Action needed to keep women in STEM careers
It’s up to companies to create supportive, bias-free workplaces that celebrate diversity, Cindy Fagen says.
More than 50 of Montreal’s most prominent STEM industry leaders, government officials, academics and HR specialists came together last month to discuss the issues affecting inclusivity and leadership opportunities for women in science, technology, engineering and mathematics.
McGill University, Ubisoft, Status of Women Canada, CAE and SAP were among the organizations represented at YES Montreal’s forum, as impassioned talk around breaking down barriers, addressing unconscious bias and creating cultures of inclusion owned the night.
But while conversation is one thing — and, don’t get me wrong, important — real change is another. Things are starting to look better, however progress remains slow.
As the fourth industrial revolution unfolds over the next few decades, we will get an increasingly clearer picture of female representation in STEM and whether the big push to get girls into the field will have the impact we’re hoping for. Women could either be left behind as the world embraces the likes of AI, automation and robotics, and technology becomes an even more esoteric and maledominated sector, or women could gain the role models sorely needed as diversity in the industry flourishes.
Right now, we don’t know which way it will go, but a lot is already being done to give women the best chance of future success. Young girls are being encouraged to explore careers in STEM, and women are being empowered to pursue their ambitions.
The question is, will it be enough to turn the tide?
Before we even get to the issue of women not pursuing STEM careers, we must contend with the fact that those who do are soon opting out at a depressing rate. Data has shown that more than 52 per cent of highly qualified females in STEM roles quit their jobs — either giving up on the sector entirely or moving to non-technical roles.
What is causing this leaky pipeline? Theories range from women getting fed up with the “glass ceiling ” and companies not having adequate support structures in place, to the heavy demands of a career in STEM simply being too much for them to juggle alongside family commitments.
Whatever the reasons, the female exodus from STEM tells me there is more that can be done to encourage and help women before we resort to forced gender equality through such methods as hiring quotas. For a start, we need corporate structures that support women starting families. We also need stronger role models and mentors, and better networks for women in STEM (SAP’s LEAP — Leadership Excellence Acceleration Program — is an example of this in action). This could help create workplaces in which women feel more confident in their abilities and opportunities to succeed.
Executives need to more carefully consider how they create equal opportunities, bias-free career plans and a culture where diversity is celebrated as a competitive advantage. They need to appreciate the effects of unconscious bias and fostering a work environment that is inclusive. They must understand what creates a culture of parity from the get-go to help women reach an equal footing, whether that’s through awareness of how they use language or how they promote diversity.
Rather than making any gender responsible for bringing about change, it’s simpler to think that when a company leads with diversity, the result is an environment that acknowledges, accommodates and embraces differences and life experiences. A workplace that reflects the diversity of the community will create an engaged workforce.
It’s everyone’s responsibility — regardless of gender — to show up, make themselves the best person for the job and put the systems in place for that to be recognized. Talk will only get us so far. It’s time to act.
Cindy Fagen is the chief operating officer of SAP Labs Canada. She lives in Montreal.