Creating a stronger pipeline of women for technical and engineering roles in the rail sector requires sustained investment in awareness, skills development and mentorship, says rail services company Traxtion’s brand, communications and marketing manager Nnoni Mohlaphuli.

One of the biggest barriers to increasing female participation remains the perception that rail is a male-dominated sector, with engineering, technical and operational careers often viewed as professions better suited to men. This perception results in many young women remaining unaware of the available career opportunities.

“In response, Traxtion has invested in programmes to create pathways into the industry and support long-term careers,” she adds.

Since 2023, the company has introduced several initiatives aimed at increasing female participation. The Future of Rail is Women campaign, launched that year, introduces Grade 9 learners to careers in rail while extending awareness through national media and social media.

Further, the Shadow a Woman programme, launched in 2025, provides Grade 8 learners with workplace exposure through female employees across the business. Mohlaphuli says female employees play a central role by providing learners with first-hand insight into careers in rail and sharing their own experiences.

“Two participants from the inaugural cohort have progressed into the company’s apprenticeship programme, while four of the nine apprentices in the current intake are women,” she notes.

Mohlaphuli says the company is seeing progress through its investment in female technical talent: “Traxtion qualified its first female artisan in 2023, followed by three more. Seven women are participating in the apprenticeship programme, and a further three are expected to qualify by 2027.”

Moreover, retaining women in technical and engineering roles requires continuous investment in professional development, which Traxtion supports through mentorship, accredited training programmes, skills development and defined career progression pathways.

“To date, we have retained four of the women who have completed our diesel electrical fitter apprenticeship programmes, demonstrating the positive impact of investing in their long-term development,” she adds.

This professional support continues within the business through the TraxWin programme, which focuses on developing women for future leadership roles.

Beyond the company’s efforts, greater collaboration among industry, government and educational institutions is required to strengthen the pipeline of women entering South Africa’s rail sector.

“The industry must continue to create meaningful opportunities through internships, apprenticeships and mentorship programmes, while government can support policies that encourage greater participation in the science, technology, engineering and mathematical, or STEM, and technical trades.”

She asserts that educational institutions also have a critical role to play by “exposing young women to rail careers from an early age and aligning skills development with industry needs”.

Mohlaphuli argues that changing perceptions remains essential to increasing female representation in rail.

“If I could change one perception, it would be the belief that technical and engineering careers are better suited to men. I believe we need to socialise girls differently from an early age, so they see these careers as equally accessible, exciting and achievable for them. The challenge is not capability, it is often exposure, awareness and the expectations society places on young women,” she concludes.