Despite decades of progress and countless initiatives aimed at diversifying the workforce, women in STEAM—particularly in engineering—continue to grapple with entrenched workplace inequalities.
While the number of women earning degrees in science, technology, engineering, arts, and mathematics (STEAM) has steadily increased, their representation in leadership roles and their experience in the workplace tell a more complex story.
Numbers Don’t Lie, But They Don’t Tell the Whole Truth
Women account for only about 16% of engineers in the United States, according to the Society of Women Engineers. Though more women are entering the field, many leave mid-career due to lack of advancement, hostile work environments, or the persistent gender pay gap.
“Representation is improving at the entry level,” says Dr. Aisha Ndlovu, a mechanical engineer and diversity advocate. “But retention is the real issue. Women are often passed over for promotions or siloed into roles with less visibility and impact.”
The Pay Gap and Promotion Plateau
Research consistently shows women in engineering earn less than their male counterparts, even with equivalent qualifications and experience. A recent report by the National Science Foundation revealed that women engineers earn, on average, 10-15% less than men.
Moreover, women are significantly underrepresented in leadership and decision-making positions. Only one in five engineering managers is a woman, and fewer than 5% reach executive roles.
Culture Still a Barrier
Beyond numbers, many women in STEAM report facing subtle but pervasive forms of bias—from being talked over in meetings to having their expertise questioned. These microaggressions, while often dismissed, have cumulative effects on confidence, job satisfaction, and career progression.
“There’s still this unspoken idea that engineering is a ‘man’s field,’” says Maria Gutierrez, a civil engineer who mentors young women in tech. “That bias shows up in hiring, in everyday interactions, and in how people perceive leadership potential.”
The Path Forward
Many companies and institutions are taking steps to address these issues, from unconscious bias training to mentorship programs and more equitable hiring practices. However, experts agree that real change requires sustained effort and cultural shifts within organizations.
“We need to move beyond tokenism and create environments where women engineers feel supported and empowered to lead,” says Dr. Ndlovu.
As the demand for skilled STEAM professionals grows, ensuring an inclusive and equitable workplace isn’t just about fairness—it’s essential to innovation, productivity, and progress.
source: premiumtimesng.com
