
The technology sector, particularly in the U.S., remains a powerhouse of innovation and economic growth. Yet, when it comes to diversity in STEM (Science, Technology, Engineering, and Mathematics), progress is sluggish, and barriers for women, particularly women of color, remain high.
As we look toward building more inclusive environments, it’s critical to recognize that while the focus is often on recruitment, the real challenge lies in fostering cultures of inclusion that support retention and advancement; all of which will help further innovation.
A Persistent Problem: Retention and Advancement for Women of Color
The struggle for gender parity in STEM is well-documented, but the 2024 Women in the Workplace report from McKinsey & Company reveals an alarming trend: Black women experience the greatest drop in representation at the first promotion to manager. For every 100 men promoted, only 81 women overall and even fewer women of color get the same opportunity. This stark “broken rung” on the corporate ladder is a significant barrier that limits women from reaching senior positions in STEM fields.
Inclusion efforts must focus on more than just getting women in the door. Women of color, in particular, face unique challenges, with fewer opportunities for advancement and less managerial support. The Women in the Workplace report highlights that women of color are far less likely to receive the help they need from their managers, such as career mentorship, promotion advocacy, or assistance navigating organizational politics. Without this support, these women are not only more likely to stagnate but also more likely to leave their roles entirely.
Microaggressions: The Silent Career Killer
Another significant barrier that stifles diversity in STEM is the prevalence of microaggressions in the workplace. Microaggressions—demeaning comments or behaviors that subtly undermine someone’s authority or competence—are just as common today as they were five years ago. Women of color, LGBTQ+ women, and women with disabilities bear the brunt of these interactions. These daily slights make it harder for them to bring their full selves to work, speak up in meetings, and feel included.
For example, Black women are 52% more likely to have their judgment questioned in their area of expertise, compared to their male colleagues. This constant questioning of competence erodes confidence, diminishes opportunities for leadership, and makes it more difficult for women to feel valued within their organizations. Until companies tackle these microaggressions head-on, diversity efforts will remain surface-level and won’t result in the meaningful cultural changes needed to retain top talent.
The Ambition Remains — But Support is Lacking
Despite these challenges, women remain as ambitious as their male counterparts, with 70% aiming for promotions to the next level, according to the McKinsey report. Notably, younger women are even more driven, with more than 80% seeking career advancement. However, ambition alone isn’t enough. Without structured support systems — such as mentorship programs, sponsorships, and leadership training—these women are left fighting an uphill battle.
The report further reveals a decline in career development programs specifically tailored for women, particularly women of color. These programs are critical for developing future leaders in STEM, yet many companies have scaled back their efforts, leaving a critical gap in the support system for women trying to advance.
Fixing the Broken Rung: The Path Forward
The underrepresentation of women in leadership positions within STEM is not just an issue of fairness — it’s a lost opportunity for innovation. Studies have consistently shown that diverse teams drive better business outcomes, including more innovative solutions and stronger financial performance. Addressing the broken rung is not just about promoting equity; it’s about building stronger, more innovative companies.
To tackle this, organizations need to commit to a multi-faceted approach that addresses both recruitment and retention:
- Revamp the promotion process: Companies need to examine their promotion criteria and ensure they are transparent and equitable. Training managers to recognize and combat unconscious bias is critical to closing the promotion gap between men and women.
- Create inclusive cultures: Diversity is about more than numbers; it’s about creating environments where all voices can thrive. This includes tackling microaggressions head-on by encouraging allyship, offering bias training, and holding leaders accountable for fostering inclusive workspaces.
- Invest in development programs: Reinstate and expand mentorship and sponsorship programs that are tailored for women, particularly women of color. These programs not only provide guidance but also help women build the networks they need to rise through the ranks.
- Fix flexibility: The flexibility introduced by remote work during the pandemic has been a game changer for many women. Companies must maintain flexible work policies, especially as women often juggle both work and caregiving responsibilities.
The Stakes are High
The next decade is a critical time for fostering diversity in STEM. If companies fail to retain women, particularly women of color, they risk losing out on the innovative perspectives that only diverse teams can bring. The cost of inaction is clear: Industries will miss out on valuable talent, and the bias baked into products like AI will continue to reflect the homogeneity of their creators. By prioritizing diversity and inclusion, the tech sector can lead by example, driving forward not only innovation but equity as well.
The future of STEM depends on the contributions of all people, and only by addressing the barriers women face can we create a truly inclusive, innovative industry.