Empowering Women in STEM: Navigating Challenges in the Workplace

Empowering Women in STEM: Navigating Challenges in the Workplace

The How Women Thrive at Work project supported by the DEI Ambassadors Program at INFORMS included a set of six online sessions carried out between April and September of 2023 where the goal was to bring awareness and exchange experiences on the biological, environmental, and self-imposed obstacles and opportunities that women face as they pursue professional careers in STEM (Science, Technology, Engineering, Mathematics) fields. Next, we delve into some of the topics that were raised during these sessions.

Unveiling Workplace Realities:

Key statistics were reviewed on women in the workplace and their academic achievements. According to the National Science Foundation [1], while certain scientific fields, like Biology, exhibit a majority representation of female graduates, fields like engineering and computer sciences only witness a range of 20 to 32% of degrees earned at the postsecondary level. This figure aligns with a similar female presence in the labor force in these areas, which rose from a mere 8% in 1970, and suggests that, while desirable, achieving equal participation in certain STEM fields is simply unrealistic due to current insufficient female representation. An additional challenge is observed when seeking to retain women for leadership roles. This is especially true in the technology sector, where women comprise only 22% of the workforce, and notable variations exist from entry-level (39%) to C-suite positions (26%) [2].

Biological Traits and Work Dynamics:

Multiple biological factors shape women's work approaches. Women exhibit innate traits such as meticulous analysis, long-term memory, observation skills, connecting/communication skills, harmony maintenance, emotional intelligence, and social awareness [3]. While individual traits can vary widely, when acknowledged and embraced, these can lead to a more diverse and dynamic work environment and contribute to thorough decision-making and problem-solving, enhanced communication, collaboration, the ability to navigate interpersonal relationships effectively, to handle pressure, recall key information, notice details and patterns that may be overlooked by others, foster a positive work environment, enhance team dynamics, and promote improved feedback mechanisms in the workplace. 

Environmental Challenges and Restructuring Hierarchies:

Similarly, societal norms and workplace practices can impact the career development of women. Despite the demonstrated capacity of women in STEM fields to thrive and grow in the face of existing prejudices and environmental pressures, they persistently find themselves pushing personal and organizational boundaries to achieve success. A major issue lies in inadequate historical practices in collecting data which has resulted in an insufficient grasp of women's needs and experiences [4]. The absence of precise and comprehensive data on women means that policies and systems are constructed with an incomplete understanding, thus perpetuating gender disparities. For instance, from early childhood, women may encounter limited opportunities to develop crucial skills necessary for career advancement, such as networking, negotiation, self-promotion, and risk-taking, which are often emphasized for boys [5].  Moreover, studies suggest that traditional promotion practices frequently prioritize traits like charisma over more impactful attributes such as effective people management and problem-solving skills [6]. Considering this, there arises a question of the extent to which organizations could benefit from restructuring work hierarchies, aiming for increasing female representation while simultaneously creating more sustainable workplaces. 

Overcoming Self-Imposed Obstacles:

Self-imposed obstacles are frequently mentioned by women at all career levels. Among the more common are an excessive focus on perfectionism, a tendency to internalize setbacks, and an inclination to credit fate or anything but themselves for their successes [5]. Practical suggestions identified for women in any context included providing real-time feedback, praising women's progress, and creating a narrative that places girls in scientific and work contexts without discouraging them from expressing their distinctive strengths and values.

Broadening Impact and Design Thinking Solutions:

In the concluding session, the focus extended to the broader impact of women in STEM, recognizing the challenges in balancing career and home responsibilities. Moreover, the session acknowledged the positive correlation between increasing female representation and healthier workplaces, backed by various scientific studies. During a design thinking exercise, solutions were brainstormed to address the alignment of corporate policies with the distinct challenges women face at different stages in their careers and lives. The key elements identified in this process encompassed workplace flexibility and improved early visibility regarding parameters for career advancement.

Unexpected Themes and Perspectives:

Participants brought forth various unexpected themes such as a perceived lack of support among women themselves, workplace dress codes necessary to attain professional respect, instances of women being penalized for displaying character traits that are more often related to the male archetype, and the absence of female role models effectively balancing family and career aspirations. Also, across all sessions, there was a notable participation of male INFORMS members which helped contrast perspectives, challenge perceptions, and discover shared career issues. 

Conclusion: Encouraging Dialogue to Enhance Advocacy

Undoubtedly, the recurring theme of increasing opportunities for women remains a focal point within organizations. However, there is a noticeable scarcity of occasions for women to reflect upon the distinctive contributions they bring to their teams and companies. Furthermore, an understanding of the challenges shared with other women and the successful strategies employed to overcome these challenges is essential for enhanced advocacy of women's issues in the workplace. As consistently expressed by participants across various sessions and highlighted in a concluding survey, a pivotal starting point for instigating necessary changes in the workplace is affording women the opportunity to openly explore and discuss these crucial topics.

References:

  1. National Science Foundation (NSF), Women, Minorities, and Persons with Disabilities in Science and Engineering. 2021 (https://ncses.nsf.gov/pubs/nsf21321/)
  2. Field, Emily et al. Women in the Workplace 2023 report | McKinsey
  3. Brizendine, Louann. The Female Brain. Broadway Books, 2006.
  4. Criado Perez, Caroline. Invisible Women: Data Bias in a World Designed for Men. Abrams Press, 2019.
  5. Kay, Katty, and Claire Shipman. The Confidence Code: The Science and Art of Self-Assurance—What Women Should Know. HarperBusiness, 2014.
  6. Chamorro-Premuzic, Tomas. Why Do So Many Incompetent Men Become Leaders?: (And How to Fix It) Harvard Business Review Press, 2019