Women
in Stem

Closing the talent gap

The STEM fields are projected to be short 230,000 employees as early as 2018. But, by simply reducing female attrition in the U.S. by 25 percent, that shortage could be decreased to just 10,000 employees.

To begin closing the talent gap, we must create an inclusive environment that facilitates greater engagement and retention of females in STEM. We must make it a priority to eliminate bias and barriers, to deliver top-down support and institutional accountability.

How to attract
women in Stem

Even with work-life balance being a top priority, women in STEM are primarily attracted to employers that will develop them and their careers, as indicated by the pink shading of attraction factors.

Women in STEM rate top 8 attraction factors by level of position

  • Factors that are career development-based
  • Factors that are Value-based

STEM Women Global Average

1 Salary/benefits

0%

2 Career Advancement

0%

3 Work/life balance

0%

4 Training/dev. programs

0%

5 Knowledgeable colleagues

0%

6 Flexible work arrangements

0%

7 Innovative projects

0%

8 Exposure to latest technology

0%

Specialist

1 Salary/benefits

0%

2 Work/life balance

0%

3 Career advancement

0%

4 Training/dev. programs

0%

5 Flexible work arrangements

0%

6 Knowledgeable colleagues

0%

7 Innovative projects

0%

8 Exposure to latest technology

0%

Mid-Manager

1 Salary/benefits

0%

2 Work/life balance

0%

3 Career advancement

0%

4 Training/dev. programs

0%

5 Innovative projectss

0%

6 Knowledgeable colleagues

0%

7 Flexible work arrangements

0%

8 Corporate values

0%

Executive

1 Salary/benefits

0%

2 Career Advancement

0%

3 Work/life balance

0%

4 Innovative projects

0%

5 Training/dev. programs

0%

6 Knowledgeable colleagues

0%

7 Corporate values

0%

8 Leadership development

0%

What STEM women value

STEM women value the benefits shown below that help support a positive work-life balance, and for many of the benefits, they typically value them far more than men in the same career stage do. STEM women value different types of support at different life and career stages.

Women value meaningfully more than men

Entry Level

0%

Paid time off

0%

Childcare support

Mid-Manager

0%

Flexible work arrangements

0%

Paid time off

Specialist

0%

Flexible work arrangements

0%

Paid time off

Executive

0%

Limits on hours

0%

Cafeteria-style amenities

What STEM women think
about free agency

While still a distinct minority, a meaningfully higher percentage of women in STEM than men in STEM, in traditional employment, say they are highly likely to work as a free agent or freelancer in the future.

% "very likely to consider" working as a "free agent" or "freelancer" in the future

Women

0

Men

0