COMMENT
Building resilience: How women in manufacturing manage mental health
In conversation with Chelsea Sun, business manager at GTK N
egative mental health is on the rise across the country, and nowhere is this felt more prevalently than at work. Earlier this year, Trades Union Congress (TUC) declared a work-related stress crisis, based on Studies show that this mental stress is more prevalent for women, with the British Safety Council reporting that female workers are subject to higher levels of workplace stress than their male colleagues. This is further evidenced in middle-aged workers, with two from poor mental health.
In UK manufacturing, which has seen an mental health struggles, the current climate means there’s never been a more important time to rally behind female staff members. Here, Chelsea Sun, business manager at electronics manufacturer GTK, talks about her journey within a the UK manufacturer and some of the hidden challenges women face in manufacturing.
What mental health challenges do you think women in manufacturing face most often today?
“I think the biggest challenges are not feeling recognised – feeling unseen,” Sun says. “Being a woman in a male-dominated environment can already be challenging, while language and cultural differences can make it even harder. Balancing work and life, career progression pressures and returning to work psychological strain.”
Have you seen a shift in how mental health is viewed within the manufacturing industry, at both factory and management levels?
“I have noticed positive changes,” Sun of mental health but, at the frontline and in day-to-day operations, there are still gaps and open communication channels are needed, and I’m glad to say that GTK has these in place.”
6 MAY 2026 | ELECTRONICS FOR ENGINEERS
How does representation and manufacturing?
“Seeing women in leadership positions proves to other women that they can be seen too,” Sun says. “Role models like this are incredibly important for mental wellbeing: they boost up and pursue further career opportunities.”
Do women in manufacturing face unique, sometimes unseen challenges exclusive to them? If so, what are they?
“Yes, there are challenges, and they’re not “As a woman, especially a woman who wasn’t born in the UK, I often felt overlooked early in my career before coming to GTK, with fewer opportunities for recognition or promotion. I was ambitious and willing to put a lot of energy into my work, but it was discouraging when my contributions were not acknowledged or my opinions were not sought.
maternity leave was especially challenging, as so much had changed during my time away. These hidden pressures are often invisible to others who haven’t been through it themselves.”
needs, and seek good support networks. Don’t be afraid to ask questions or seek help – this is key to maintaining mental wellbeing under pressure.”
What responsibility do business leaders have when it comes to supporting mental health in traditionally male-dominated industries?
“Leaders need to actively pay attention to employees’ mental wellbeing, particularly women and minority groups,” says Sun. “This includes ensuring company rules are clear to everyone, covering areas such as promotion pathways, learning opportunities and personal packages. It’s essential to create an open, inclusive environment where people can voice concerns without fear of judgment.”
Looking ahead, what changes would you like to see across the manufacturing sector to better support women’s mental health?
“In the manufacturing sector, I hope to see more women in leadership roles, greater support for employees returning from maternity leave and more inclusivity for language and cultural differences,” Sun feel valued, improve mental wellbeing and increase job satisfaction.”
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