67 years : this is the time needed for Europe to achieve gender equality according to the “ Global Gender Gap report 2023 ” ( World Economic Forum ).
Significant are the data collected in 2023 by the European Institute of gender Equality (EIGE) relating to the number of women and men present in key decision-making processes in various fields (politics, public administration, judiciary, business and finance, associations and NGOs, environment, media, science and research, sport and transport): in the EU the percentage of men in key decision-making positions is 66.2%, while the percentage of women is half that: 33.8%.
And this is even more true for STEM disciplines and the digital and technological sector , both in the educational and professional fields . According to the European Commission's “ 2023 Report on the State of the Digital Decade ”, addressing gender inequality in the ICT sector is key to overcoming skills shortages and promoting an inclusive digital Europe. The significant and continuing under-representation of women in this sector has an impact on the design and implementation of ICT technologies . All this information becomes even more relevant when you consider that the implementation of the European Digital Agenda could unlock an economic value of over 2.8 trillion euros , equal to 21% of the current EU economy . Women cannot be left behind in this race towards development and innovation.
Yet the current situation is far from promising both in Europe and in the rest of the world. LinkedIn 's global statistics covering 163 countries indicate a continued imbalance in the representation of women in the workforce and in leadership roles across various industries, particularly those related to STEM. These professions, generally well paid and expected to increase in importance, show a significant underrepresentation of women. It is no coincidence that while women make up almost half of the workforce in other sectors (49.3%), in STEM professions they represent only 29.2%. Furthermore, once women have entered the workforce, they are generally more likely to remain in the sector only in the first few years with a representation of 29.4%, but this figure drops to 17.8% for V-level roles and 12.4% for C-suite positions .
In summary, the gender gap in STEM becomes more evident, both at an educational and professional level, in those topics considered more vertical , such as in the ICT, engineering, manufacturing, construction, AI and Big data sectors. This evidence, as well as the decline in employment in STEM disciplines one year after graduation and the gradually disproportionate presence of women in top positions in companies, suggest that girls and women are not in the contextual conditions to give their best of themselves in predominantly male educational and professional environments . This also suggests the presence, in STEM sectors, of prejudices and stereotypes rooted in culture and mentality, which are difficult to change with a view to growth.
According to the Massachusetts Institute of Technology , factors contributing to the gender gap in STEM are:
- Stereotypes : STEM fields are often perceived as male-dominated, fostering stereotypes that discourage girls and women from pursuing education and careers in these fields;
- lack of role models : with fewer women in STEM leadership roles, it becomes difficult for aspiring female scientists to find mentors and role models;
- Unconscious bias : Unconscious bias can influence hiring, promotion, and research funding decisions, often to the detriment of women, supporting their underrepresentation in STEM;
- Work-life balance challenges : The demanding nature of STEM careers may lead some women to reduce their hours or abandon the field altogether to manage family obligations, negatively impacting their career growth.
For the Massachusetts Institute of Technology , there are several strategies that can be implemented to close the gender gap in STEM. These include:
- Encourage girls into STEM education : It is essential to introduce girls to STEM subjects early to help dispel stereotypes and provide them with role models.
- Creating inclusive workplaces : Companies and institutions can work to identify and address unconscious bias and foster a culture of inclusion, through diversity and inclusion policies, mentorship programs and by providing flexible working arrangements.
- Promote female role models : Having visible female role models in STEM is critical to inspiring and encouraging girls and women to pursue these careers. Organizations should prioritize diversity in their hiring and promotion practices to increase representation at all levels of leadership.
- Offer professional development opportunities : Initiatives that include training, mentorship and networking events can help women develop the skills and confidence needed to succeed in STEM fields.
- Addressing structural barriers : Breaking down structural barriers, such as the pay gap and lack of family-friendly policies, is critical to closing the STEM gap. Companies and institutions must work to create policies that address these issues and promote gender equity.
- Encourage women to stay in STEM careers : It is important to create a supportive environment that encourages women to stay by offering mentorship programs, providing career advancement opportunities, and creating flexible work arrangements.
