Blog Layout

The gender gap in STEM-qualified jobs
July 25, 2024

As an engineering, scientific and technical recruitment agency, employers regularly talk to us about the challenges of attracting, engaging and retaining STEM-qualified women for specific roles.


Barriers for women in STEM are complex and multi-faceted, which is why we’ve been having these conversations for decades. Despite significant investment and concerted attempts by government, education providers, industry associations, think tanks and organisations to address this issue, progress still feels painfully slow.


However, the Australian Government has, in recent years, developed a comprehensive strategy to increase the representation of women and girls in STEM. This strategy is not just about numbers; it brings new perspectives, enhances problem-solving capabilities, and boosts productivity across Australian industries. The aim is to diversify the workforce so Australia can meet its critical workforce needs now and in the future.


It is essential to highlight the difference between STEM industries, such as engineering, technology, cybersecurity and financial services, and STEM occupations. Women are better represented in STEM occupations in non-STEM industries, such as pharmaceuticals, health or food and beverage, although much work is still required.


We take a look at the statistics on women in STEM in Australia and the barriers to attraction, retention and promotion.


The Stats: Women in STEM-qualified jobs


The STEM Equity Monitor was established in 2020 to track outcomes, pay, academic research funding and other workforce characteristics. The most recent report released last year, found that the number of women qualified in non-STEM occupations has risen by around 50 percent in the decade to 2022, but for STEM industries specifically, this number increased by only 4 percent to 15 percent in total.


The Monitor includes educational data to address stereotypes, cultural norms and educational barriers for girls. Fortunately, there are positive outcomes here:

  • More girls are undertaking Year 12 STEM subjects, including biological sciences, earth sciences, chemical sciences, and agricultural and environmental studies.
  • Year 12 enrolments of girls in all STEM subjects increased slightly from 45 per cent to 47 per cent from 2013 to 2021.
  • 48% of parents with daughters talk to their kids about STEM at least once a week (up by 6%).
  • The number of women completing university STEM courses grew by 15% from 2020 to 2021.
  • The number of women in STEM-qualified occupations increased by 68% from 2012 to 2022.


One of the cornerstones of the Government strategy is the Girls in STEM Toolkit (GiST), which provides resources for girls, families, teachers, and other influencers to explore the study and career opportunities available through STEM. The above statistics demonstrate the impact of this toolkit. However, participation in STEM varies depending on the disciplines and shifts in higher education, with females constituting only 23 percent of engineering enrolments and 24 percent of physics and astronomy enrolments. The research also indicates that girls’ confidence is still low compared to boys.


In the workforce, women comprise 23 percent of senior management but only hold eight percent of Chief Executive Officer positions in STEM qualified industries. This reflects the ‘broken rung’ for women in leadership, further exacerbated by a lack of diversity.


Yet, not all STEM industries are equal. Women make up 64% of the Scientific Research industry, but still only make up 17% of senior leaders. In fact, according to a Professionals Australia report in 2021, the greatest discrepancy across STEM fields occurred in science, where females made up almost half of employees but only 39 per cent of managers and 24 per cent of executives.


The industries with the least representation are Automotive Repair and Maintenance, Electrical Distribution, Oil and Gas, and Transport Equipment Manufacturing, whose workforces are made up of 23, 22, 26 and 17 percent women respectively, yet have few or no CEOs.

Like other industries, pay parity remains an issue, with women earning 17 percent, or $27,012 less than men, across all STEM industries. While this gap is smaller than the 19 percent overall in Australia, perhaps explained by the focus of STEM employers on attracting women, it also demonstrates the impact of the gender imbalance in senior leadership.

 

The challenges in retaining women in STEM


Professionals Australia’s comprehensive Women in STEM Professions Survey Report, found that women in STEM were more significantly impacted by the pandemic than their male counterparts. It also provided insights into attrition specific to women in STEM, with reasons including:

  • Lack of flexible work options at senior levels
  • Bias in career building activities
  • Career penalties attached to working part-time
  • The impact of career disruption
  • Workplace culture including long working hours
  • Exclusionary behaviours and the impact of being one or one of a few women on the team
  • Biases in decision making and recruitment
  • Discrimination and sexual harassment
  • Gender stereotypes


The last three years have seen substantial changes in Australia. Government STEM research shows that over 70% of companies have a gender equality policy or strategy in place, along with recruitment and retention initiatives and support for carers policy. Furthermore, legislation has changed to include requirements for family and domestic violence, positive duty in relation to sexual harassment, additions to protected attributes, gender pay gap transparency, and more under the Closing Loophole Bill. However, polices need to be implemented effectively and continuously reinforced and reviewed for change to occur. Combined with candidate shortages during this period, many organisations have shifted their approach, but is it enough? According to many of our clients, it isn’t yet.


Companies trying to reduce the gender gap in STEM-qualified jobs can look to organisations who have successfully reduced their gender pay gap as a starting point; mathematically this isn’t achievable without significantly increasing the number of women in leadership roles. For many companies, reducing the gender gap also means changing the work environment, reviewing recruitment and hiring practices, tackling stereotypes and social norms head on, increasing internal role models and mentors, providing advancement opportunities and providing extensive flexibility and more.


No matter which actions an organisation chooses, reducing the gender gap in STEM requires a laser focus, ongoing commitment and a collective understanding of why it’s important to the success of employees and the organisation.


Bayside Group advocates for women in STEM-qualified roles and works closely with our clients to help reduce gender gaps. Reach out for a confidential discussion with one of our experienced consultants, who can provide industry data to assist you in establishing goals.


If you’re looking for talented women in STEM, contact Bayside Group today for advice and assistance with talent mapping, targeted search and recruitment.

a fuel tank on empty
By Melanie Wilson January 23, 2025
We place the spotlight on burnout – how to recognise the signs and symptoms, and how employers and employees can work together for prevention and recovery.
January 21, 2025
We’ve highlighted some shifting priorities to help HR play a leading role in successfully navigating uncertainty in 2025, from AI to DEI, through to workforce capability and management.
By Shazamme System User December 9, 2024
For Australian employers, workplace safety risks resulting from the festive season and rising temperatures occur simultaneously, requiring careful planning and precautions.
Share by: