Feature
When it comes to the science, technology, engineering and mathematics (STEM) sectors, the story of inclusion and diversity has been perceptibly, yet slowly, rewriting itself. Historically dominated by a steadfast male presence, fields in STEM have been opening up to women, propelled by an acute awareness of the sectors’ past shortcomings and a concerted push toward a more equitable future.
The journey from discriminatory practices to the inclusive embracement of diversity and gender equality has been marked by significant strides — and lingering challenges. On this final business day of Women's History Month, we thought it was time to re-explore the roles of women in STEM to examine the progress made, the hurdles that persist and the collective effort required to change the status quo.
Women in Male-Dominated Industries
Working within overwhelmingly male-dominated industries presents a nuanced journey for women, marked by both distinctive challenges and unique opportunities. STEM sectors, which stand for science, technology engineering and math, have historically been the bastion of male employment, shaping industries where female presence is both a rarity and a catalyst for change. Women in these fields are not merely filling roles; they are redefining the narrative, bringing diverse perspectives that have the potential to enrich innovation and operational dynamics.
Ella Haman, CTO at Kapitus, a small business loan solution provider, told Reworked that as a woman in a technology leadership role, she can attest to the progress made in this arena. "However,” she added, “it's important to acknowledge that subtle gender stereotypes persist.
"While breaking into technology leadership roles has become more accessible for women, the prevailing perception that women are often seen as competent 'fixers,' while men with similar or lesser levels of experience are viewed as visionaries, remains an ongoing challenge," she said.
The challenges faced are multifaceted, with underrepresentation standing as a stark baseline issue. This scarcity of female representation often translates into a heightened sense of isolation for women, compounded by the unwelcome weight of representing gender over individual merit.
Biases and stereotypes are also still heavily prevalent in STEM sectors, where women's competence is subtly questioned, and achievements undermined. The cultural fabric of these industries further complicates the scenario, sometimes perpetuating environments that lack inclusivity or fail to acknowledge the unique perspectives that women bring to the table.
In addition, the quest for a harmonious work-life balance becomes increasingly difficult, amplified by traditional roles and expectations that women navigate alongside their professional ambitions.
Haman said another critical aspect is the limited representation of women in chief executive positions. “This is noteworthy as these leaders ultimately make decisions about whom to trust in roles such as chief technology officer,” said Haman. “Exploring and addressing this imbalance is crucial for fostering diversity and inclusion at the highest levels of leadership.”
Haman experienced firsthand the outsized impact having women in leadership positions can have. “Reflecting on my own journey, I recognize the pivotal role played by Therese Tucker, the CEO of Blackline. Her support highlights the significance of mentorship and opportunities provided by leaders in shaping the trajectory of women in technology.”
Although women account for 47% of the US workforce benchmark, they account for just 28% of all executives in the top leadership teams of the S&P 100, said CallTrackingMetrics COO Laure Fisher. "It’s clear there is still a lot of work to be done regarding equality in the workplace."
Progress, But Systemic Issues Persist
Natalie (Nat) Onions, VP of customer experience at Customer.io told Reworked that things have definitely changed over the course of her career and particularly in the past few years.
"In the past, I have experienced the stereotypical 'guys in tech leadership' mentality. In previous roles, I didn't have people I could lean on to help navigate the dynamic of (often) being the only female on the team,” said Onions. “I have also seen gender diversity improve throughout my career, and more people from different backgrounds now have the opportunity to take on senior roles or impactful projects."
According to a recent report from WomenTech, women currently make up about 35% of STEM positions in the workplace, up from 9% in the early 2000s. Additionally, nearly 45% of STEM students are women, while only 26% of all technical occupations in America are occupied by women.
Recent research from Dice found the pay disparity persists for women in tech roles. Women in tech roles made roughly $0.87 on the dollar of their male counterparts and were less likely to have received a raise last year as compared with men.
Black and Hispanic women in STEM fields face even more challenges. According to Pew Research, Black workers (women and men) make up only 5% of engineers and architects and 7% of workers in computer roles, in spite of comprising 11% of total employment across all fields. Hispanic workers make up 9% of engineering roles and 8% of computer occupations.
Tredence’s Annie Sterle told Reworked that addressing these systemic issues requires a concerted effort on the part of organizations, marked by deliberate policies and initiatives geared toward fostering inclusivity and curbing female attrition.
"Two large issues women face within the STEM field are a lack of representation and scarcity of resources essential for their advancement,” said Sterle. “These hurdles result in various systemic issues, including a lack of mentorship opportunities and uncertainty around potential career opportunities.”
Sterle said that women are often forced to navigate the precarious balance between nurturing their professional ambitions and fulfilling their roles as mothers.
Their efforts in advocacy and policy reform are pivotal, she continued, and drive a more inclusive agenda that encompasses equitable recruitment, workplace culture and safety policies. The solidarity found in professional networks and communities offers a wellspring of support, empowering women to share insights, experiences and opportunities.
The journey toward inclusivity and gender equality within the tech industry has seen substantial evolution, underscored by progress and areas requiring continued attention, said Sharon Harrison, VP of marketing at Ivy.ai.
"One of the most notable changes has been the growing recognition and acknowledgment of past discriminatory and preferential hiring practices,” said Harrison. “HR teams across the sector recognize these issues and actively strive to address them. This shift toward fostering diversity, equity and inclusion at all organizational levels marks a critical step forward.”
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Harrison suggested that it’s about creating environments where diverse talents are welcomed and treated as integral to shaping innovative and inclusive products and services.
Star Kashman, cybersecurity expert and attorney, told Reworked that despite the awareness and discussions around these issues, the discrimination persists, as it manifests through wage gaps, limited career advancement opportunities and, at times, a dismissive and unfair culture toward women's contributions.
"Similar to other industries, not only does a woman have to be exceptional, but she has to overcome subconscious biases and assumptions people may make about her and her work based off of her gender, looks and femininity," said Kashman. “It is all about dismantling the systemic barriers that inhibit diversity and fostering an environment where different perspectives are celebrated. This could lead to tech-industry transformations beyond anyone’s hopes and dreams.“
Related Article: Want to Empower Women in the Workplace? Start by Addressing These Common Challenges
Socially, diverse and inclusive workplaces mirror the multifaceted nature of the world around us. They promote a deeper understanding and appreciation of different perspectives, enhancing social cohesion and reducing prejudices. This creates a more harmonious and respectful society, where differences are celebrated rather than marginalized.
Economically, the benefits of DEI are well-documented and profound. Diverse teams are more innovative, as they bring a wide array of experiences and viewpoints to problem-solving, leading to more creative solutions. Inclusion also enhances employee engagement and satisfaction, reducing turnover and fostering a sense of belonging among staff. This not only boosts productivity but also improves customer relations, as a diverse workforce can better understand and meet the needs of a diverse client base.
Additionally, businesses are increasingly operating across borders and cultures. In this context, DEI becomes strategic assets, enabling companies to navigate the complexities of global markets with agility and insight. Brands that embrace diversity and practice inclusion are better equipped to attract top talent, enter new markets and adapt to changing demographics.
Social media and other digital platforms have given voice to underrepresented groups, highlighting injustices and mobilizing public opinion. Businesses are now under greater scrutiny to act responsibly and to reflect the diversity of the societies they serve.
The Job Isn’t Yours if You Don’t Apply
One of the persistent myths surrounding women in STEM is the idea that they are not applying for STEM roles simply because they are not interested. This oversimplification does not fully capture the reality of the situation.
While interest in technology varies among individuals, regardless of gender, several systemic, cultural and educational barriers significantly contribute to the underrepresentation of women in technology fields. Addressing these factors is essential to understanding and overcoming the gender disparity in STEM. Some of these factors include:
- Stereotypes and cultural norms: Societal stereotypes and cultural norms about gender roles can discourage girls and women from pursuing interests in STEM from a young age. These stereotypes suggest that men are more suited to technical roles, which can influence both self-perception and external encouragement.
- Lack of role models: The underrepresentation of women in STEM roles creates a cycle where young girls and women have fewer role models and mentors in the field. This lack of visibility can make it difficult for women to envision themselves in such careers and diminish their interest in pursuing such paths.
- Educational barriers: Disparities in STEM education, including access to resources, gender-biased teaching methods and encouragement, can impact the interest and confidence of girls in pursuing STEM fields. Early exposure to science and technology and positive educational experiences are critical in fostering interest and competence.
- Recruitment and hiring practices: The recruitment and hiring processes in STEM industries can also be barriers. Job descriptions, recruitment strategies and interview processes that are not inclusive or that unconsciously favor male candidates can deter women from applying. Additionally, the perception of a male-dominated workplace culture can make these roles less appealing to women.
- Workplace environment: For women who enter a STEM field, the workplace environment can significantly impact their decision to stay and advance in their careers. Challenges such as gender bias, lack of advancement opportunities and inadequate support for work-life balance can contribute to higher attrition rates among women.
To increase the number of women applying for STEM roles, it is essential to address these systemic issues at multiple levels. Efforts must be made to dismantle stereotypes, provide equal opportunities for education and exposure to STEM technology, implement inclusive hiring practices and foster supportive workplace environments. Additionally, creating pathways for career advancement and highlighting the achievements of women in STEM can inspire more women to pursue and thrive in such careers.
There is so much more to the matter than “jobs that can’t be filled because of a lack of applicants.” In fact, many of those jobs are now being filled by people who would not have had such an opportunity several decades ago, simply because the jobs did not exist.
“The simplest yet most impactful factor contributing to change is the increased tech job opportunities,” said Harrison. “With the Bureau of Labor Statistics estimating that jobs for software developers will grow by 25% and for data scientists by 35% between 2021 and 2031 — significantly outpacing the average growth rate — we're seeing a demand that necessitates tapping into previously underrepresented talent pools.”
This economic imperative pushes companies to broaden their hiring strategies and embrace diversity to fill the growing number of roles, she said.
Related Article: To Include Women in the Workplace, We Need to Understand Systemic Barriers
The Future of Women in Technology
The future for women in technology and STEM fields is evolving, marked by growing awareness, concerted efforts to address existing disparities and an increasing recognition of the value diversity brings to innovation and problem-solving. While challenges remain, several positive trends and initiatives suggest a promising trajectory for women in these areas.
There's a significant push toward encouraging girls' interest in STEM from an early age through educational programs, coding bootcamps and initiatives designed to demystify technology and science fields. By providing positive experiences and role models, these efforts aim to increase the pipeline of women entering STEM disciplines in higher education and, subsequently, the workforce.
Voicing a concern that has been expressed by many leaders with whom we spoke, Onions said that while things are changing, the majority of the work that is required to truly make a difference is at the leadership level.
“As my career progressed, finding a seat at the table and breaking through became increasingly more difficult. I was often the sole female (or one of very few) in a leadership position,” she said. “It has been a journey for me to get to where I am today, and that’s why I am so passionate about making room for other women behind me.”
Onions suggested leaders actively seek internal and external opportunities to build diverse leadership to further attract a diverse workforce.
Many organizations and governments are implementing policies aimed at reducing gender bias, promoting diversity in hiring and creating more inclusive workplace cultures. These include efforts to eliminate gender pay gaps, enhance maternity and paternity leave policies and provide more flexible working conditions to support work-life balance.
The growth of professional networks, mentoring programs and communities for women in tech and STEM fields — and in leadership positions — provides crucial support, guidance and opportunities for collaboration. These networks play a vital role in empowering women, offering career development resources and fostering a sense of belonging and community.
“As we continue to push for change, the focus should be on systemic reforms within educational institutions, hiring practices, representation and workplace culture,” said Kashman. “The future of women in technology is not just about participation but rather about leading and influencing the direction of technological advancement for the advancement and protection of society.”
Cautious Optimism for Women in STEM
The future for women in technology and STEM is one of cautious optimism. While acknowledging the persistent barriers, the collective efforts of educational institutions, corporations, governments and nonprofits are paving the way for a more inclusive and equitable STEM landscape.
The continued focus on dismantling barriers, combined with the innovative spirit of the STEM sector, suggests a future where women's participation and leadership are not only encouraged but celebrated. The journey is far from complete, but the trajectory points toward a more diverse and dynamic future for STEM.
