

In the context of what Anita mentioned, please take extra note of her lines: "Find out what problem they are facing and develop a good relationship with them. Also, try to help them solve a few problems."

Unless you win their confidence, any involvement of the management in such matters is bound to be a temporary solution—presuming it doesn't rebound.

You haven't mentioned since when you are working here, but irrespective of the timeframe, I guess, by now, you must have noticed at least a few issues or problem areas where the employees might be getting hurt or affected. I suggest taking them up on a priority basis on your own with the boss and discussing with him/her along with possible solutions or choices where both the company and the employees benefit. If you can select a problem area where the maximum number are being affected, the better—since that will give you a chance to convert a majority in your favor, in a single stroke.

The idea is to convey discreetly/subtly to the employees that you care for them. Such things are more effective this way (i.e., them realizing) than if you were to open your mouth and convey.

Hope you get the idea/point.

All the best.

Regards,
TS

Somehow, your query attracted my attention, maybe because when I joined the organization I am working with, I was the only female. Many companies, due to their nature of function, are male-dominant. Again, the lady working before me in the same position was not too strong in communicating the policies clearly and taking a stand. I did face similar issues in the beginning.

It's human tendency to like or praise the one who is not present just to use it as a weapon to bring you down. But never surrender. No one in this world is irreplaceable, and if you are ready to take your stand with due explanation and reasoning, no company or employees can make you feel low.

Understanding Management's View

First, understand the management's view towards employees following the policy. Do they really want to bring about cultural change?

Identifying Employee Concerns

Secondly, find out why employees are avoiding following the policies; are they anticipating some amendments that are more employee-friendly (I hope you understand - just check if the policies are not too stringent).

Engaging with Organizational Leaders

Thirdly, identify the leaders in the organization who mostly influence a set of employees and have been there for a long time. Talking to them and understanding the history and past of the organization can be very helpful (trust me, this is most important).

Taking Initiative

Then, start taking hold of certain approvals and sanctions (let your management give you the authority and power to enforce the policies in place). You will surely notice a difference. However, this might take 6 to 8 months. You have not mentioned how long you have served this company and what efforts you have already made, so this suggestion might or might not be helpful. But if you haven't tried this, I bet it is going to work for you. Just give yourself time.

I agree with the member above on their valuable and well-defined responses. In addition to this, I would like to start with a request to clarify: “We hire only male candidates.” Are you the only female personnel working in the HR department with other male personnel, or are you the only female HR personnel responsible for all HR activities?

- Have you ever tried to fill any position with a female candidate in the past in your company?

If yes, but you were not authorized to do so for any reason or by your seniors, what were the reasons and responses of your boss/seniors in this regard? Accept that they feel you are rude. The comparison with previous HR personnel is obvious, but being rude is a different thing and does not make any sense here, which puzzles me.

Sometimes, old and small companies/organizations, where they are still far behind the corporate/advanced work system and culture, do not feel good with new work systems and changes and never accept them easily. That seems to be the problem with your company.

Third, as others and Anita said, you need to speak to your boss/seniors in this regard. You must do that, but you already have done this and got the result of your action, as you said above, that whenever you tried to speak to them on this issue, you got accused and compared with previous HR personnel and work. Therefore, now you not only need to speak to them but also have to show them the need for a new work system and the required/necessary changes for the best working future and business. You have to tackle this with your mind and with a wise action plan that will attract them and help you convince them to make changes.

In the situation you are in these days, it is evident that you are not fully authorized to take action regarding the development of the work system there. It doesn't matter to them whether you are operating an HR department in the company or not; you are just assigned to handle and finish your work. So now it is really important to make them realize the value of the HR department and personnel. Until then, you won't be able to make the system better. Moreover, I would say you have a really good and big opportunity to work and learn from this, but it is also a big challenge to make this possible.

Please list out the problems/issues you have to discuss with your seniors:

- Changes that you require, but for this, you also have to be very wise and reasonable.
- You have to limit yourself and need to be more tactful while dealing with your employees and seniors.
- Make the changes, but start with slow and small changes. For their implementation, for example, if there are problems of late coming/attendance, lacks, and employee responses in this regard, you can make necessary changes and let your bosses know the effectiveness of these changes.

You said that your employees have attitude, behavior, and other related problems.

- You need to go for a Behavioral Management Program or Individual Behavior Management Plan by showing your seniors the effectiveness of these programs so that you can convince them to conduct these programs. You can't deal with this problem so easily, and explaining it as a problem to your seniors is necessary, as they are not going to accept it too.
- No need to be too nice or too professional. Control your reactions and responses to all activities and your work, and do not let them get any chance to say you are rude (be soft but professional).

“Don't expect to bring change overnight.” - Anita

Now, I hope you got many ideas to work with, and I have made myself clear with solutions to your problem after the suggestions provided by other members.

Best of Luck