Together for gender equality
On International Women's Day 2025, we focus on accelerating action for gender equality.
Hear from three Ramboll employees, who serve as role models to colleagues and advocates for equal opportunities in the workplace.
Kaya Patel
Civil Engineer in the rail and infrastructure team for Ramboll Transport, UK
Leading the STEM network in Ramboll UK&I which focuses on promoting careers in STEM
8 March is International Women’s Day. What does the day mean to you?
To me, celebrating International Women’s Day is about coming together as a community, embracing shared values, and exchanging experiences. It’s also a time to recognise the inspiring female role models who pave the way for others.
Strong female role models have played a crucial role throughout my career. That’s why, through my work and by leading Ramboll’s STEM network in the UK, I am committed to giving back, by supporting junior women in the field and inspiring young female students in STEM.
But International Women’s Day for me is more than just professional conversations; it’s also an opportunity to reflect on and share our experiences beyond work. It has sparked many meaningful conversations with my family and friends, ones that might not have happened otherwise – because this day provides a platform to bring important topics to light.
In your job and career, can you think of any specific situation or occurrence where you have experienced inequality or the power of allyship?
When I first joined Ramboll, I was the most junior member of the team and the only woman. Finding my voice in a new environment took some time, even though I’ve always considered myself a confident person. However, with the support of my peers, I was able to build both my confidence and my network.
Another experience that stands out to me is taking meeting notes. Like many women, I often found myself being asked to take minutes. While taking minutes isn’t an unusual task, being asked to do it in eight out of ten meetings in a single week made me question why the responsibility repeatedly fell on me. The issue isn’t that women can’t or shouldn’t take minutes, but rather that it’s harder to fully engage in discussions while writing. More importantly, it reinforces gender stereotypes that associate women with administrative tasks. Fortunately, this pattern didn’t last long and that is thanks to colleagues who noticed and raised the matter. I’d like to think that, if I had spoken up myself, my concerns would have been understood. But there’s always that hesitation, or the worry of being seen as difficult or troublesome when setting boundaries, a challenge many women still face in the workplace.
“I’d like to think that, if I had spoken up myself, my concerns would have been understood. But there’s always that hesitation, or the worry of being seen as difficult or troublesome when setting boundaries, a challenge many women still face in the workplace.”
We are focusing on accelerating action this year. In your opinion, what does accelerating action for gender equality require?
One key area that comes to mind is how we approach professional development in the engineering industry – and how we could make it work better for women. We need to be more flexible in creating career paths that align with the ambitions and diverse skill sets of new talent entering the field. Additionally, soft skills are often undervalued, yet investing in them benefits not only individuals, but also the business as a whole.
Another important consideration is how we pair engineers and project managers with clients. Too often, these connections are based on similarities, something that can be more apparent among men in a traditionally male-dominated industry like engineering. As a result, women can sometimes be overlooked for key client relationships.
At its core, our industry is about solving problems, both for clients and for end-users. However, much of our infrastructure has historically been designed with a predominantly male perspective. Take something as simple as lighting in train stations and public transport; what may seem like a minor issue to men can be a significant safety concern for others. By integrating diverse perspectives and including more women into engineering solutions and client interactions, we can create more inclusive, thoughtful, and effective designs that truly serve everyone.
How can we foster a society which promotes gender equality that benefits everyone?
In the UK, and globally, the cost of living has risen significantly, leading to more dual-income households. This makes it more important than ever to create safe, inclusive, and enjoyable working environments for everyone. It’s a crucial part of how we progress as a society.
We know from countless studies that workplaces with diverse, gender-balanced leadership foster happier teams, greater collaboration, and ultimately, more successful businesses. So, why wouldn’t we strive for a more positive and inclusive work environment for all?
“By integrating diverse perspectives and including more women into engineering solutions and client interactions, we can create more inclusive, thoughtful, and effective designs that truly serve everyone.”
Annina Peisa
Director of Business Area for Ramboll Buildings, Finland
Chair of the Finnish Association of Civil Engineering
8 March is International Women’s Day. What does the day mean to you?
I think it’s important to have an annual day to celebrate women and raise awareness about gender inequalities. In many places, women still don’t have the same rights as men, especially when it comes to education and financial independence. The situation might be a bit better in Europe, especially Nordic countries, but that is not the case everywhere.
In your job and career, can you think of any specific situation or occurrence where you have experienced inequality or the power of allyship?
When I look back on my career, I was fortunate to have the support of many inspiring and empowering supervisors. They encouraged me to aim high and never hesitate because of my gender – and that made a huge difference.
As the Chair of the Finnish Association of Civil Engineering and also as the Finnish representative in Ramboll’s Equality, Diversity, and Inclusion Council, I am actively learning more about the experiences of other women in the industry. And, despite Finland’s reputation for equality, there is still a long way to go. Through surveys conducted by the association, we’ve found, for example, a significant pay gap between male and female trainees in our field. This is especially concerning because these positions start at the same level, with equal education and experience, meaning there should be no difference in pay. Unfortunately, the gender pay gap persists at all levels of the industry, and that remains a serious issue that needs to be addressed.
“Unfortunately, the gender pay gap persists at all levels of the industry, and that remains a serious issue that needs to be addressed.”
We are focusing on accelerating action this year. In your opinion, what does accelerating action for gender equality require?
For me, accelerating progress in gender equality means ensuring that different career paths and opportunities are promoted equally. It also requires us to encourage and support women in their career aspirations, regardless of other life choices, such as starting a family. A successful leadership career and a thriving family life should not be seen as mutually exclusive.
Also, transparency, especially when it comes to salaries between women and men, will help us to close any potential gender pay gaps. When salary data is visible, disparities are easier to identify and address.
Another important factor is the language used in job advertisements. Engineering job postings, often unintentionally, tend to be written in a more masculine tone, making them more appealing to men and discouraging others from applying. By being mindful of this, we can attract a more diverse pool of candidates and create more inclusive opportunities.
How can we foster a society which promotes gender equality that benefits everyone?
Sharing stories and having conversations like the one we have now are crucial for raising awareness and highlighting the challenges that still exist in our societies. Open and honest dialogue helps us understand each other better and work together towards meaningful change.
“A successful leadership career and a thriving family life should not be seen as mutually exclusive.”
Suriyaprabha Mannu
Senior Engineer in the Wind team for Ramboll Energy, India
Chair of the network for Women in Energy in Ramboll
8 March is International Women’s Day. What does the day mean to you?
I’ve experienced firsthand the stereotypes surrounding what roles women ‘should’ take and what is considered ‘possible’ for us. Women often have to prove themselves more than men – adapting their styles to fit in or explain how they balance professional and family life.
International Women’s Day means a lot to me. We were only around five women in my class at university, yet we made sure to celebrate the day every year. And I have continued to do so ever since. While women deserve recognition every day for their contributions, this day is a special opportunity to bring more awareness to gender inequalities that still exist.
In your job and career, can you think of any specific situation or occurrence where you have experienced inequality or the power of allyship?
I have a few powerful memories of experiencing the impact of allyship – moments that have stayed with me. One that stands out was in university when a senior student encouraged me to sign up to organise an event. At the time, it was not something women typically pursued. By asking “What’s the worst that could happen?”, she gave me the push I needed to step beyond the gender roles and expectations that had been holding me back. That simple act of encouragement helped me see what was possible and feel the power of someone believing in you.
Another positive experience that comes to mind is from when I was about to return from parental leave which, for me, was a deeply sensitive and transitional time in life. I’m grateful for the support I received from my manager. His encouragement and flexibility made all the difference, allowing me to ease back into work. That kind of leadership and understanding is invaluable, and it underpinned the importance of a supportive workplace.
“When I witness someone being judged based on their gender, I always speak up, and I believe everyone should do the same. Allyship is a responsibility we all share.”
We are focusing on accelerating action this year. In your opinion, what does accelerating action for gender equality require?
I find it valuable to have support networks and dedicated Equality, Diversity, and Inclusion (EDI) teams, who actively address gender equality and ensure visibility. Their efforts are making a real impact in the workplace.
Women, particularly in engineering, still face obstacles to career growth. To address this, we need more flexibility in how we approach career progression. The idea that there’s only one rigid path to success prevents many talented individuals from advancing. We should recognise people based on skills, ambition, and impact, regardless of gender.
To me, accelerating action also means sharing our experiences – both in and outside of work – and, most importantly, becoming active allies ourselves. When I witness someone being judged based on their gender, I always speak up, and I believe everyone should do the same. Allyship is a responsibility we all share.
How can we foster a society which promotes gender equality that benefits everyone?
It requires continuous effort and strong role models. Change doesn’t happen overnight, but each step we take creates a better future – not just for us, but for the next generations.
I believe the biggest impact starts at home. The way we raise our children shapes the kind of adults, leaders, and citizens they become. Imposing outdated ideas of what it means to be a woman or a man limits potential and influences career choices. Instead, we should focus on raising empathetic, capable individuals – beyond gender labels.
“The idea that there’s only one rigid path to success prevents many talented individuals from advancing. We should recognise people based on skills, ambition, and impact, regardless of gender.”
Want to know more about EDI in Ramboll?
Beata Pyszniak
Global EDI Manager
+49 1522 2582202
Tina Gaardsøe Albrechtsen
Director, Global Equality, Diversity & Inclusion
+45 51 61 61 97