The Power in Numbers: The State of Women in Design

This article, written by Rebeccah Pailes-Friedman, was published in the Fall 2024 Issue of IDSA’s INNOVATION Magazine.

There is power in numbers—whether through data, collective action, or the growing presence of women in the field of industrial design. As our industry continues to evolve, conversations around gender equity have gained traction, especially in the face of persistent challenges such as underrepresentation, career progression barriers, and pay inequality. While we’ve made strides, there’s still a lot we need to dig into and figure out. This article explores key statistics on women in industrial design, takes a look into the troubling mid-career drop-off many women experience, and highlights the urgent need for concrete data to drive systemic change. Understanding the state of women in industrial design is critical, not only for those currently in the field but for the future of the profession itself.

Last spring, the Women in Design Committee gathered as much information as it could find to take the temperature of the state of women in ID. We found some eye-opening statistics. One of the striking statistics is that 70 percent of industrial designers are men, and unfortunately that trend is not getting better. Three recent studies from Data USA (2022), Zippia (2021), and IDSA (2021) show that the percentage of women and nonbinary designers has decreased from 30.77 percent in 2010 to 18.6 percent in 2021. Though this is in line with women’s overall participation in the workforce, the numbers get even worse as women progress in their careers. Between the ages of 30 and 44, the percentage of women in ID drops precipitously, from 38.7 percent to only 5.6 percent.

As women progress from junior to executive roles, an alarming 55 percent leave the industry altogether. By mid-career, many women leave the profession, a shift that raises important questions. Current data on where these women transition after leaving ID is limited, but evidence points to a range of barriers: lack of leadership representation, unconscious bias in the workplace, insufficient mentorship, limited opportunities for advancement into leadership roles—and, of course, the persistent pay gap between men and women. Feedback from industry professionals suggests that many women feel isolated or undervalued, leading them to pursue careers in adjacent fields or leave design altogether.

This is something that Dalal Elsheikh, a first-generation Sudanese-American, car enthusiast, and keynote speaker at this year’s IDC in Austin, Texas, has experienced first-hand. Committed to creating opportunities for women and girls of color in traditionally male-dominated spaces, Elsheikh shared insights that provide a valuable perspective on the barriers faced by women, especially women of color, and how we can work to overcome them. One barrier that can be challenging to overcome is the feeling of belonging. When the majority of the people you work with don’t look like you and haven’t had your life experiences, it can be intimidating to take on a leadership role. When discussing advocating for oneself, she shared her thoughts:
“In a creative field like industrial design, it’s so important for designers of all levels and backgrounds to feel heard and respected. I know for women and those of us who don’t see ourselves reflected in the workplace, it can be a daunting task to advocate for ourselves and our ideas. Confidence is a muscle that takes constant exercise to grow. The first time you stand up for your work, share a radical idea, or dare to oppose the status quo, it will feel awkward.”

She added that reflecting on your work and how far you’ve come can help you gain perspective:
“The fact that you have been accepted into this role or program for no reason other than that you are qualified. That knowledge alone should give you the sense of authority you need.”

It is becoming increasingly important to include a diversity of thought and ideas in the work we do as industrial designers. In my role as the founder and principal designer at Interwoven, it has become a key selling point that we are a woman-led and primarily women-staffed design consultancy. This diversity has allowed us to approach design challenges with fresh perspectives, resulting in more innovative solutions. However, it wasn’t until I led my own firm that I truly felt people were actively listening when I spoke, and open to the ideas I put forth. At Interwoven, I’ve witnessed first-hand how creating a space where women’s voices are not only heard but valued leads to richer, more inclusive design outcomes. Our team’s unique perspectives have helped us tackle complex problems in ways that wouldn’t have been possible in a more homogeneous environment. It has reinforced my belief that diverse teams aren’t just good for equity—they are critical for creativity and pushing the boundaries of design.

Elsheikh shared a similar experience. When she first entered the automotive industry, she worked on a car interior project focused on enhancing rider comfort, specifically considering where a woman rider might prefer to place her purse. The design team, which was primarily composed of men, brainstormed many ideas: “Maybe it’s a hook she can hang her purse on, or maybe a compartment, or a shelf she can position a bag on, or how about under the seat?” Elsheikh didn’t feel qualified to share her insight with this group of seasoned designers, so she kept quiet and didn’t share that these suggestions seemed unlikely; most women, she believed, would want to keep their bag in their lap or on the seat beside them, and don’t feel comfortable keeping their bags out of sight. “I felt unqualified, but in actuality I was at that moment the most qualified,” Elsheikh said. “I had the lived experience of being a woman, being someone who used ride-hail services, and someone who carries a purse.” This experience illustrates how essential it is for women to feel empowered to share their unique perspectives, as they often bring invaluable insights that others may overlook.

It is critical to cultivate and support women and nonbinary designers in becoming thought leaders within our field. To bring attention to these concerning trends and other key statistics, the Women in Design (WID) Committee created a large data visualization poster for the International Design Conference (IDC). This interactive exhibit encouraged attendees to engage directly with the data through various prompts aimed at gathering qualitative feedback. In one exercise, we asked attendees to vote on which question the community believes is most crucial to explore further. In others, we invited reflections on allyship and workplace inclusion.

From this exercise, we learned that one of the most concerning trends in industrial design—the dramatic mid-career drop-off of women—was a key issue that many attendees wanted to understand better. While women make up more than half of the graduates receiving industrial design degrees, this promising start doesn’t translate into long-term careers. The Women in Design (WID) Committee has recognized the need for more concrete data to fully understand the reasons behind this drop-off. By collecting more precise data on where these women transition, and by identifying the barriers that push them out of industrial design, IDSA and the WID committee aim to develop targeted solutions. These findings will guide future initiatives, from mentorship programs to policies addressing work-life balance and leadership pathways, all designed to support women through the most challenging phases of their careers.

In collaboration with IDSA’s Research Committee, we are working to scope out future research that will explore these transitions and uncover root causes, with the goal of developing strategies to retain female talent and foster long-term career growth in the field. While conversations around gender equity have helped raise awareness, the WID Committee believes it’s time to move beyond dialogue and take action. Ultimately, the goal is to use this data to inform industry-wide changes that will create more inclusive environments, foster diversity in leadership, and ensure that women not only enter industrial design but thrive throughout their careers. As Elsheikh said: “As we continue to see women entering (and more importantly, staying in) design roles and moving up the corporate ladder, we can only hope that the strength in numbers will put forward the importance of the female perspective.”

The conversation around women in industrial design is not just about representation. It’s about creating meaningful, lasting change in the industry. The data is clear: Women enter the field in strong numbers, too many leave by mid-career, driven by barriers such as lack of leadership opportunities, mentorship, and pay equality. Through efforts like the Women in Design Committee and their collaboration with IDSA’s Research Committee, we are beginning to take the necessary steps to move from dialogue to action. By gathering concrete data and addressing the root causes behind the mid-career drop-off, we can develop targeted strategies to retain and elevate women and nonbinary designers. This is about more than equity—it’s about the future of industrial design itself. As Dalai Elsheikh reminds us, “the strength in numbers will put forward the importance of the female perspective,” and that perspective is vital to pushing the boundaries of creativity and innovation in our field. It’s time to ensure that women not only enter industrial design but thrive throughout their careers, shaping the future of the industry.

—Rebecca Paikes-Friedman, FIDSA
rpf@getinterwoven.com

References

Bartlett, Kristin, “Women in Industrial Design: A Review,” Proyecta56 an Industrial Design Journal, https://www.zippia.com/industrial-design-internship-jobs/demographics, June 2023.

Data USA, “Commercial and Industrial Designers,” https://datausa.io/profile/soc/commercial-and-industrial-designers, 2022.

Industrial Design Society of America, “2021 Membership Survey Findings Report,” https://www.idsa.org/2021-membership-survey-findings-report, 2021.

Federal Reserve Bank of St. Louis, “Labor Force Participation Rate: Women,” https://fred.stlouisfed.org/series/LNS11300032, 2024.

Zippia, “Industrial Design Internship Demographics and Statistics in the U.S.,” https://www.zippia.com/industrial-design-internship-jobs/demographics/, 2021.

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