Judy Keir, Chief People Officer at SMS plc, discusses gender diversity in the STEM industry and what can be done to encourage more women to study STEM subjects.
In 1977, International Women’s Day first came to mainstream attention following its adoption by the United Nations. However, its origins can be traced back to the US as early as the early 1900s.
Since then, 8 March has become the day that celebrates the achievements of women across the globe. A lot has been achieved over the past fifty years, but we still have a long way to go if we are to truly eliminate the bias and discrimination surrounding gender that still exists in society.
Public and private organisations of all sizes and across all sectors have an important role to play in taking action to drive gender parity. It seems that positive action is taken every year on International Women’s Day from organisations to show how they are, or can, put their best foot forward. For example, taking the time to champion female co-workers on their business wins or launching new initiatives to support women through various life stages.
However, this can often be a little performative and a tick-box exercise. We need a little less conversation and a little more action, please. There is always more work to instil empowerment in the workplace. It simply doesn’t happen overnight.
This is especially true in Science, Technology, Engineering and Mathematics (STEM). STEM remains a male-dominated industry – according to STEM Women, only 26% of women comprise the industry’s workforce.
However, there are fantastic examples of businesses bucking the trend and showing the STEM industry how to get it right. At SMS, we have over 457 women, 27 in senior roles – but we know much more must be done.
There are also many high-profile, iconic women in STEM, and over the past few years, we have seen growth in government campaigns in schools and colleges, encouraging girls to study STEM subjects beyond GCSE.
It’s vitally important to continue promoting the bountiful career opportunities for women in STEM, even in roles where there are typically fewer women, for example, dual fuel engineers.
SMS continues to focus on increasing these numbers by working with schools to raise awareness of engineering and technician careers at an earlier age. One of the best ways of doing this is by giving young females a role model to look up to.
One of our employees, Lisa Nicholas, who changed career at 37 to become a fully qualified Dual Fuel Engineer, is a perfect example of this.
Driving purpose through EDI initiatives
It’s not just externally where the action needs to happen. Giving recognition to those when it is deserved is always good business practice – regardless of their gender.
For the longevity of businesses in the STEM field, we must sit up and accommodate women. Even if businesses are still on their journey in terms of the Equality, Diversity, Inclusion (EDI) or purpose-driven initiatives needed to support women in the workplace, it’s never too late to start.
Every business must start somewhere; Rome wasn’t built in a day. From offering enhanced maternity or adoption pay to providing paid time off for fertility treatment or in the sad event of a miscarriage, there are simple ways to offer support initiatives for women at work.
SMS offers the above to female employees throughout the different stages of their lives and has a menopause support group and emergency packs available for those difficult times. Other EDI initiatives businesses can consider include annual Equal Pay Audits to ensure pay equity and fairness.
Internal EDI forms and campaigns to support the completion of these can also be highly effective initiatives to help collect vital anonymous data about workforce diversity. These enable businesses to focus positive actions in the right areas and identify and remove any barriers that might exist in businesses regarding diversity and inclusion. This initiative was highly successful at SMS, as through campaigning, we’ve doubled our EDI survey completion rates.
Industry progress is still needed to advance women in STEM
While progress is great, it must be understood within the current context of huge gender disparity in the STEM industry. We are not immune to this, which is reported publicly as part of SMS’ Gender Pay Gap obligations. However, there is much work to be done in the industry.
Along with the gender pay gap, there is much to be said for encouraging young women to enter STEM industries from a much younger age. A crucial part of any EDI initiative is to emphasise supporting the wider levelling up agenda and the communities within which our employees live.
For example, partnering with local schools to ensure young girls have exposure to the STEM industry and understand the career opportunities that are available to them. This type of community outreach isn’t hard or costly. Still, it is imperative to address the gender discrepancy in the STEM industry, and it is a simple way that businesses can make a difference.
This type of activity is achievable by any business in the STEM field, and business leaders looking to make a difference can easily set up similar initiatives. Additionally, championing female team members who take on new career paths is vital.
The industry has a way to go regarding EDI initiatives to encourage and welcome women, but that won’t stop us from celebrating all of the incredible work women in STEM have already achieved.
More than ever, it’s important that we shout about it from the rooftops. It’s also important to note that EDI initiatives certainly don’t stop with women – but it’s a strong place to start for those businesses looking to begin or continue their journey to becoming a fairer workplace.
