What barriers do you see to closing the gender gap in STEAM?
Significant gender gaps persist. Women continue to earn less and progress more slowly than their male counterparts. Without identifying and addressing the root causes of these inequities, meaningful progress will remain out of reach.
Equitable compensation must be a top priority-rooted in merit, contribution, and transparency. Companies must prioritize equitable compensation based on merit and contribution, while also acknowledging the role implicit bias can play in performance evaluations. A critical examination of internal evaluation and promotion processes is essential, as these systems often unintentionally reinforce existing disparities.
Mentorship and coaching are also vital. Offering structured, inclusive programs for both men and women can help foster professional growth and bridge opportunity gaps. Organizations that regularly assess the effectiveness of these initiatives-and are willing to adapt-can create more supportive environments for all employees.
What can be done to move women forward in STEAM?
Mentorship and coaching are essential for supporting and advancing women in STEAM. Importantly, a great mentor doesn’t have to be a woman. In fact, some of the most impactful mentors in my own journey have been men. What truly makes a mentor effective is their ability to see and understand you as a whole person and then to offer guidance that’s rooted in both their knowledge and their understanding of your unique strengths, goals, and challenges.
Equally important is the willingness to be coached. As our careers evolve, we encounter new expectations and situations that often require us to draw on skills we may not yet have mastered. Being open to coaching allows us to grow into those areas, even when it’s uncomfortable. Whether it’s developing leadership presence, navigating organizational dynamics, or learning to advocate for ourselves, being coachable is a key part of success.
