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On the occasion of the International Women in Engineering Day, the HR head of AtkinsRéalis shares how education, early exposure, clear career pathways, and inclusive workplaces can attract and advance women in the male-dominated sector.
Engineering remains a largely male-dominated sector. In Hong Kong, women account for just 9% of engineers, according to The Hong Kong Institution of Engineers.
The imbalance is reflected globally. The World Economic Forum (WEF)’s Global Gender Gap Report 2025 found that women are underrepresented in STEM fields – making up just 28% globally and around 20-25% in Asia, with a drop at senior levels to 20-25% globally and 15-20% in Asia.
“This reflects systemic barriers across the entire talent lifecycle, spanning from pipeline of talent, career progression, and leadership development,” Cindy Chiu (pictured above), Human Resources Director, Asia, AtkinsRéalis, tells HRO’s Tracy Chan in an exclusive conversation.
As the global talent landscape increasingly shifts towards skills-based hiring and talent development, addressing these barriers has become more important than ever.
Chiu herself well understands the value of challenging conventional pathways. From studying music to working in investment banking before moving into HR leadership, her career has been shaped by a deep curiosity about people, performance, and what drives success. Today, she draws on the unique perspective she gained from those experiences to build workplace environments that empower the key element behind achievements in music, finance, and engineering alike – people.
On the occasion of International Women in Engineering Day today (23 June), Chiu shares how employers can break down gender barriers through education, early exposure, clear career pathways, and inclusive workplace cultures.
Q: You studied music and began your career in banking and investment firms. What inspired your transition into HR?
After studying music, there came a moment of reflection about how things work beyond the Mozarts, the Chopins, and the Rachmaninovs. It was often said that in challenging economic times, discretionary pursuits like music are among the first to be affected. That perspective sparked a deeper curiosity: how does the economy function, where does value come from, and what shapes the broader environment businesses operate in?
Motivated by those questions, the move into investment banking and firm was an exploratory step to gain that understanding. As an analyst, I experienced firsthand how global markets operate in real time – how decisions were made under pressure, how risks were managed, and how ultimately, judgments were made by those who sat behind every financial outcome. It was a rigorous and immersive environment, one that enabled me to apply the discipline, precision, and performance mindset I had developed through musical training.
Over time, however, another dimension became increasingly compelling. Behind every transaction and every set of numbers were people – leaders setting direction, teams driving execution, and cultures shaping outcomes, akin to a concerto played by a symphony orchestra. It became clear that success is recognised through the pursuit of perfection and collaboration effort of human touches. It is not only for music, but in every aspect of life.
This realisation became a natural path towards HR.
Q: From your perspective, how can the structural and systemic barriers that continue to limit women’s participation and career progression in Hong Kong and Asia’s engineering sector be effectively addressed?
To address the barriers, we need to take a comprehensive approach across four key areas: education, early exposure, career pathways, and inclusive workplaces.
Starting with education and early exposure, this is where interest and confidence in STEM are first built. It is important to ensure that STEM careers are visible, relatable, and attainable. At AtkinsRéalis, initiatives such as our “School of the Future” programme provide students aged 14 to 16 with hands-on experience in sustainability and engineering. The programme has already reached over 12,000 students in the Middle East, and we are now expanding it into Asia, including Hong Kong.
Beyond entry, we focus on building strong career pathways by creating the conditions for women to progress and step into leadership roles. As such, we offer training and mentoring programmes to support women and talent across our organisation.
Finally, fostering an inclusive workplace is critical. We are committed to building a culture where everyone feels a sense of belonging and can succeed. Our global programme, “Different Makes A Difference”, reflects this commitment by empowering individuals to thrive and reach their full potential.
Overall, this is a systemic issue that requires a sustained and comprehensive approach, with coordinated action across education, industry, and employers.
Q: Engineering is traditionally seen as a site-based, often rigid profession. How are firms like AtkinsRéalis rethinking workplace policies, site practices, and flexibility to better support a more diverse and inclusive workforce?
Engineering has traditionally been seen as a site-based and more rigid profession, and this is evolving as organisations rethink workplace policies, site practices, and flexibility.
As highlighted in the World Economic Forum’s focus on Industry 4.0, technology is reshaping how we live and work, creating an opportunity to break down gender barriers and modernise the way work is structured.
At AtkinsRéalis, this begins with flexibility. We recognise that people have different priorities at different stages of their lives, and flexible working enables individuals to stay engaged and perform at their best. For example, our international remote working policy allows employees to work from another location for up to 20 days a year, supporting both productivity and personal commitments while strengthening trust across teams.
Alongside flexibility we ensure strict safety protocols are consistently followed across both our project sites and office environments because safety is one of our core values.
This extends beyond physical safety to include psychological safety, creating an environment where individuals feel comfortable contributing, sharing ideas, and building long-term careers.
This year, we have offered “Mental Health First Aid” training to employees across Asia in addition to the “Employee Assistance Programme”. It’s an important step in building awareness and giving people the tools to support each other.
Together, these efforts are helping to reshape engineering into a more flexible, inclusive, and forward-looking profession that better supports a diverse workforce.
Q: How is AtkinsRéalis supporting women across the talent pipeline – from early engagement with students and graduates to developing future leaders within the organisation?
Our “School of the Future” programme supports the women talent pipeline through early engagement with students. This is complemented by a robust training and development programme in our company.
We place strong emphasis on developing talent at every stage of the career journey. Our 12-month early careers programme supports future leaders in transitioning from campus to the workplace, helping them build their personal brand, strengthen their networks, and develop confidence in a psychologically safe environment while preparing for the future of work.
For our managers, the “Manager Essentials” programme equips them with the knowledge and skills needed to lead effectively, ensuring they can support and develop their teams with clarity and confidence.
At the leadership level, our global “RISE” programme is designed to support and empower future female leaders, providing them with the tools and guidance to navigate their career progression and step into leadership roles.
Q: Beyond policies and initiatives, culture plays a critical role. How are senior leaders and line managers being equipped and held accountable to create more inclusive teams and support diverse talent?
Culture is critical, and it starts with leadership.
At AtkinsRéalis, we are committed to fostering a culture where everyone can thrive. Difference is not just a concept in our organisation – our global “Different Makes A Difference” programme empowers everyone to shine as they are, bringing their unique perspectives to the workplace, industry, and society.
We focus on equipping leaders with the mindset and capabilities to foster psychological safety, belonging, and openness. So, everyone feels confident to contribute, share ideas, and be their authentic selves.
Our intent is clear: everybody belongs in this organisation, regardless of where they’re from, who they are, or their background.
When people feel valued and supported, they are able to perform at their best and achieve their full potential.
Leadership commitment is a key driver. Inclusion is embedded into how leaders build teams, develop talent, and create opportunities, with a strong focus on ensuring equal opportunities for everyone.
We also place importance on active listening and learning. Through our Employee Resource Groups, leaders gain deeper insights from diverse perspectives, strengthening collaboration, connection, and innovation across teams.
This commitment is reflected in our employee experience. In 2025, our employee engagement score in Asia reached 81%, with a belonging score of 85%, demonstrating the impact of creating an inclusive and supportive environment.
In the end, inclusion comes to life through everyday actions – how leaders engage with their teams, support development, and create space for diverse voices. This is how we build a culture where everyone belongs and where diversity becomes a true strength for the organisation and the communities we serve.
Q: As Hong Kong accelerates major infrastructure and sustainability projects, what does a ‘future-ready’ engineering workforce look like and how critical is inclusion in shaping that future?
The WEF's Fourth Industrial Revolution Network 2024-2025 Impact Report highlighted technology is most powerful when it serves people.
As innovation accelerates, building a future-ready workforce becomes a key priority, and that starts with equipping employees with the skills to adapt and thrive in a digital environment.
At AtkinsRéalis, we are focused on continuously upskilling our people. Through our “Skills to Thrive” programme, we have identified eight critical capabilities that support future readiness, spanning technology, human-centric and business skills. This includes building data and AI literacy, enabling employees to make smarter, data-driven decisions; strengthening transformational leadership, so leaders can guide and inspire teams in a digital-first world; and fostering creative and critical thinking to drive innovation and solve complex challenges.
We recognise that technology alone does not define future success but people do. Organisations that succeed will be those that invest consistently in their talent, create opportunities for learning and mobility, and foster cultures built on trust, inclusion, and purpose.
At AtkinsRéalis, we often describe culture as critical infrastructure. Just like physical infrastructure, it requires intentional design, continuous investment, and ongoing commitment. When leaders prioritise career development, wellbeing, psychological safety, and inclusion, they create an environment where individuals can perform at their best and continue to grow.
Looking ahead, the organisations best positioned for the future will be those that can attract, develop, and retain diverse talent, creating the conditions for sustainable success – not only for the business, but also for people and the communities we serve.
Q: Finally, what piece of advice you would like to share with women who want to develop a life-long career in engineering?
Engineering is a field of possibility – where bold ideas become real, where you solve complex human challenges and turn them into solution that create impact not just for today, but for generations that follow.
Through the work you do, you shape the communities we live; through the design you create, you help cities grow and people connect; through your sustainable solutions, you engineer a better future for the planet and its people.
At the heart of all this is people who make a difference. Engineering is more than a profession but a platform for impact.
For women who want to develop a life-long career in engineering, stay curious, keep building your confidence and trust your ability. A better future is in your hands.
Read more from our Breaking Barriers series for inspiring stories and insights behind every breakthrough.
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