Women in the EPS Industry

European Overview of Gender Representation in the EPS Sector

Representation of Women in the EPS/Plastics Industry in Europe

At the EU level, the plastics industry (which includes EPS) shows a proportion of women slightly above the average for the manufacturing sector, while still being a highly male-dominated field. In France, for instance, approximately 32% of employees in the plastics industry are women, compared to an average of 29% in the French manufacturing sector (source). Similarly, in Germany, women represent 26.7% of the workforce in the plastics processing industry (compared to 25.4% in the German manufacturing sector overall) (source). These figures place the European plastics industry within a range similar to that observed in manufacturing industries across EU countries, where women hold between roughly one quarter and one third of industrial jobs, depending on the country (source).

This representation therefore remains limited: around 1 in 3 employees is a woman in the EPS/plastics sector in Europe, and often fewer in countries less advanced in this area. For instance, the Italian manufacturing sector is particularly lagging behind, with only 13% of women in industrial employment (source). Conversely, certain Eastern European countries with a tradition in textiles/packaging may approach the higher end of the range (~30%) (source). Overall, the finding remains one of chronic underrepresentation of women in this industry.

Trends Over the Past Five Years (2019–2024)

Over the recent period, the increase in female representation has been slow. Data indicates a relative stability in the proportion of women over several years. In France, the ratio of around 32% women in the plastics industry has been “stable for 10 years” (source). In Germany, between 2014 and 2019, the share of women in the plastics industry remained almost unchanged (around 26–27%) (source). There has been no significant progress between 2019 and 2024, despite numerous discussions about diversity; some sources even highlight that the industry struggles to shift this figure, which “does not even reach 30%” in most European countries (source). Nevertheless, there are slight signs of progress: for example, the population of scientists and engineers in the EU (across all technological sectors) now includes 52% women (source), which could eventually feed a more gender-balanced pool for industrial R&D services. However, across the EPS sector as a whole, no breakthrough has been observed recently: gender inclusion is progressing only in small steps, or even stagnating depending on the country.

Breakdown by Type of Roles Held

The presence of women varies greatly depending on the type of job and level of responsibility within the EPS sector. In general, women are mainly confined to support or administrative functions (accounting, HR, assistance, etc.) (source). For example, in France, 80% of “employee” roles (administration, secretarial work) in the plastics sector are held by women (source) (source). Conversely, they are significantly underrepresented among production workers (working on transformation lines in factories), who make up the majority of the EPS workforce – 58% of employees in the French plastics sector are workers, a category that is overwhelmingly male (source).

Technical roles and R&D also show a lack of female presence. Positions such as materials engineers, polymer chemistry researchers or plant technicians are still rare among women. In the French plastics industry, for example, only 14% of managerial or executive positions are held by women (source). This very low rate highlights the well-known “glass ceiling”: even when women do enter the sector, they struggle to access management and decision-making roles. Production roles (machine operation, maintenance) continue to be perceived as male-dominated and attract few female applicants, while support functions (sales, quality, administration) concentrate the majority of female staff (source). This reflects a clear horizontal and vertical job segmentation: horizontal because women are present in some jobs and absent from others (e.g. very few female machine operators, but more lab or quality control technicians), and vertical because their proportion declines as one moves up the hierarchy.

Illustrative example: a survey in the plastics industry showed 31% women across the sector, but only 14% among executives (source). This type of distribution is also evident in the EPS sector at the European level, with few women among plant engineers, production managers or factory directors, while more are found in roles such as HR managers, marketing, quality or technical assistants.

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 Barriers to Women's Participation in the EPS Sector

Structural Factors Limiting Women’s Access

Several structural barriers explain the low level of gender diversity in the EPS industry:

• Tradition and Male-Dominated Industrial Culture: Historically, the plastics and materials industry has been a male stronghold. A “masculine” corporate culture has taken root, which may discourage the entry or retention of women. Some testimonies mention, for example, condescending remarks towards “green” initiatives led by women, which until recently were considered a “ladies’ topic” in the EPS sector (source). This kind of industrial culture can maintain an unwelcoming environment for women.
  
  
• Gender Stereotypes and Educational Orientation: Persistent stereotypes about “physical” or “technical” jobs discourage many young women from pursuing industrial career paths. As one female executive in the sector remarked, “too often, the education of women steers them away […] from roles in industry” (source). Despite often achieving excellent academic results, few young women envision themselves in training courses related to plastics or materials engineering. This results in a limited pool of female candidates for roles in the EPS sector, perpetuating the cycle of underrepresentation.
  
  
• Factory Work Constraints and Physical Demands: Work in EPS production can involve shift work (e.g. three-shift schedules), factory environments (noise, manual handling), and locations on the outskirts. These conditions, combined with the continued gendered division of domestic labour, make it difficult to reconcile family and professional life for women in the sector. In Northern Europe, many women opt for part-time work, but in the EPS industry, part-time roles are less common and often incompatible with continuous production jobs (source). The lack of flexibility and support services (such as childcare during non-standard hours) is a practical barrier.

• Lack of Female Role Models and Mentorship: The low number of women in technical or leadership positions means there are few role models to inspire new recruits. This lack of female figures can discourage young women from persevering in an environment where they feel isolated. Female professionals highlight the limited availability of female mentorship and the importance of developing it (source). Without a network or mentor, it is harder for women to find their place and advance within the sector.
  
  
• Bias in Recruitment and Career Progression: Conscious or unconscious biases may arise during hiring (e.g. a preference for a man for a physically demanding workshop position) or during promotions (e.g. concerns about potential maternity leave, etc.). These institutional barriers contribute to a “female brain drain” towards other sectors perceived as more welcoming.

In summary, cultural, educational and organisational barriers combine to keep the proportion of women in the EPS sector at a low level. Initial stereotypes result in fewer trained female candidates; those who do enter the sector often face an environment that is not very inclusive, and many leave the industry or remain in subordinate roles due to a lack of opportunities and support.

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Initiatives and Policies to Promote Equality in the EPS Sector

Aware of these issues, stakeholders in the EPS sector across Europe – companies, federations, public authorities – have launched several initiatives in recent years to promote gender equality. The main categories and examples include:

• Awareness Campaigns and Training for Girls: A key lever is to attract more female talent to technical careers from secondary and higher education levels. Across Europe, specific orientation programmes have emerged. In France, for example, the Industri’Elles collective (launched by the Ministry of Industry) mobilises female ambassadors from various industrial sectors to engage with young people and demystify these careers (source). Industri’Elles has also developed a large mentoring programme: over 1,500 mentor pairs have been established, linking industry professionals with secondary school and university students considering technical fields (source). In the plastics sector, the initiative “Plasturgie au féminin” in Normandy offers testimonials from female and male apprentices to show that “industry is also for girls” (source). Events such as “Girls’ Day” in Germany or “Wi-Filles” workshops also aim to inspire technical vocations among girls by introducing them to plastics training centres. These actions, often co-funded by public (regional, EU) and sectoral funds, are beginning to show results by widening the pool of female talent.
  
  
• Corporate Commitments and Sectoral Charters: More and more EPS companies are taking voluntary commitments to increase female representation, particularly in leadership roles. For example, the Knauf Industries group (a major EPS player) has set the goal of reaching at least 30% women in its management teams by 2025 (source). These kinds of numerical targets, often announced on International Women’s Day or in CSR reports, encourage companies to adjust their HR policies (recruiting women to managerial roles, career planning, etc.). Professional equality charters have also been adopted by industrial federations in several countries (e.g. a French charter signed by unions and employers, committing to reducing pay gaps and improving women’s access to training). The creation of women’s professional networks dedicated to the plastics industry has also grown: in 2024, the association Women in Plastics Italy (WIP-IT) was founded to showcase female talent and foster a support network for women in the plastics industry (source). Similarly, in the UK and at the European level, “Women in Plastics” communities share best practices and promote visibility for women in the sector.
  
  
• Public Policies and Regulatory Frameworks: European and national public authorities are gradually incorporating equality goals into regulatory frameworks. At EU level, the Women on Boards Directive adopted in 2022 requires large companies (including industrial ones) to have at least 40% women on supervisory boards by 2026, encouraging industrial groups to increase female representation in top management. Several countries have introduced mandatory indicators: in France, since 2019, the gender equality index has required companies to publish annual scores (on wage gaps, promotions, etc.), prompting industrial firms to correct certain imbalances. Public funding is also being mobilised to support gender diversity: the European Horizon programme requires equality plans in R&D projects, and some national schemes (France Relance plan, PNRR in Italy) include components to support women's employment in industry. Finally, national awareness campaigns – such as “#LesIndustriesTechOntElles” in France or “Komm, mach MINT” in Germany – aim to change perceptions of these professions and convince both the public and businesses that women belong in industry.
  
  
• Education–Industry Partnerships and Retraining: To address the lack of qualified female technicians, partnerships are being formed between EPS manufacturers and educational institutions. Targeted apprenticeship schemes for women are being created (e.g. CQPM – professional qualification certificates – tailored to recruit female operators or technicians in polymer production). In France, the plastics association Polyvia collaborates with engineering schools to enrol more women in materials courses. In Germany, some companies offer retraining programmes to help women from other sectors (e.g. chemistry, agri-food) transition into EPS processes. These initiatives aim to bridge the skills gap in the female talent pool.

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 Feedback and Best Practices in the EPS Sector

Several best practices have emerged, demonstrating encouraging results when implemented with strong commitment:

• Leadership and Leading by Example: Companies where management actively drives change achieve better outcomes. For instance, Argos ST in Italy has surpassed 27% female representation in its workforce – double the national industrial average – thanks to a strong commitment from leadership to gender balance (source). Women there hold key roles across the value chain (quality manager, head of assembly workshop, head of analysis lab, etc.), clearly showing that women can succeed at every level of a factory (source). This example proves that with a proactive recruitment and internal promotion policy, it is possible to achieve gender balance well above the industry norm.
  
  
• Internal Networking and Mentoring: The creation of internal women’s networks or mentoring programmes in large chemical/plastics companies is cited as good practice. Groups such as BASF and Solvay have developed female staff networks to share experiences and advice, helping retain female talent and reduce feelings of isolation. Mentorship from experienced female executives supports younger women in career development and confidence-building. These HR-supported practices improve retention rates and promote women's progression.
  
  
• Improvement of Working Conditions: Some EPS companies have introduced measures that make life easier for female (and male) employees, such as flexible hours outside production shifts, remote working for support functions, extended parental leave for both genders, and adapted workstations to reduce strain. For example, the French EPS firm Corstyrène subsidises gym memberships for its staff to promote workplace wellbeing (source). In Germany, many factories promote teamwork and job rotation to reduce segregation and allow women to access technical roles through on-the-job training. The robotisation of heavy tasks (e.g. handling polystyrene bead sacks) has also been identified as a way to open these jobs to more female candidates by removing some of the physical strain.
  
  
• Visibility and Celebration of Role Models: Highlighting successful women in the sector acts as a powerful driver. EUMEPS, for example, dedicated International Women’s Day 2025 to showcasing the careers of women in the EPS sector through interviews and profiles (source), and launched an initiative towards the women of the EPS sector: Women of EUMEPS. These positive messages promote women’s contributions and can inspire others to join the field. Likewise, trade publications feature special editions (“Women in Industry”, etc.) sharing inspiring stories and success cases. In France, the magazine Plastilien devoted a 2024 issue to “Women in Plastics”, stating that “women don’t just participate; they are transforming our industry”, and calling for greater recognition of skills regardless of gender (source).
  
  
• Dedicated Events and External Networks: Dedicated professional events for women are also developing. Notably, at K 2025 (the world’s largest plastics fair), a special “Women in Plastics” forum will be held for the first time, reserved for women in the plastics and rubber industry to promote networking, best practice sharing, and visibility for women leaders (source). These international events, supported by federations like Plastics Europe and VDMA, reflect the industry’s commitment to diversity. Nationally, there has also been a rise in conferences, round tables and award ceremonies celebrating gender balance (e.g. “Women in Plastics Industry” trophies at trade shows in France or Italy). Such initiatives spark momentum and encourage companies to compare themselves and improve.

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Country Focus: National Situations in the EPS Sector

 

Germany: Slow Progress in a Strong Industrial Landscape

Quantitative Overview: Germany, with its highly developed manufacturing sector, shows a relatively low but EU-average share of women in plastics. In 2019, 26.7% of employees in the German plastics industry were women (source). This figure has grown only slightly (it was ~25% a decade earlier). The German industry retains a strongly masculine image, and many German women opt for part-time or service-sector jobs. However, some sub-sectors (plastic packaging, materials labs) employ more women, while polymer processing for automotive or construction remains male-dominated.

Initiatives and Dynamics: Germany is investing in technical training: “Girls Day” annually introduces thousands of schoolgirls to industrial careers. The government also promotes dual vocational paths to young women. Major chemical/plastics players like Covestro and BASF have signed the “Charta der Vielfalt” (Diversity Charter), committing to equality. In 2025, Germany will host the “Women in Plastics” forum at the K trade fair in Düsseldorf – a clear signal of support. Emerging networks like “Frauen im Kunststoff” (on LinkedIn and locally) aim to foster experience sharing. The key challenge is to move beyond the part-time model (Teilzeit) and encourage more female engineers to pursue production roles. While mentoring is gaining traction in large companies, it remains limited in the many family-run SMEs within Germany’s EPS industry.

 

France: Recent Mobilisation to Increase Gender Balance in EPS

Quantitative Overview: France has a slightly higher-than-average female representation in plastics, with around 30–32% women depending on the source (source). However, this proportion has remained stable for years. French women in plastics are mainly in support roles (administration, sales, quality control) and very few are in production or engineering. About 14% of managers or executives are women in the sector (source), reflecting a clear glass ceiling. Still, thanks to a higher female employment rate than in Southern Europe, France has a growing pool of technicians and engineers that could improve gender balance in the future.

Initiatives and Dynamics: In recent years, France has stepped up institutional action for industrial gender equality. The Industri’Elles collective, run by the Ministry of Industry, includes more than 40 female industry ambassadors and delivers mentoring, school outreach, and awareness campaigns (source). The plastics federation Polyvia has launched “Plasturgie au féminin” campaigns to attract female talent (source). Legally, tools like the gender equality index and mandatory workplace negotiations on gender issues push companies to act. Many firms have signed equality agreements (e.g. on pay parity, post-maternity flexibility). Some EPS firms show best practices: Knauf France aims for 30% women in management (source), Etex and Saint-Gobain support female engineering networks, and SMEs like Corstyrène engage in concrete actions (entrepreneurship challenges, workplace wellness initiatives). France also invests in communication: each year, profiles of “women in plastics” are published in specialist media, and L’Usine Nouvelle hosts an annual ranking of women in industry. These efforts are gradually shifting mindsets: more and more, the belief that “women belong in plastics and their skills are invaluable” is gaining ground. The remaining challenge is to translate this rhetoric into action in all companies, including smaller ones.

 

Italy: Persistent Lag but Growing Awareness

Quantitative Overview: Italy stands out for very low female participation in industry. Only 13% of industrial workers are women (source), among the lowest in Western Europe. This is linked to socio-cultural factors (low overall female employment, traditional gender roles) and the structure of Italian industry (a strong presence of male-dominated sectors like mechanics, and decline of formerly female sectors like textiles). In plastics and EPS, women are estimated to make up 15–20% of the workforce (slightly above the industrial average due to packaging companies). Still, the Italian EPS sector remains largely male, especially in northern SMEs. Women are mostly in administrative and commercial roles. There are few female engineers or production technicians, though progress is visible in younger graduate cohorts.

Initiatives and Dynamics: The Italian sector is beginning to respond. In October 2024, professionals founded the Women In Plastics Italy (WIP-IT) association to promote female talent, foster sustainability and build a support network for women in plastics (source). This marks a step towards a structured community, where only isolated initiatives had existed. Italy also benefits from European support: funds from the National Recovery and Resilience Plan (PNRR) are directed towards women’s entry into STEM fields, and national campaigns encourage girls to study engineering (e.g. via Valore D or “Stem in the City” in Milan). Some companies are shifting HR practices: for example, Versalis (Eni) has highlighted its increased share of women in technical management, and big names like Pirelli and Luxottica are setting diversity targets. A good practice comes from Gruppo Argos ST (an automotive and plastics subcontractor) which, by focusing on female internal promotion, has reached nearly 28% women in its workforce and appointed women to lead several production units (source). Italy must build on such examples to prove that gender balance is possible, even in traditional settings. The road remains long: challenging conservative attitudes and offering more support (childcare, flexible hours) are key to attracting and retaining women in industrial roles. The creation of WIP-IT and Italy’s active role in European networks (e.g. presence in Women in Plastics forums) are positive signs of catching up.

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 Conclusion

Despite only modest progress, the presence of women in the European expanded polystyrene sector has become a clearly recognised issue. Figures confirm persistent underrepresentation (around 25–30% of women in the sector, much less in technical or leadership roles). The last five years have not seen a revolution, but rather the continuation of stable trends. However, gender balance is now a central concern: studies, CSR reports and public declarations increasingly acknowledge the benefits of diversity (better teamwork, increased innovation, addressing labour shortages) (source).

The barriers – cultural (gender stereotypes, self-censorship), structural (inflexible work organisation), and related to the skills pipeline – are increasingly well understood, and initiatives at all levels are underway. From the EU to sectoral associations and companies themselves, concrete efforts are being made to attract, support and promote more women in the EPS sector: mentoring for schoolgirls, professional networks, hiring targets, improved working conditions, etc. Positive case studies – of companies achieving significant gender balance, and women sharing stories of success in EPS – are all best practices to be expanded.

In short, while the current picture remains one of a male-dominated EPS sector, the foundations for lasting change are being laid. The next step will be to assess whether these many initiatives bear fruit in the coming years. The shared goal across Europe is to break down barriers and see more female operators, technicians, engineers, managers and executives fully contributing to a more inclusive and high-performing EPS industry. The industry is convinced: “women in plastics don’t just participate; they are transforming our sector” (source) – a transformation that must now be accelerated and amplified.

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 Engage with us!

Building a more diverse and inclusive EPS industry begins today. The Women of EUMEPS initiative embodies this ambition with pragmatism: it is no longer merely a matter of stating intentions, but of taking concrete steps to make diversity a sector-wide reality.

By promoting female career paths, multiplying opportunities for dialogue between stakeholders, developing support networks, and launching a European charter for equality in the EPS sector, we are paving the way for lasting transformation. This approach fully aligns with the European Union’s commitment to gender equality, industrial competitiveness, and social cohesion.

Whether policymakers, business leaders, or young women preparing to enter the sector, Women of EUMEPS offers a space to act, connect, and move forward together.

We make this voice heard through a dedicated digital platform, social media campaigns, and events such as the official launch at CIRPLEX 2025. Together, we create new opportunities, share best practices, and give visibility to those who are already shaping the EPS industry on a daily basis.

Promoting equality in our sector is not merely a matter of social justice: it is a challenge to collective performance and industrial modernisation.

 

You are a woman working in the EPS sector? We would love to learn about your experience and make you a Women of EUMEPS. Take our survey here!

 

Women of EUMEPS transforms a vision into a movement. Join it.

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Sources: Eurostat, sector observatories (OPCO 2i plastics), reports from associations (Plastics Europe, EUMEPS, AFIPEB, ect.), government initiatives (French DGE), and industry professionals’ testimonials.

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