Women in STEM: A leaky Pipeline

It is a metaphor used to describe how women disappear from careers like STEM. If there is leakage in the pipeline then water inflow will be more as compared to water outflow. In a same manner, number of young girls who enter in STEM programs is large as compared to number of professional women leaders at end because most of the women leave this field due to certain problems.

According to a survey conducted by LinkedIn, women make up less than a quarter (23%) of STEM profession. Although the population of women at entry level was less (24%) as compared to men (76%) but it further reduced at manager level jobs (19%) and director level jobs (17%).It has been estimated that there are more chances of women leaving a company (27%) as compared to men (23%) after working for a year.

Reasons

Family obligations: Sometimes for taking care of their children, women leave job and choose to stay at home. Moreover, job opportunities for women reduces since they stick to a particular geographical region where her family is settled.

Lack of role models: There are very few female role models to motivate young girls in STEM. If we take a look at Nobel laureates or genius scientists, most of them are men. Furthermore, you might have heard only of Fathers (Father of Biology, Father of Physics) and least of women.

Interest: According to some studies, women are less interested in STEM jobs because of their more interest in other fields.

Gender-bias: Although gender bias has reduced to a greater extent but still in some regions of world there exists discrimination in educating children about their roles, girls are oriented more towards communal roles whereas boys are made familiar with problem solving and financial gains.

Educators: In some educational institutions teachers do not motivate girls to take STEM courses.

Parents: They play an important role in shaping the career of their children. Sometimes narrow-mindedness of parents lead to gender gap, thus adversely affecting the careers of their children.

Lack of college education:  Women in some regions do not get access to college education. In addition to this, some women who enter college, after a little bit time they start feeling that STEM field is a guy thing and it results in their underperformance.

Professors: Since, the number of female STEM professors is less as compared to men and it also discourages girls in college or school to further work in STEM field. In fact female STEM professors are found to boost the morale of students.

Employers: While deciding between male and female candidate for a particular job, most employers give edge to men as compared to women because they think that women cannot give their 100% due to parenting and bearing children.

Underrepresentation of women at each level:  In a survey conducted by LinkedIn, chances of women leaving a company were more (27%) as compared to men (23%) after working for a year.

Unpleasant interaction with boss, long travelling distance and frustration at work: These factors also lead to leaky pipeline.

Less salary bumps: Women get less salary bumps as compared to men.

How to fix leaky pipeline

Highlight human side of the company: It is important to highlight “human” side of the company because women always want to know about company’s culture and employee’s perspectives.

Purpose of the work: Generally women get less motivated by money or status whereas they get more motivated by the purpose of the work.

Interaction: Female role models in STEM should interact with young girls and motivate them.

Family support: In order to progress in any field, motivation from family plays an important role.

Education: Educators should motivate girls to take STEM course ad courses should be designed in such a way that they attract more women.

Employers: While choosing a job real potential of the candidate should be taken into account and gender biasness should not be there.  Moreover, boss should maintain a healthy relationship with the employees.

Salary: Salary should be increased based on the individual’s working capacity. This will motivate women to work with more enthusiasm.

Promotion: Working capacity of women should not be underestimated for higher positions in the company. They should be given equal chance while doing promotion.