women, STEM

Sixty percent of women in the U.S. workforce have found careers in science, technology, engineering and math (STEM) appealing, a 6% increase in those considering such careers compared to last year.

The MetLife Survey on Women and STEM survey, conducted in August 2024 with 2,000 participants, highlights how women are being drawn to STEM fields, particularly because of the potential for disruption in these industries.

The survey results indicated that with 90% of STEM employers expressing concern over the talent shortage, increasing female representation in these fields could help bridge the gap.

Women view disruption as a positive force in the workplace, with 66% preferring environments that embrace it, which further drives their interest in STEM careers.

However, the survey results also indicated that several challenges to increased participation of women in STEM fields remain.

A lack of female role models and mentors is seen as a significant barrier, and past research has shown that women in STEM are more likely to leave their roles due to stress, burnout and perceived inequality.

Internship Opportunities, Practical Experience

Teresa Rothaar, governance, risk and compliance analyst at Keeper Security, said to attract and retain female talent, organizations can create more targeted internship opportunities that provide practical experience in real-world cybersecurity challenges.

“Offering cooperative education programs, where women can work while completing their studies, is another effective approach,” she said.

She noted scholarships specifically aimed at women pursuing cybersecurity can reduce financial barriers, encouraging more participation in the field.

“Additionally, companies can lead workshops, seminars and training sessions focused on both technical skills and essential soft skills like leadership and negotiation,” Rothaar said.

She added collaboration with universities to design curricula that appeal to and support women in cybersecurity will also help build a sustainable talent pipeline.

Leadership Development, Mentorships

Liz Nguyen, CTO at Intrado, said she agreed companies must make their organization more attractive to women.

“Certain initiatives, including targeted leadership development and mentorship programs – specifically designed for women – show them that a company values their perspective and contributions,” she explained.

Creating support groups focused on leadership growth can also help to foster a more supportive culture for women in the workforce.

She noted another way to increase female representation is by instituting inclusive hiring practices that increase female representation in traditionally male-dominated technical positions.

“Organizations should also ensure career opportunities are promoted equitably and offer flexible work options to accommodate various schedules and needs that are more common for female employees,” Nguyen said.

Encouraging STEM Careers

Anna Turner, senior vice president, product management and user experience at Paycor, said she also thinks leaders must intentionally identify and encourage high potential women into the next steps of their career.

“One of the biggest obstacles for women at work is that they do not enter first-level manager roles at the same rate as men,” she said. “Corporate programs to help support first-time managers can increase the effectiveness of new people leaders.”

She encouraged companies to support local programs and internships to encourage more girls in high school to pursue STEM careers.

“To bring more women into STEM, we need to encourage earlier and evangelize the benefits of working in STEM,” Turner said.

Rothaar said female leaders can mentor other women by offering guidance, sharing experiences, providing career advice and helping mentees build their own networks.

They can also actively sponsor women by advocating for them in promotion discussions, recommending them for key projects and opening doors to new opportunities.

Representation matters,” she said. “If you don’t see others like you in a particular role, you may not be able to see yourself in it.

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