How Can We Get Resolving the STEM Gender Gap?

How Can We Get Resolving the STEM Gender Gap? ...

Women have been recognized on the frontlines in recent years as a result of Katalin Karikos research, Ramida Juengpaisals digital tracker, and an Anika Chebrolus science project identified a lead molecule that can selectively bind to and inhibit the spike protein of SARS-CoV-2.

Every day, women make significant contributions to STEM, and many organizations acknowledge it. In fact, 85 percent of organizations believe that a diverse and inclusive organization is vital to promoting different perspectives and ideas, and instilling innovation. Despite these differences, women remain underrepresented, particularly in top executive roles, and often they fall short.

How can we go about resolving the gender divide? First, we must take action to strengthen existing female employees and increase confidence in the STEM workplaces. While half of the total life sciences workforce is female, a third (49%) of women leave the sector at every step of the career ladder. This disconnect is caused by rigid working hours, reduced pay increases, and difficulties in taking career breaks. There are also opportunities to increase individual re-onboarding with flexible working hours, and training to improve confidence in today''s fast-moving

Many organizations believe they are promoting diversity, yet their female employees are disagreeing. According to the Massbio Technology Council, 40 percent of individuals consider themselves fully inclusive, while only 9 percent of women working in life sciences are concerned about their services being diverse.

Organizations must reconsider their diversity strategies as we return to work, including the office, the laboratory, or the hybrid working environment. Organizations should examine their policies and examine how they are supporting women returning to work. In order to avoid women being restricted to higher-level positions, organizations should be offering both maternity and paternity leave. A clear promotional structure is also essential to ensuring women progress.

Moreover, there is still a lot of work to be done in terms of attracting new employees to STEM. In an early age, girls are subjected to bias in the education system, according to an Accenture study. Only about 21% of engineering majors and 19% of computer and information science majors are women.

The gender gap between women and women is growing. Only ten percent of board members and 20 percent of leadership teams are affected by this gap. Although 46 percent of women said they would reject an employer if they had a full-male board, all-male management or because they were only interviewed by men.

To keep this cycle going, we must engage in a variety of ways to improve attitudes toward women in STEM at all levels. Educators should be actively working with pharma companies, tech companies, and governments, to inspire young girls and showcase the STEM career possibilities they have. Women must be better supported once on the career ladder, in an environment where gender bias is eliminated, and where their skills and contributions are recognized. Organizations should strive to improve positive feedback on performance, honoring successes and providing mentorship.

Organizations can introduce women to new careers in STEM that they might not otherwise have considered. For example, the Pistoia Alliance has recently launched a Women in STEM program, which will enlist women from different areas of STEM, putting women in the majority and increasing women''s voices.

Through these initiatives, as well as collaboration with governments, regulators, charities, and academia, we can begin to combat system-wide gender imbalances that exist in STEM, paving the way for a new generation of STEM female leaders.

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