Topics In Demand
Notification
New

No notification found.

She Can Code Too: Breaking Barriers for Women in STEM
She Can Code Too: Breaking Barriers for Women in STEM

79

0

By Nikhil Anand, Senior Vice President - Operations, NLB Services

As the world is moving toward advancements and futuristic innovations, it is ironic that only 29% of women make the global STEM workforce, with over one million women in STEM occupations. This low participation in Science, Technology, Engineering, and Math (STEM) is a global problem; leaders across all industries are still looking for ways to resolve this.

At a time when we are on the cusp of unprecedented technological advancement—from quantum computing to bioengineering—the stakes have never been higher. The question isn't "How do we get more women into STEM?" but "What groundbreaking innovations are we lacking by not having them there?"

The imperative need for increased female participation in STEM is prominent in driving innovation and economics. Addressing gender disparities in STEM fosters an inclusive workforce and increases varied perceptions, leading to groundbreaking advancements and economic benefits.

Current State of Women in STEM

The terrain of women in Science, Technology, Engineering, and Math (STEM) is blended. Fields like biology and chemistry have nearly equal numbers of men and women, but computer science and engineering are far behind.

Notably, India has set a global record with 40% enrolment of women in STEM fields, meanwhile, women made up 34% of the STEM workforce in the US as of 2021. Globally, this picture varies and reflects different levels of women's participation. For instance, countries like Myanmar have more than 80% female researchers.

On the other hand, the average falls to 18.5% in South and West Asia with women accounting for less than 15% of researchers in India. While Japan has only 16%, this variation is also seen across different STEM fields.

Root Causes of Underrepresentation

The limited participation of women in the STEM sector is a global issue. Below are the common causes that limit women's participation in this thriving sector.

Perception of STEM

Even with world-changing advancements, there are some stereotypes that women are still fighting, STEM education is often perceived as a masculine pursuit. While narratives around femininity also shape women’s motivation to be involved.

Cultural Expectations From Women

Social norms like expectations for timely marriage and household duties often discourage women from pursuing STEM careers. Safety concerns also pose significant hurdles, as coaching centers and educational institutions are sometimes far from home, limiting women’s access to training and worsening gender disparities in STEM.

Hiring Process

Many women face gender disparity in recruitment processes despite having the right skills and experience. This results in women being overlooked for higher positions and leadership roles. 

Workplace Culture

Workplace culture plays a crucial role in encouraging women towards STEM careers. However, unfortunately, some workplaces are not very supportive of women including practices and attitudes that can deter female employees.

Unequal Access to Funding

This is one of the common challenges faced by women in STEM. Women researchers often encounter barriers in securing grants and funding in contrast to their male counterparts. This not only decelerates their contribution but limits their participation in significant projects. 

Economic and Innovation Implications

The underestimation of women in STEM fields not only affects individual careers but also wide-reaching economic and innovation consequences as well. Addressing this disparity is essential for utilizing the full potential of the global workforce driving growth in the key areas.

When women are not included in such critical areas, it hinders economic growth and innovation.

By filling the gender gap in STEM, we could potentially add $12 trillion to the global economy, representing a significant economic boost from fully utilizing the diverse skills and perspectives women offer.

Diverse teams encourage people from varied backgrounds, unique viewpoints, and problem-solving approaches, directing them to creative solutions and breakthroughs.

Companies that foster gender-diverse leadership often outperform their peers due to enriched performance and strategic decision-making.

Measuring Progress: Metrics and Benchmarks

To understand the progress in increasing gender diversity in STEM fields, it's important to focus on Key Performance Areas (KPIs) and examine the real-world examples. The following are some of them:

Number of Women in STEM Degrees: This KPI helps determine whether women are entering the STEM pipeline and pursuing necessary qualifications.

Workforce Participation Rates: This indicator reveals the extent to which women are integrating into and remaining in STEM careers.

Leadership Positions: This KPI highlights how well women are progressing within their careers and influencing organizational culture.

Retention Rates: Examining how long women remain in STEM careers compared to their male counterparts, helps evaluate the effectiveness of supportive practices and identifies areas where women may face additional challenges.

Following are some of the popular case studies that illustrate the effective initiatives and their impact.

1. The National Science Foundation (NSF) - USA

The NSF's ADVANCE program concentrates on expanding the representation and advancement of women in academic STEM careers. It has led to a notable increase in the number of women tenured in faculty positions. The metrics include female faculty hiring rates, retention, and career progression in STEM fields.

2. Women in Technology (WiT) - Europe

WiT supports women in technology roles via mentorship, networking, and professional development opportunities. Its impact led to an increased participation of women in tech roles and leadership positions across Europe. Metrics such as the number of women in tech leadership roles and overall workforce representation are monitored.

3. TCS' Ignition Program

Tata Consultancy Services (TCS) introduces the ignition program which comprises training, mentoring, and career development, to encourage gender diversity in technology roles. The program has significantly increased the number of women in technical and leadership roles within TCS. The key metrics include the percentage of women in technical and leadership roles and retention rates within the company.

4. The Women in STEM Network by Infosys

The company initiated a program “Women in STEM Network” to support women through mentorship, training, and career advancement opportunities. Metrics such as the number of women participating in the network, their career advancement, and leadership positions within Infosys are monitored.

Strategies for Increasing Women's Participation

To increase women’s participation in STEM, a comprehensive approach that includes educational initiatives, corporate policies, government interventions, and support from professional organizations is essential.

  1. Introducing K-12 STEM programs and improving higher education with scholarships and mentorship promotes early interest and ongoing support for women.
  1. Enforcing inclusive recruitment and effective retention and advancement strategies ensures that women are supported throughout their careers.
  1. Enacting supportive policies such as parental leave and affordable childcare addresses systemic barriers and creates a more enabling environment for women in STEM.
  1. Utilizing networks and mentorship programs provides essential guidance and career development opportunities to women in STEM fields.

Looking ahead, the advent of technologies like Artificial Intelligence and Quantum Computing presents both opportunities and challenges for gender equality in STEM.

While some predictions suggest we might reach gender parity in STEM by 2070, others are more cautious. How quickly we achieve this will depend on the steps we take now.

 

 

 

 

 


That the contents of third-party articles/blogs published here on the website, and the interpretation of all information in the article/blogs such as data, maps, numbers, opinions etc. displayed in the article/blogs and views or the opinions expressed within the content are solely of the author's; and do not reflect the opinions and beliefs of NASSCOM or its affiliates in any manner. NASSCOM does not take any liability w.r.t. content in any manner and will not be liable in any manner whatsoever for any kind of liability arising out of any act, error or omission. The contents of third-party article/blogs published, are provided solely as convenience; and the presence of these articles/blogs should not, under any circumstances, be considered as an endorsement of the contents by NASSCOM in any manner; and if you chose to access these articles/blogs , you do so at your own risk.


Founded in 2007, NLB Services is one of the fastest-growing global technology and digital talent solutions providers. Our comprehensive range of technology and digital talent solutions are backed by our deep understanding of our client needs and rich industry experience. Headquartered in Alpharetta, Georgia (USA), our vast global presence and unyielding customer centricity have enabled us to forge strategic partnerships with leading Fortune 500 companies, worldwide. We are a strong team of over 8000 professionals with unparalleled domain depth and exceptional digital expertise. To know more, please visit our website https://www.nlbservices.com/

© Copyright nasscom. All Rights Reserved.