Rachel Youngman, an expert in equality and economic sustainability in business who has advised Government departments, NGOs and private sector bodies on D&I for sustainability, most recently in the science sector, outlines the importance of inclusion in STEM and the benefits of fostering an inclusive environment for innovation and economic growth.
It’s hard to find a woman who has not read Bonnie Garmus’ bestseller Lessons in Chemistry in the past year. Now, with a TV adaptation, the story of one woman’s struggle for equality and inclusion in STEM has become front-page news.
But as the author herself says, despite being set in the 1950s and 60s, not much seems to have changed.
Typical STEM characters are still portrayed as men in white lab coats, often labelled as boffins.
So where are the women?
The importance of inclusion in STEM
In my most recent role at the Institute of Physics, one of my roles was to explore new ways to open up physics to encourage more girls and other minority groups to study science.
I have seen first-hand how the STEM world can put off a new generation of potential scientists, but also how widening the pool of those studying STEM can reap benefits for business.
We must not limit STEM opportunities and put barriers that prevent girls from seeing how they can become part of changing their world.
The problems with a lack of diversity
And the problems go much further. Without a diverse workforce, our economy will falter, and without diversity of thought, society holds itself back from solutions for some of the most complex challenges we face – from combating climate change to pioneering future technology and lifesaving innovations.
The consequences of the lack of diversity are the same for many professions: if you don’t get that diversity, do you get as good an output? Does it go as far as increasing risk?
Research by McKinsey & Company has shown that high performance and innovation in teams are better when there is diversity of thought, experience, and backgrounds. Research in the financial sector, including by the 30% Club, has set out the economic value of diversity in the financial sector.
It is inconceivable that science, with its tremendous social and economic impact, can afford to ignore the value of diversity.
Solutions to creating change
There are different solutions needed to create system change to increase the inclusion of those studying STEM-related subjects.
For example, evidence from controlled trials has shown that a whole-school approach to creating equity and inclusion leads to the number of girls studying STEM subjects to treble over two years.
This is where school leaders, teachers, governors, parents, and young people work together to understand their own actions and the student experience, and use the evidence to address challenges, plan activity, and track impact.
By embracing girls into the STEM community in the school, the diversity of those progressing into STEM careers will broaden.
Inclusivity and diversity
Of course, diversity cannot exist without an inclusive study and working environment. So, the pressure remains on schools, colleges, universities, and STEM employers to create those inclusive environments. The rewards of doing so will support their own sustainability for future generations.
A recent Deloitte survey showed that 69% of millennials and Gen Z-ers would be much more likely to work for an employer for more than five years if it had a diverse workforce. In a survey by a recruitment company, 58% of job seekers said a diverse and inclusive workforce is essential when evaluating companies and job offers.
Without inclusivity, diversity is merely a box-ticking exercise, and that helps nobody. Women will not stay in positions where they are not valued or listened to, and other women will not want to join a body that does not embrace the contributions of women.
A body, be it commercial, charitable, public, or private, needs a D&I framework in place to set a clear direction, advise on practice, and enable every employee, no matter who they are or whatever their role and seniority, to feel valued and heard.
Leadership commitment
It is not enough to establish a D&I team. Leadership commitment is essential to showing women and other minorities that they are valued. A budget will need to be allocated, and time will need to be set aside for teams to explore ways to implement system changes that can develop an inclusive culture.
It is important that employees are given space to air concerns or raise issues and know their views are valued and heard. I would also encourage STEM leaders to listen to employees through focus groups. I have often found that the best solutions are those co-created with diverse voices.
One way in which leaders can show their commitment is by reporting on gender and ethnicity pay. Whilst not a statutory requirement for smaller organisations, it is another way to understand and be transparent about a problem and create the right solutions. Otherwise, the hard work to create a diverse workforce won’t take hold.
Fostering an environment of inclusivity in a diverse workforce is not ‘woke’, it is good business sense.
