Tackling unconscious bias in the workplace

For me, the best part of working at BMT is the people. The Australian team is small enough that we all know each other, but big enough to bring a wide range of expertise to the table. There’s a strong culture of knowledge-sharing, and my colleagues are always happy to explain concepts and offer insights. It’s a great mix of being challenged while also feeling supported, which is exactly what I want in a workplace.

I’m currently based at the Australian Submarine Corporation (ASC), working full-time on the Collins Class submarine life extension project. It’s a huge technical challenge, figuring out how to keep these submarines going for another decade, but that’s what makes it exciting. I get to collaborate with incredibly skilled colleagues and tackle complex engineering problems every day.

The reality of unconscious bias in engineering

Like many female engineers, I have encountered unconscious bias throughout my career. It isn’t always overt discrimination; rather, it’s the subtle moments that can make establishing credibility more difficult. Often, it manifests in meetings where male colleagues’ opinions are taken at face value, while mine require further validation. Or when my technical expertise is questioned in ways that my male counterparts do not experience.
This kind of unconscious bias doesn’t necessarily come from a place of malice - it’s often ingrained in workplace culture and long-standing assumptions about who ‘fits’ in engineering roles. The challenge is that these biases can slow career progression, undermine confidence, and create an environment where women feel they have to prove themselves repeatedly.

Overcoming bias and building confidence

Early in my career, I struggled with confidence, often second-guessing my contributions. I found myself hesitating to speak up, worried that my input wouldn’t carry as much weight. Over time, I realised that overcoming unconscious bias isn’t just about proving others wrong - it’s about trusting in my own abilities and advocating for myself.

I also learned that having allies in the workplace makes a significant difference. Support from mentors, both male and female, helped me navigate challenges and reaffirm my expertise. Having colleagues who call out biases when they see them, or actively creating space for diverse voices in technical discussions, has been instrumental in my growth.

Advocacy is equally important. When leaders and colleagues actively support diverse talent -whether by challenging biases in meetings, amplifying underrepresented voices, or ensuring equal access to opportunities - it fosters a more inclusive environment. These small but significant actions help shift workplace culture over time.

How the industry can address unconscious bias

While individual action is vital, broader industry changes are needed to tackle unconscious bias effectively. Companies should implement structured training that encourages employees to recognise and challenge their biases. This training isn’t just about ticking a box - it should be an ongoing conversation that influences hiring decisions, project assignments, and leadership opportunities.

Increasing the visibility of women in senior roles is also key. The phrase “you can’t be what you can’t see” rings true - when women see others succeeding in leadership and technical positions, it reinforces the idea that they belong in those spaces too. More representation leads to cultural shifts that normalise diversity in traditionally male-dominated industries.

Moving forward

Despite the challenges, I remain optimistic about the future of engineering. Awareness of unconscious bias is growing, and conversations about equity and inclusion are becoming more mainstream. By continuing to challenge assumptions, supporting one another, and pushing for change, we can create a more equitable industry for future generations.

For any engineers facing similar challenges, my advice is simple: back yourself, seek out mentors, and don’t be afraid to take up space. Engineering needs diverse perspectives to thrive, and every step towards inclusivity strengthens the industry as a whole.

One of the most effective ways to combat unconscious bias is through mentorship. Throughout my career, I’ve had senior engineers who took the time to share their knowledge and provide opportunities for me to grow. Now, as a senior consultant, I strive to do the same for the next generation of engineers.