K
Kathleen Martin
Guest
Of the 40 percent of women graduates in STEM, a mere 14 percent actually end up pursuing a career in the field. Despite this statistic, India is writing for herself an extensive list of women who have made a notable impact on the industry and the economy.
According to NASSCOM, the Indian workforce has seen a 10 percent rise in the number of women in technology over the last decade. Overall, women constitute around 35 percent of the workforce currently. One could say that women STEM professionals in the country are crossing the hurdles and are fighting the good fight. But the more important question is – what is causing a leaky funnel when it comes to women graduates choosing STEM careers. What are the major roadblocks? What steps do we need to take to make the funnel watertight?
Two segments of women are seen to be facing drawbacks in pursuing their dreams. The first segment consists of those who get deprived of primary education which is well known, but quite surprisingly, the other segment consists of highly qualified women professionals.
Bringing about a mindset change
While a few women have broken stereotypes to emerge as impactful leaders, technology continues to be a male-dominated space. There are multiple factors that lead to the low conversion of women STEM graduates rising to senior leadership roles.
Diversity, inclusion, and belonging at corporations are taking on a new meaning today. Companies across the globe are waking up to the significance of diversity in bringing better business results, as well as creating an inspiring workplace for more women to join STEM professions. Continuing with this approach, a mindset change is on the cards. First and foremost is educating hiring managers to conduct interviews using structured processes and tools to rule out bias. The same goes for identifying women with talent, encouraging them to take bigger positions and risks. Championing and rewarding those who champion the advancement of women is another strategy to boost gender diversity. Senior management has to become aggressive in personally championing diversity as a key business and cultural priority.
Being primary caregivers, women handle multiple obligations at home as well. This work-life integration requires a balance to curb women from dropping out. Offering policies beyond the de-reguier flexible working hours can prove crucial in retaining women technologists in mid-career and senior level positions.
Tailored mentoring and counselling programs
Mentoring and counselling programs can go a long way in reversing the drain. Many women, though qualified for STEM careers, drop out owing to family duties and commitments. Interventions at critical junctures to encourage women to stay on- like post a marriage/ maternity break are crucial. This dilemma of having to ‘choose’ between two states of womanhood and professional, causes a confidence gap in women technologists, or at the least, slows them down. Women tend to become less confident than their male peers. This humility may lead them to take gaps in career or growth. This is where mentoring - and even sponsorship can come in. Women role models as mentors can also create the necessary bridge for many women technologists to embrace their potential.
Women-led conferences, that are gaining popularity, serve as an avenue for aspiring female techies to learn from leaders in their fields of interest.
Continue reading: http://bweducation.businessworld.in/article/3-Steps-To-STEM-The-Gender-Gap-/22-09-2021-405537/
According to NASSCOM, the Indian workforce has seen a 10 percent rise in the number of women in technology over the last decade. Overall, women constitute around 35 percent of the workforce currently. One could say that women STEM professionals in the country are crossing the hurdles and are fighting the good fight. But the more important question is – what is causing a leaky funnel when it comes to women graduates choosing STEM careers. What are the major roadblocks? What steps do we need to take to make the funnel watertight?
Two segments of women are seen to be facing drawbacks in pursuing their dreams. The first segment consists of those who get deprived of primary education which is well known, but quite surprisingly, the other segment consists of highly qualified women professionals.
Bringing about a mindset change
While a few women have broken stereotypes to emerge as impactful leaders, technology continues to be a male-dominated space. There are multiple factors that lead to the low conversion of women STEM graduates rising to senior leadership roles.
Diversity, inclusion, and belonging at corporations are taking on a new meaning today. Companies across the globe are waking up to the significance of diversity in bringing better business results, as well as creating an inspiring workplace for more women to join STEM professions. Continuing with this approach, a mindset change is on the cards. First and foremost is educating hiring managers to conduct interviews using structured processes and tools to rule out bias. The same goes for identifying women with talent, encouraging them to take bigger positions and risks. Championing and rewarding those who champion the advancement of women is another strategy to boost gender diversity. Senior management has to become aggressive in personally championing diversity as a key business and cultural priority.
Being primary caregivers, women handle multiple obligations at home as well. This work-life integration requires a balance to curb women from dropping out. Offering policies beyond the de-reguier flexible working hours can prove crucial in retaining women technologists in mid-career and senior level positions.
Tailored mentoring and counselling programs
Mentoring and counselling programs can go a long way in reversing the drain. Many women, though qualified for STEM careers, drop out owing to family duties and commitments. Interventions at critical junctures to encourage women to stay on- like post a marriage/ maternity break are crucial. This dilemma of having to ‘choose’ between two states of womanhood and professional, causes a confidence gap in women technologists, or at the least, slows them down. Women tend to become less confident than their male peers. This humility may lead them to take gaps in career or growth. This is where mentoring - and even sponsorship can come in. Women role models as mentors can also create the necessary bridge for many women technologists to embrace their potential.
Women-led conferences, that are gaining popularity, serve as an avenue for aspiring female techies to learn from leaders in their fields of interest.
Continue reading: http://bweducation.businessworld.in/article/3-Steps-To-STEM-The-Gender-Gap-/22-09-2021-405537/
