Gender Pay gap in STEM fields: Barriers and opportunities.

Background and Objective

Despite persistent efforts to increase female participation in the Science, Technology, Engineering, and Mathematics (STEM) fields, women lack equality and inclusion in them. The gender pay gap, a disparity in the income of people, is still a pressing issue in the modern workplace. This wage disparity interferes with individual growth and societal implications, reducing economic productivity and innovation. Recent data from the 2024 U.S. Census Bureau Report Shows that the female-to-male earnings ratio for full-time, year-round workers declined from 84.0% in 2022 to 82.7% in 2023, marking the first significant annual decrease since 2003, This article will delve into barriers contributing to this gap while unfolding opportunities to overcome these challenges. 

Key research questions include: What is driving gender pay parity? How do societal norms and corporate cultures play a part in this? What are potential opportunities that exist to bridge the gap? 

Barriers

1.        Gender Stereotypes

In today’s world women are encouraged to study and build a career however, societal norms and gender stereotypes constrict them from pursuing careers in STEM, as it traditionally a male-dominated field. A study done by Shreya R. highlights how patriarchal biases are a major factor in the underrepresentation of women in STEM and leadership roles. Women are often expected to prioritize family over professional aspirations, which limits their career growth and earning potential.

Francisca Beroíza-Valenzuela and Natalia Salas-Guzmán did a systematic review of research on gender and STEM that suggests that such stereotypes, whether consciously or unconsciously, can dissuade women from considering a career in STEM.

The SAFE Model developed by Schmader and Sedikides (2018) puts forward that individuals need to experience 3 types of fit: self-concept fit, goal fit, and social fit to thrive in an environment. In the STEM fields, women often struggle to fit in, due to prevailing corporate cultures that manifest masculine defaults, which can be alienating. 

2.       Lack of Female Role Models

Zamora-Hernández, Miguel X. Rodríguez-Paz, and J. González-Mendivil surveyed 80 young female engineers who cited a lack of female role models as a key barrier to professional growth. Without visible role models in leadership positions, young women find it difficult to imagine similar career trajectories for themselves. The absence of female role models may contribute to them developing imposter syndrome and discourage them from negotiating for higher salaries. Having female role models provides tangible examples and makes success seem achievable. This visibility will help build confidence and motivate women to pursue a career in STEM.

3.        Employment Segregation

A major contributing factor to the gender pay gap is men and women are directed into different roles in different in the same field. Women can usually be seen in lower-paying roles in the STEM field while men are usually in higher-paying jobs. This segregation not only creates a pay parity but also reinforces outdated norms that enforce appropriate occupations for men and women. Tomasz Zając, I. Magda, M. Bożykowski, A. Chłoń-Domińczak, and M. Jasiński performed a study that suggests that women working in mathematics and engineering fields are subject to larger pay parities while earth and chemical sciences experience less gap.  This aligns with S. Verdugo-Castro, M. Sánchez-Gómez, Alicia García-Holgado ‘s systematic review shows that STEM Fields which have a higher male representation witness more competitive salaries, which creates obstacles for women to break into high-paying job sectors. These studies show how employment segregation and gender bias intensify unequal pay. Women are still underrepresented in financially rewarding STEM fields while lesser disparity is seen in environmental and chemical sciences where female representation is more.

4.        Corporate Culture

Corporate culture plays a crucial role in either extending or reducing the gender pay gap. A negative corporate culture can be defined by exclusion, unconscious bias and limited opportunities for underrepresented groups. This kind of culture may perpetuate promotion bias resulting in fewer women in leadership positions which therefore leads to women being excluded from the decision-making process and unable to question the status quo. According to 2023 Women @ Work report 44% of women have experienced microaggressions in the workplace. The pressure to outperform male colleagues to stand out and earn respect can cause burnout and poor mental health conditions. Joseph Owuondo’s study highlights how a lack of mental health support and career development programs inordinately affects women.

Opportunities:

1.       Mentorship and Training

Building robust mentorship programs and active networking in STEM can be beneficial for promoting career advancement and bridging the gap. Joseph Owuondo’s Research emphasizes the need for tailored career advancement and mental health initiatives for underrepresented groups. Zamora-Hernández, Miguel X. Rodríguez-Paz, and J. González-Mendivil The study also showed that female engineers who were mentored were more adept at overcoming barriers at a professional level. Initiatives like this can function as a springboard for women seeking professional growth and eventually help them overcome societal and institutional barriers. Tailored academic training can help women build competencies and enhance their negotiation skills. Universities can provide them with opportunities for leadership training and exposure to female role models preparing them to confidently surmount barriers and excel in male-dominated industries.

2.        Flexible Work Policies

According to Deloitte’s 2023 Women @ Work report, more women quit their jobs in 2023 than in 2020 and 2021 combined, stating flexibility as the major factor. 97% of women think they will not get career advancement opportunities if they request flexibility in their work hours and 95% of women feel their work would not be adjusted accordingly. To address this, companies can ensure that the workload is equally distributed and that selection for high-visibility projects and promotions is merit-based. Implementing flexible work hours can help women balance their personal and professional responsibilities and increase job satisfaction. Organizations that offer flexibility show higher employee retention rates and less disparity in pay as employees are satisfied with their jobs resulting in increased productivity and motivation. Flexibility should not be seen as a luxury or privilege but a necessity for a productive and equitable workplace.

3.        Pay Transparency

The U.S. Census Bureau Report suggests that the implementation of pay transparency policies can help mitigate wage disparities. By clearly defining the promotion criteria and publicising salary ranges, companies can help empower women to negotiate fair pay. This can help prevent unconscious bias and ensure that employees regardless of their gender are being treated equally. It can also help create an honest organizational culture for the employees. Pay transparency will force companies to deal with wage disparities head-on, leading to fair practices and a more motivated workforce. Research has shown that in countries like Iceland where pay transparency is mandated the gender pay gap and significantly reduced.

Conclusion

The gender pay gap continues to be a significant challenge, stemming from several factors such as gender stereotypes, the concentration of people in the workforce, and limited access to professional mentorship opportunities for women. It is imperative to bridge this gap not only for economic parity but also for fostering an environment that embraces diverse perspectives ultimately fuelling innovation and progress. Toxic corporate cultures perpetuate exclusion, unconscious bias and microaggressions which further extend the gap and make it difficult for women to progress. This issue presents an opportunity for both organizations and society to create an inclusive environment that fosters innovation and equally supports everybody in advancing their careers regardless of their gender. This will not only help bridge the gap but also unlock the full potential of the diverse STEM workforce.

Closing the gap will require collaborative efforts from businesses, societies and governing bodies. Implementing reforms and embracing inclusivity will help challenge outdated norms and ensure that women in STEM are fairly compensated for their contributions.