The purpose of this thesis is to investigate the factors that encourage or discourage women and non-binary persons to want to work within computer engineering and if mentorship is a solution to improve diversity within the computer engineering industry. The study has an explorative empirical study formed on the basis of a survey where 85 women, men and non- binary persons who have experience in the computer engineering industry responded. The first research question dealt with understanding what could motivate women and non-binary persons to work within the computer engineering industry. The main factors established were challenging and exciting tasks, work culture, working for a good cause, that the organisation works with gender equality issues, job security and salary. The second research question was about mentorship and if the respondents thought mentoring could help encourage more people to take up careers in computer engineering. The majority of the participants felt that mentoring could play an essential role in supporting and maintaining interest in computer engineering and enabling a sense of belonging. 

To nurture workplace cultures in engineering that accommodate a genuinely diverse range of people means that, as well as recruiting more women and non-binary persons into engineering, organisations' efforts must be made to make workplace cultures more welcoming, diverse, and supportive. Mentorship can be one solution to create a more positive attitude towards computer engineering and to build a collaborative environment for student and workers.