Ways to Support Women in Stem

If you REALLY want to support women in the workplace, you need to start: → Offering flexible work arrangements, especially to support mothers. → Encouraging women to go for internal promotions → Paying women fairly and transparently → Creating environments where women’s voices are heard → Calling out microaggressions and biases when you see them → Offering leadership training and mentorship for women → Rethinking how performance and ambition are measured (not just who shouts the loudest) → Making networking and career progression opportunities accessible to all → Championing women even when they’re not in the room → Reviewing your hiring and promotion processes to eliminate bias → Creating policies that support women through all life stages (not just maternity leave) → Holding senior leaders accountable for diversity and inclusion goals → Ensuring workplace policies support women’s health, including menopause and period policies International Women’s Day should be about real, tangible action. Too often, we see businesses celebrating IWD while their leadership teams are still male-dominated, pay gaps persist and workplace policies don’t support women’s real needs. So, if you’re a business leader, hiring manager, or even a colleague... Ask yourself: What are you actually doing to make the workplace more equitable for women? 🤔

I've often been the only stiletto in a room full of flats. Literally. And metaphorically. Cutting my teeth in engineering, mining and energy was both isolating and polarising. With 11 February marking the United Nations International Day of Women and Girls in Science, it really is time to break the mould. Despite progress, barriers persist, hindering women's full participation in STEM. Here's my recommendations to flip the script and ignite REAL change: 1️⃣ Reverse Mentoring: Pair seasoned pros with emerging talents for a fresh perspective exchange. Watch innovation soar as insights flow both ways. 2️⃣ Hackathons for Change: Empower women to lead hackathons tackling real-world challenges. Repeat after me: diverse viewpoints drive better solutions. 3️⃣ Storytelling Showcases: Spotlight female trailblazers in STEM through vibrant storytelling events. No boring write ups please. From podcast series to TED-style talks, we can creatively amplify voices and inspire the next generation. 4️⃣ Intersectional Insights: Embrace intersectionality in STEM initiatives. Let's celebrate diverse identities, experiences, and talents, fostering a richer, more inclusive STEM community. 5️⃣ Pay Parity Parties: Host pay equity celebrations! Shine a spotlight on those championing equal pay, inspiring others to do their part in closing the gender pay gap. 💡 It's time to disrupt the status quo and pave new paths for women and girls in STEM. What's your ideas to spark innovation, foster inclusivity, and propel progress to increase #womeninstem? #BreakTheMould #InnovationInspiration #linkedinnewsaustralia #changemangement

It's not the pipeline, It's the System. June 23rd is celebrated as 'International Women in Engineering Day" #INWED Sadly the harsh reality, engineering colleges in India produce the highest number of women in STEM graduates/engineers and many of them actually do make it to the workforce. The real challenge is their retention and progression. With 2+ decades in tech and now consulting for tech companies on their Gender Equity Strategy, I’ve seen this challenge firsthand. The issue isn’t talent availability, it’s systemic. In most households, a woman’s career is still seen as optional. That mindset and bias bleeds into workplaces, shaping how women are hired, retained, and promoted. So what can organisations do, 1. Relook at org culture and design. Are your systems, policies, and leadership norms built equitably to support who stays, rises and how. 2. Representation matters, especially in especially in mid and senior levels, invest in retention and have hiring goals across grades. 3. Move from gendered to gender neutral policies. Eg. Maternity to Parental Leave Policy that supports all care-givers. Reframe workplace policies from “women-centric benefits” to equitable caregiving support that normalise shared responsibility and reduce bias. 4. Women in Tech Returnee programs - I've seen immense success in these programs, that offer companies experienced tech talent with a little investment. #Vapasi from Thoughtworks, #Spring from Publicis Sapient are two examples 5. Conduct Stay Interviews, Not Exit Interviews. Understand why women leave and what it takes for them to stay and grow and act on the inputs. 3. A Clear Career Progression Path with mentorship and sponsorship - Bias in growth opportunity for #WIT is real, if there is no intentional support to overcome these bias, talent walks away. 4. I Need to See More Like Me! There is a lack of role models. Accelerated Women in tech leadership programs, fast-tracking the leadership journey of high potential women are some ways to address this. 5. Collective Ownership. Gender Diversity in tech is not a HR, leadership or DEI responsibility. Make it the very fabric of the org. to drive shared accountability. 6. Data is not just diagnostic, it's directional. It guides us on investments to be made, unseen bias and where and what needs to change, it's your mirror don't ignore it. #Inclusion is a organisational capability and leaders are it's torch bearers. Their actions, direction and decisions every single day, signal what truly matters. The Women in tech, talent pool exists. The question is, are you ready to retain, grow, and lead with them? #WomenInTech #WIT #GenderEquity #DiversityInTech Diversity Simplified Image description: A newspaper article titled “It’s Not the Pipeline, It’s the System” from Times of India, Bangalore edition which highlights the gender gap in engineering.

Be a STEMinist: Advocate for Women in STEM Careers and Leadership I identify as a STEMinist: ↳This means that I advocate for women and girls to have access to education, mentorship, and leadership in the fields of science, technology, engineering, math and medicine. Why do I speak loudly today? The World Economic Forum shares devastating statistics: - Women represent 49.3% of employment in non-STEM fields but only 29.2% of the STEM workforce. - Early career attrition is significant, with many women leaving STEM roles within one year of graduating. - The leadership gap in STEM is bleak: women make up 29.4% of entry-level roles but just 12.4% of C-Suite executives. As a female brain doctor and advocate for women in STEM and leadership, I’m passionate about breaking barriers and building pathways for the next generation of #WomenInSTEM  Here are key insights and actionable steps to empower women in STEM: 1. Start Early: ↳Gender stereotypes in STEM begin young. By age six, many girls associate intelligence with boys. ↳Early education must challenge these biases with messages like "STEM is for everyone." ↳Representation in media, like strong girl STEM characters, can inspire lifelong curiosity. 2. Inspiration & Mentorship Matter: ↳Companies and institutions should create mentorship programs connecting young women with STEM professionals. ↳Role models who’ve overcome challenges can ignite passion and confidence in pursuing STEM careers. 3. Hands-On Experience is Key: ↳Practical opportunities—internships, workshops, and site visits—help solidify STEM interests. ↳Collaboration between businesses and schools to align curricula with industry trends ensures graduates are career-ready. 4. Inclusive Cultures Retain Talent: ↳ Retention is as necessary as recruitment. Inclusive workplaces, free from bias and visible diversity in leadership, foster an environment where women thrive. 5. Digital Accessibility: ↳In emerging economies, unequal access to digital tools and training holds girls back. Bridging this gap is essential for a truly diverse global STEM workforce. 6. Leverage Online Learning: ↳Flexible, credentialed programs allow women to balance education with caregiving and other responsibilities. ↳Women are enrolling in online STEM courses at higher rates and developing skills faster than ever. 7. Embrace Remote Work: ↳Hybrid models and skills-based hiring create new opportunities for women to excel in STEM careers and leadership. Closing gender gaps in STEM is not just about equity and equality; it’s about building a better future for innovation, engagement, and workplace cultures. How are you advocating for gender equity in STEM? Share your thoughts below! 👇 #WomenInSTEM #Leadership #DiversityInTech #WomenLeaders #STEMinist

Apparently the solution to helping women advance is more confidence training. After two decades in engineering, I have… other suggestions. What actually helps women advance at work? After 20 years working in engineering and energy, here’s my honest answer: ❌ Don’t: Tell women to “be more confident.” ✅ Do: Stop interrupting them in meetings. ❌ Don’t: Send women on another confidence workshop. ✅ Do: Give them the stretch projects that lead to promotion. ❌ Don’t: Ask them to organise the team social / take the notes / plan the away day. ✅ Do: Recognise and reward technical and commercial impact. ❌ Don’t: Say “we support women here.” ✅ Do: Sponsor them when promotion decisions are made. ❌ Don’t: Assume women leave because of family responsibilities. ✅ Do: Ask whether your workplace culture is pushing them out. Women in STEM don’t leave because they lack ambition. They leave because they feel undervalued at work. Fix that and you won’t just advance women. You’ll build better leaders, stronger teams, and better results. #IWD26 #LinkedInNewsUK

The term "𝐦𝐢𝐜𝐫𝐨-𝐟𝐞𝐦𝐢𝐧𝐢𝐬𝐦" has been gaining traction lately on social platforms like TikTok... and for good reason. It highlights the small yet meaningful ways women support each other in professional spaces—acts that might seem minor in the moment but collectively create a more inclusive and empowering work environment. And, depending on the situation, can make all the difference. We’ve all heard (or experienced) stories of women being spoken over in meetings, having their ideas overlooked until a male colleague repeats them or outright steals them and takes credit, or being judged more critically than their peers. But just as these biases can be subtle, so can the ways we counter them. Examples of Micro-Feminism in Action: - Amplifying a woman’s idea in a meeting by saying, “As [Name] just mentioned, I think her point about [topic] is really important.” - Ensuring a woman colleague gets credit in group collaborations. - Sitting in on interviews with women candidates to ensure fair evaluation. - Encouraging women to advocate for themselves in salary negotiations and promotions. - Calling out gendered language or biases when they arise. - Being a sounding board and mentor for women navigating their careers. For many of us, our careers were shaped by those who took a moment to uplift us—whether it was a manager who gave us an opportunity, a mentor who shared guidance, or a peer who made sure our voices were heard. The power of micro-feminism is in these small, everyday actions that collectively drive change. What small ways do you support women in the workplace? #microfeminism #WomenInLeadership #allyship

Closing the Dream Gap: Empowering the Next Generation of Leaders A powerful video recently went viral, shining a spotlight on the damaging phenomenon known as the "dream gap." Created by #Barbie/Youtube in partnership with @FemaleQuotient, the video "Close the Dream Gap" features young girls candidly expressing the frustrations and doubts they face in pursuing their ambitions. As a father of two daughters, I understand firsthand the importance of closing the dream gap. I raised my daughters as I would have raised sons, instilling in them the belief that there are no limits to their potential. Today, they are accomplished and continue to make me proud with their resilience and ambition. This experience reinforces the belief that with encouragement and support, we can help bridge this gap for all girls. The Business Case for Closing the Dream Gap Organizations that fail to close the dream gap do so at their own peril. Numerous studies have shown the tangible benefits of gender diversity in leadership: 1)Teams with equal gender representation outperform male-dominated groups by 25-50%. 2)Companies with women in the C-suite are 15% more profitable than those without. 3)Diverse boards make better decisions 87% of the time. Practical Strategies for Closing the Dream Gap So how can organizations take action to close the dream gap and develop the diverse talent pipeline of the future? Here are some key strategies: 1)Lead by Example: Ensure that women are visibly represented in leadership roles, serving as powerful role models for young girls. 2)Foster a Culture of Encouragement: Implement mentorship programs, provide targeted skills training, and create safe spaces for women to take risks and pursue their ambitions. 3)Check Unconscious Biases: Audit hiring, promotion, and development practices to identify and address underlying biases that may be holding women back. 4)Engage Allies at All Levels: Educate and empower men to be active champions for gender equity, from the C-suite to the entry-level. 5)Start Early: Partner with schools and community organizations to inspire young girls, providing hands-on learning opportunities in STEM, entrepreneurship, and other male-dominated fields. 6)Measure and Iterate: Set clear goals, track progress, and continuously refine strategies to ensure sustainable, long-term change. The "dream gap" is not just a challenge for young girls - it's a critical issue that demands the attention of every business leader. By confronting this gap head-on and empowering the next generation of female talent, we can unlock immense value for our organizations and society as a whole. As the Barbie video so states, "We need all of you to help. We need to close the dream gap. It's up to all of us." The time to act is now. Let's work together to ensure that every girl, just like my own daughters, grows up believing that the sky is the limit. "When we empower women, we empower humanity." - Angelina Jolie #sanjayinspiresindia

The strongest predictor of whether a girl stays in STEM isn't her grades, her test scores, or even her interest level. It's whether she can look around the room and see someone who looks like her succeeding in it. That's one of the central findings from a recent deep dive in Psychology Today into the psychology behind why capable young women and girls leave science, technology, engineering, and math long before any real test of talent takes place. And it reframes the whole conversation. 🔬 Researchers call it "social identity threat," the concern that your group is devalued in a particular space. When women were placed in a STEM environment with a skewed men-to-women ratio, they showed measurably higher cognitive and physiological stress and reported a weaker sense of belonging. The men in the same study were completely unaffected. This "belonging uncertainty" disproportionately affects people from historically excluded groups and has been shown to predict both disengagement and lower achievement. 🧪 The flip side is just as striking. Exposure to female experts in STEM strengthened women's sense of identity in these fields, raised their self-confidence, and increased their motivation. Researchers describe this effect as a stereotype "inoculation," building genuine resistance to the subtle messages that say you don't belong here. 💡 Even the décor in a room sends signals. Studies show that swapping stereotypical objects in a computer science classroom, like sci-fi posters, for neutral ones raised women's interest to match that of their male peers. The perception that STEM is solitary, competitive, and offers little chance to collaborate or help others is itself enough to push people away, especially those who value working with and for others. So what can actually change things? The research points to five clear actions: ✨ Make role models visible, online and in person. ✨ Speak up against bias and re-credit women's contributions when they get talked over. ✨ Frame challenges as chances to grow, not tests of fixed ability. ✨ Audit the spaces you control: who is on the walls, how the work is described. ✨ Build peer communities and mentorship networks where women and girls aren't developing their skills in isolation. When an environment signals that you belong here, capability has room to follow. Read the full article in Psychology Today to learn more about the psychology behind women and girls in STEM! 👉 https://lnkd.in/eu_3HiXn #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels 💜🩷💙💚 Role models are essential. For over a decade, STEM Gems has been putting girls in rooms with women who look like them and are thriving in STEM, because that visibility changes everything. If this resonates with you, consider supporting our work. Learn more about our decade of impact and donate to STEM Gems here: https://lnkd.in/ed-nJVsN

It’s no secret that men outnumber women in #STEM careers. Even though entry-level hiring numbers have been improving, women still hold only 34% of STEM (science, technology, engineering, and math) roles, with larger gaps for the highest-paid and fastest-growing jobs. Progress toward #parity is plateauing. And even when women are hired into STEM roles, many often leave the field early. Why can’t employers hold onto these sought-after hires? We know the first years of a woman’s STEM career are crucial to her long-term success – and the success of her employer. I’m thrilled to share that the Healthcare Businesswomen’s Association recently teamed up with the brilliant minds at AdaMarie and dove deep into this issue to identify the challenges and discuss solutions. The product of this collaboration is available for you to download today: “Bridge Skills: The Missing Piece in the STEM Pipeline.” https://lnkd.in/eMnxBxTb A testament to our commitment to change, this white paper was architected by AdaMarie’s Head of DEI, Sara Sanford, PMP, MPA and includes key insights from myself and the HBA’s Chief People and DEI Officer, Nikki Jones, SHRM-CP and AdaMarie CEO, Rebecca Tierney. The paper sheds light on the pivotal early years of women's STEM careers and reveals actionable insights and best practices that are crucial for closing the "Bridge Skills" gap—a gap that, if addressed, can significantly enhance the retention and success of women in STEM fields. This paper is more than just research; it's a roadmap for employers, educators, and professionals to foster a more inclusive and equitable STEM landscape. It's an invitation to explore the untapped potential of women in STEM and the benefits that gender equity brings to innovation and growth. Please download, read, and share the paper… Let it be a catalyst for discussion within your organizations, academic circles, and beyond. Your engagement and feedback are invaluable to us as we strive to make a meaningful impact for women in the business of healthcare. Together, we can bridge the gap and pave the way for a more equitable future…let’s turn these insights into action! #HBAImpact #HowWomenLead #Inclusion #GenderEquity #DiversityInSTEM #WomenInSTEM #BridgeSkills