Women in STEM and many other fields face countless challenges, barriers, and limitations that not only hinder personal career growth and opportunities but also have a significant impact on business growth and innovation. According to recent data from UNESCO, only 35% of STEM graduates are women, highlighting a significant gender gap in these sectors that results in fewer women entering the STEM workforce. Although the awareness of these issues has increased, many workplaces still follow traditional, male-focused models that make it challenging for women to succeed in senior roles.
We recently gathered our own insights to establish how many women in STEM have faced challenges or barriers throughout their careers that they believe are a result of their gender. The results show that 67% of women feel they have faced challenges within STEM fields directly related to being a woman. 
In our recent Women in STEM panel, our host Christina Shiels spoke to four industry-leading women with experience in STEM fields:
Antonia Watson – Director at AW Coaching and Consulting
Beth Borody – Founder and CEO of The Femina Collective
Shari Hulitt – Specialist life science consultant at CSG Talent
Victoria Garcia – CEO of BindEthics
In this article, we will explore the systematic biases, workplace structures, and cultural norms that continue to disadvantage women in STEM fields, with expert insights from the panellists throughout.
There are many historical and cultural factors that have contributed to the gender gap in STEM fields, with deep-rooted issues present in hiring practices, career opportunities, and overall support.
Many traditional STEM workplaces were designed for men, and this has a wide range of implications when women attempt to enter senior roles. Women often feel they have to constantly prove themselves at all levels, making it tougher for them to advance in their careers.
During the panel, Victoria shared her frustrating experience of gender bias:
“Something I’ve experienced many times in my career is having my ideas overlooked by men who wanted to try their own, just for them to come back to my initial proposal in the end. They would not accept the idea from me.
“Then, when I decided to set up my own company, I did not receive as much support as I had seen men receive in the past. I had worked for three different startups before starting my own, and the men in those companies were fully supported from the beginning. When I set up my own, I had to prove myself before receiving support from anybody.”
Victoria’s experience highlights how often women’s expertise is overlooked and the unequal access to resources they face within STEM industries.
Subtle biases in job descriptions and recruitment practices can discourage women from applying or progressing as they feel less welcome and valued. Because of this, according to a report by Hewlett-Packard, men apply for a job when they meet only 60% of the qualifications, while women apply only if they meet 100% of them.
Data from Harvard Business Review suggests women tend to undersell their work, rating their performance as 33% lower than their equally performing male colleagues. When women are constantly expected to outperform just to be seen as competent, it creates an environment where self-doubt and burnout become common, limiting their ability to reach leadership roles.
Women are often expected to juggle professional responsibilities with family care, which can be extremely challenging, especially for single parents. This was particularly a challenge during the pandemic, when many had to balance remote work with homeschooling or childcare.
In many organisations, the support structures available to men, such as strong external networks and mentorship opportunities, are not as accessible to women. According to data from DDI, only 27% of women in senior-level roles have received formal mentorship compared to 38% of men. This lack of support makes it harder for women to receive the backing needed to advance their careers and become leaders. 
As Victoria mentioned, women moving into entrepreneurship face extra hurdles. They typically receive less initial support and must work even harder to validate their business ideas, secure funding, and grow their businesses.
Beth explained some of the systematic challenges women face in the workplace:
"The system we work in was made for men who typically have partners at home who take care of their families, allowing them to go to work and be the breadwinners. They're able to go to those after-hour events and social networking opportunities because everything at home is taken care of for them. Now that we’re promoting more women into these industries that typically weren't made for us, we're forced to fit into that mold rather than that mold broadening or changing to adapt for what women need.
“We saw this during the pandemic when everyone's children were home from school, and suddenly you had to juggle parenting, schoolwork, and your job. Within a couple of weeks, we were being told to stop using our kids as an excuse and that we should have everything managed by now, rather than leaders identifying that we were dealing with stress that was not going away.”
Businesses should implement blind application and CV review processes to eliminate unconscious bias and ensure candidates are evaluated solely on their skills and experience. It’s also crucial to make sure job adverts use inclusive language by avoiding gender-specific phrases that could deter women from applying.
Organisations should have clear, measurable criteria in place for promotions and salary increases. Being transparent about salaries could contribute to closing the gender pay gap, which in STEM fields is over 20% in the first year after graduation, according to Warsaw University researchers.
Offering flexible hours and remote working options is especially important for those managing caregiving responsibilities, with 76% of women prioritising flexibility in the workplace, according to McKinsey. Offering hybrid working supports a healthier work-life balance and increases overall job satisfaction, benefiting both businesses and individuals. Ultimately, without flexible working and the opportunity to work remotely or within a hybrid model, many women simply cannot maintain or progress their careers.
Mentorship programs can have a significant impact on career advancement and confidence, while also providing diverse perspectives to guide your professional journey. Pairing experienced leaders with talent helps businesses create networks of support that empower women to overcome challenges and seize opportunities.
Recognising the need for practical solutions, Shari highlighted the importance of supportive workplace policies:
“Flexible working policies go a long way in supporting women, especially since caregiving responsibilities really do fall disproportionately on us. Mentorship from leaders who actively advocate for women’s career growth is also key.
“Having an internal mentorship program is not a difficult, time-consuming, or expensive initiative, but it provides a sense of psychological safety and allyship that allows individuals to feel heard. At the end of the day, male and female colleagues both need to be supportive and help remove unconscious biases wherever possible. Accountability really does matter, as diversity is not a one-time initiative; it's an ongoing commitment.”
Keeping a record of your successes and contributions is essential, so you should keep track of key accomplishments and milestones. As well as boosting your self-confidence, this can be useful for demonstrating your value in performance reviews, salary negotiations, and job interviews.
Networking can open doors to new roles and partnerships, so make sure to actively participate in both internal and external networks. Building relationships with senior professionals who can offer guidance and introduce you to opportunities can help you navigate your career and access support when you need it. 
In competitive STEM fields, it’s crucial to consistently develop new skills by participating in courses, workshops, and conferences. These educational opportunities enhance your expertise and help you prepare to take on new opportunities and leadership roles.
Mentoring is a powerful way to help other women in STEM while strengthening your own leadership skills. By sharing your experiences and offering guidance, you can help other women navigate their careers, which builds a supportive network of shared success. This will also enhance your reputation and create a culture of collaboration and growth.
During the panel, Antonia offered the following advice to women in STEM fields:
“Take regular time to think strategically about your career, considering what you want to achieve and what unique value you provide. Document all the great stuff you do along the way so that you're ready for any opportunities that come your way.
“Also, ask diversity-related questions in interviews. What is the gender split? How has that improved over time? Be curious about that and find out as much as you can about what you're walking into. Then my final point would be to just keep paying it forward. All the support and help you receive, use it to mentor and support others. I found it so rewarding mentoring women throughout my career.”
Changing workplace cultures is essential if we’re ever going to achieve gender parity in STEM fields. Companies that actively embrace diversity and inclusion are positioned to benefit from the value women provide and the diverse perspectives that can fuel innovation and growth.
However, real change needs to come from policymakers and educational institutions to set long-term foundations for gender parity. Implementing policies that support equal opportunities and encouraging young women to enter STEM careers are key strategies for achieving this. 
A study by McKinsey found that 74% of women aspire to be in top executive positions, which shows that the ambition is there, but barriers and biases are hindering their progress.
At CSG Talent, we believe that diversity is the key to innovation and progress in STEM. We are dedicated to breaking down the barriers that hinder skilled women from reaching leadership roles, and our expert recruitment consultants are committed to creating tailored, inclusive recruitment strategies that empower businesses and candidates to thrive.
Whether you’re looking for your next career move or seeking skilled talent to help your business grow, contact CSG Talent today.
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