How to Support Gender Equality in STEM & Tech Jobs

The gender gap in STEM, tech, and other male-dominated industries remains a persistent issue, despite considerable strides made by women in the workforce over the past decades. According to the World Economic Forum, it could take up to 135 years, or five generations, to achieve true gender parity—a timeline that demands urgent action.

According to research from MIT Professional Education, women account for just 24% of the STEM workforce in the United States, with even lower numbers in the European Union (17%) and Japan (16%).

Data from the tech industry in the UK shows 23% of the people working in STEM are female, with only 5% of leadership roles in tech held by women, according to PWC research.

To change these statistics, organizations must go beyond traditional recruitment methods and actively confront the structural barriers and unconscious biases that prevent women from thriving in tech roles.

Why Is the Gender Gap Still So Substantial Today?

Despite progress, workplace gender bias and stereotypes continue to limit women's participation in tech and other male-dominated industries. Here are a few reasons why the gender gap remains wide:

• Unconscious Bias: Even with increased awareness, unconscious bias is still prevalent in hiring, promotions, and daily workplace interactions.
• Lack of Inclusivity: Inflexible work policies, gender-based discrimination, and insufficient family-friendly programs disproportionately affect women.
• Scarcity of Role Models: The shortage of female mentors and role models makes it challenging for women to envision success in tech and related fields.
• Traditional Stereotypes: Societal norms still dictate that women excel in certain professions while discouraging their participation in STEM, tech, and finance.
• Poor Employee Retention: Beyond the ‘tech winter’ layoffs of 2022, when 69.2% of people laid off were female, retaining women in tech roles has been a problem for a long time, due to unhealthy workplace environments, poor work/life balance, and/or a lack of clear career advancement paths.

The Role of Reskilling and Career Mobility in Bridging the Gender Gap

To effectively address these barriers, companies need to implement strategies focused on reskilling and career mobility. Here’s how organizations can redefine the future for women in tech:

1. Promote Inclusive Hiring Practices

To build a diverse workforce, adopt inclusive hiring practices:

• Blind Resume Screening: Eliminate personal identifiers to reduce bias in the initial review process.
• Diversified Interview Panels: Include diverse perspectives in the interview process to counteract bias.
• Consistent Interview Structures: Standardize interview questions to ensure all candidates are evaluated equally.
• Targeted Outreach: Attend diverse job fairs and partner with organizations that promote diversity in tech.

2. Offer Tailored Reskilling Programs

Reskilling programs should align with the values, skills, and aspirations of female employees, providing them with a clear reason to pivot into tech roles. This includes:

• Technical Training: Provide access to coding bootcamps, online courses, and workshops for roles in software development, data science, cybersecurity, and more.
• Soft Skills Development: Develop leadership, project management, and communication skills to help women advance to leadership positions.
• Personalized Career Coaching: Offer career coaching to help women explore potential career paths, align their interests with tech roles, and set realistic goals.

3. Support Mentorship and Sponsorship Programs

Mentorship and sponsorship programs are crucial for helping women navigate their careers in tech:

• Mentorship Programs: Connect women with experienced professionals who can provide guidance and support.
• Sponsorship Initiatives: Engage senior leaders to actively advocate for women's career advancement.

4. Address Gender Pay Gaps

Organizations should regularly conduct pay equity audits and implement strategies to close gender pay gaps:

• Transparent Communication: Be open about salary expectations and promotion criteria to create a fair and inclusive environment.
• Equitable Pay Policies: Ensure pay parity by establishing and enforcing consistent policies.

5. Create an Inclusive Company Culture

Creating a welcoming environment for women in tech is essential:

• Ongoing Dialogue: Establish an ongoing conversation around gender inclusivity as a key to company success.
• Diversity Training: Implement annual diversity and equality training to educate employees and reduce biases.
• Support Networks: Foster a culture where women feel comfortable sharing their experiences and advocating for change.

6. Highlight Female Success Stories

Celebrating the achievements of women in tech helps to inspire and encourage others:

• Feature Female Voices: Promote the success stories of women within the organization to reinforce the importance of diversity.
• Career Activism: Actively work to showcase female perspectives in training and mobility programs.

Rina Joy Abu transitioned from medical coding to programming code

Rina began her career in healthcare, handling inpatient medical coding for six years, until the pandemic inspired her to pursue a new direction.

“Being a medical coder wasn’t fulfilling my need to bring positive change in the world. I felt through becoming a developer, I could create and build technology to make the world an easier place to live during hard times.”

A lifelong learner, Rina chose to enroll in an immersive bootcamp through General Assembly, which took about three months to complete. Since she began her tech career three years ago, she’s been promoted from Junior Web Engineer to Web Developer.

“The great thing about this field is there is always something to learn. I’m always looking for opportunities to grow as a developer. The bootcamp really gave me the right foundation I needed. It gave me the confidence to talk about my projects and explain my code during interviews.”

Conclusion: Building a Future of Gender Equality in Tech

While achieving gender parity in tech may seem daunting, it is also an opportunity. By investing in reskilling, career mobility, and inclusive practices, companies bridge the gender gap and cultivate a stronger, more innovative workforce.

Research shows that diverse and inclusive workforces perform better, are more innovative, and are better at problem-solving. Organizations that prioritize gender diversity gain a competitive advantage, especially in a rapidly evolving tech landscape.

As we work toward a more equitable future, we must recognize the value women bring to tech roles and empower them to succeed.

LHH is ready to help break barriers with you

Ready to build a more inclusive tech workforce? Let’s explore tailored reskilling and career mobility strategies to help your organization foster a culture of diversity and innovation.

Originally published in March 2024, revised September 2024.