Girls In STEM

Innovation knows no gender. Reflecting on my journey as an engineer over the past 25 years, from stepping into the workforce to witnessing the remarkable strides women have made today, I am struck by both the progress achieved and the many challenges that persist. When I started my career in the late 90s, women engineers were a handful and today, I'm heartened to see more women not only entering the field but also pioneering innovations and driving meaningful change. ➡️ However, looking at the numbers, in 2023, men outnumbered women in global engineering by 86.3% to 13.7%. And despite the demand for tech skills, women constitute only 28% of engineering graduates globally. In STEM fields, they make up 33% of researchers but hold just 12% of national science academy memberships. ➡️The leaky STEM pipeline begins early and persists over time. It is not just enough to keep feeding the pipeline by increasing the number of female students. It is imperative to work towards breaking gender stereotypes through early investment in reskilling and the promotion of STEM education. Apart from making STEM education more fun and engaging, introduction to female role models and mentors can help change stereotypical perceptions related to these subjects and inspire more girls to choose and work in the area. ➡️I see technology as an enabler here. Achieving equal representation of women in the tech industry requires a collaborative effort from organisations, academia, and government bodies. At the organisational level, tech firms should focus on creating supportive structures that not only attract but also retain and nurture female professionals. Flexible working policies, improved leave and well-being benefits, and support networks serve as key factors in promoting women in the workplace. Investing in training and mentorship programs is essential to equip high-potential women technologists with the necessary skills for leadership roles. Initiatives like involving female employees in the recruitment process, hosting career fairs, and offering internship programs can help organisations move towards a more gender-balanced workforce. The future of engineering is bright, and women are an integral part of that future. By continuing to support and celebrate women in engineering, we are investing in a world where innovation knows no gender, and where the contributions of all are valued and recognized. #InternationalWomenInEngineeringDay 🎉✨

I've often been the only stiletto in a room full of flats. Literally. And metaphorically. Cutting my teeth in engineering, mining and energy was both isolating and polarising. With 11 February marking the United Nations International Day of Women and Girls in Science, it really is time to break the mould. Despite progress, barriers persist, hindering women's full participation in STEM. Here's my recommendations to flip the script and ignite REAL change: 1️⃣ Reverse Mentoring: Pair seasoned pros with emerging talents for a fresh perspective exchange. Watch innovation soar as insights flow both ways. 2️⃣ Hackathons for Change: Empower women to lead hackathons tackling real-world challenges. Repeat after me: diverse viewpoints drive better solutions. 3️⃣ Storytelling Showcases: Spotlight female trailblazers in STEM through vibrant storytelling events. No boring write ups please. From podcast series to TED-style talks, we can creatively amplify voices and inspire the next generation. 4️⃣ Intersectional Insights: Embrace intersectionality in STEM initiatives. Let's celebrate diverse identities, experiences, and talents, fostering a richer, more inclusive STEM community. 5️⃣ Pay Parity Parties: Host pay equity celebrations! Shine a spotlight on those championing equal pay, inspiring others to do their part in closing the gender pay gap. 💡 It's time to disrupt the status quo and pave new paths for women and girls in STEM. What's your ideas to spark innovation, foster inclusivity, and propel progress to increase #womeninstem? #BreakTheMould #InnovationInspiration #linkedinnewsaustralia #changemangement

They are robotic(s). And that’s a compliment. Here is why. They move minds and machines alike. Wire empathy into algorithms. Design hardware with heart. And rethink what a robot can be. 📌 Cathy Pearl Programmed NASA sims, then reprogrammed how we speak. Wrote Designing Voice UIs, the voice-tech bible. Leads UX for Google’s Gemini conversational AI. Builds interfaces where tech listens and understands. 📌 Dr. Rana el Kaliouby Pioneered Emotion AI to read human feelings at scale. Co-founded Affectiva, making empathy a tech feature. Her work guides robots that sense emotion, not just data. Writes code that responds to the human behind the voice. 📌 Daniela Amodei Built AI safety protocols at OpenAI, then scaled them. Now runs Anthropic, creator of the Claude models. Her work keeps AI helpful, honest, and harmless. Codes ethics into systems. 📌 Albane Dersy Inbolt’s co-founder making robots smarter with vision. Her 3D AI guides arms across factories worldwide. Reduced error rates and human strain in industry. Turns precision work into an autonomous routine. 📌 Julia Astrid Riemenschneider Brings cutting-edge bots to global industrial floors. Leads go-to-market for United Robotics and Rethink. Makes robotic solutions scalable, usable, desirable. Turns lab tech into daily operations in motion. 📌 Feng (Kate) Xu Heads R&D for ABB Robotics across China’s markets. Built pipeline for STEM inclusion with “Girls in Tech.” Drives AI-meets-hardware innovation at global scale. Designs tomorrow’s automation with equity in mind. 📌 Yumie Kubota Leads Yaskawa’s AI × Robotics to automate the impossible. Built robot software powering next-gen manufacturing systems. Heads AI Cube to merge robotics with deep learning. Turns factories into living labs for machine evolution. 📌 Yunzhi (Amber) Qi Expands YOUIBOT’s AMRs across logistics & inspection. Her robots use SLAM to navigate complex factory spaces. Merges smart routing with scalable industrial automation. Drives China’s robotics precision onto the global stage. 📌 Melonee Wise Co-built ROS and TurtleBot at legendary Willow Garage. As Fetch CEO, led real-world mobile robot adoption. Scaled AMRs to solve warehouse and logistics challenges. Bridges lab innovation with commercial scale & speed. 📌 Andra Keay Runs Silicon Valley Robotics and boosts robotics startups. Champions diversity, ethics & access in automation. Fuels the field with contests, funding, and visibility. She wires the system, not just the machines. 📌 Dr. Goldie Nejat Designs social robots like Tangy for elder care. Her lab blends cognition with robotic interaction. Brings assistive AI into hospitals and care homes. Merges empathy and engineering to support aging minds. 📌 Dr. Danica Kragic Directs KTH’s robotics lab in perception & learning. Studies how machines sense and interact with objects. Her work boosts robot grasping and autonomy skills. Turns complex sensing into smooth robotic behavior. Are we ready for the 🤖 age? They are.

It's not the pipeline, It's the System. June 23rd is celebrated as 'International Women in Engineering Day" #INWED Sadly the harsh reality, engineering colleges in India produce the highest number of women in STEM graduates/engineers and many of them actually do make it to the workforce. The real challenge is their retention and progression. With 2+ decades in tech and now consulting for tech companies on their Gender Equity Strategy, I’ve seen this challenge firsthand. The issue isn’t talent availability, it’s systemic. In most households, a woman’s career is still seen as optional. That mindset and bias bleeds into workplaces, shaping how women are hired, retained, and promoted. So what can organisations do, 1. Relook at org culture and design. Are your systems, policies, and leadership norms built equitably to support who stays, rises and how. 2. Representation matters, especially in especially in mid and senior levels, invest in retention and have hiring goals across grades. 3. Move from gendered to gender neutral policies. Eg. Maternity to Parental Leave Policy that supports all care-givers. Reframe workplace policies from “women-centric benefits” to equitable caregiving support that normalise shared responsibility and reduce bias. 4. Women in Tech Returnee programs - I've seen immense success in these programs, that offer companies experienced tech talent with a little investment. #Vapasi from Thoughtworks, #Spring from Publicis Sapient are two examples 5. Conduct Stay Interviews, Not Exit Interviews. Understand why women leave and what it takes for them to stay and grow and act on the inputs. 3. A Clear Career Progression Path with mentorship and sponsorship - Bias in growth opportunity for #WIT is real, if there is no intentional support to overcome these bias, talent walks away. 4. I Need to See More Like Me! There is a lack of role models. Accelerated Women in tech leadership programs, fast-tracking the leadership journey of high potential women are some ways to address this. 5. Collective Ownership. Gender Diversity in tech is not a HR, leadership or DEI responsibility. Make it the very fabric of the org. to drive shared accountability. 6. Data is not just diagnostic, it's directional. It guides us on investments to be made, unseen bias and where and what needs to change, it's your mirror don't ignore it. #Inclusion is a organisational capability and leaders are it's torch bearers. Their actions, direction and decisions every single day, signal what truly matters. The Women in tech, talent pool exists. The question is, are you ready to retain, grow, and lead with them? #WomenInTech #WIT #GenderEquity #DiversityInTech Diversity Simplified Image description: A newspaper article titled “It’s Not the Pipeline, It’s the System” from Times of India, Bangalore edition which highlights the gender gap in engineering.

Happy International Women in Engineering Day! 👩🏻🔧 "In this op-ed for The Manufacturer, Jennifer Frith, factory development director at critical power solutions provider Davenham Switchgear, explores why, despite ongoing efforts, women remain significantly underrepresented in engineering and technology, and addressing this gap is crucial not only for fairness but also for tackling talent shortages, driving innovation, and ensuring long-term resilience in the sector. The impact of poor diversity levels goes far beyond being a social issue. A more diverse workforce will offer a wider range of perspectives; something advantageous when it comes to solving business problems. So much so, that research by McKinsey has found that companies with more diversity at executive levels were 40% more likely to surpass their competitors in terms of profitability. Coupled with the fact that hiring in STEM has become more difficult than ever – with almost half (49%) of engineering and technology companies struggling to recruit due to skills shortages – boosting diversity and ensuring fair opportunities within the sector shouldn’t be a one-off event. Rather, it needs to be part of a wider, long-term strategy to drive innovation and stability. Despite this clear need for change, there’s still a number of barriers in the way to the industry achieving a truly diverse workforce. Challenging career pathways: Firstly, I think the idea of career pathways and the perceived need to have a science or engineering background to succeed in the industry holds people back. But that shouldn’t be the case. I’m proof that a career in STEM doesn’t have to follow the ‘expected’, or linear, route. I began by studying media and photography at university before I took up a part-time job as an operator on the shop floor to earn some money. I ended up staying, working my way up to becoming a team leader and then to production manager, looking after a team of 150. I later had the opportunity to undertake further training in management and lean manufacturing strategies, which eventually brought me to my current role as factory development director at Davenham. My position now is more of a coaching role, with the aim of supporting efficient modern-day manufacturing. Essentially, I take my understanding of the manufacturing process to find ways to optimise it, working closely with our team of engineers to make things quicker, easier and safer. It’s probably not what most media and photography graduates end up doing, but my pathway shows that you don’t necessarily need a STEM degree to climb the ladder. It’s important that, as a sector, we broaden our perspectives, especially to plug the recruitment gap. It doesn’t matter where you’ve come from, as long as you’re willing to learn and put in the work." Read more 👉 https://lnkd.in/et-zZVsm #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels

Happy International Women’s Day 💜 A gender gap persists in STEM globally. We’ve made progress, but women are still woefully under-represented. Tackling our greatest challenges - improving health to combating climate change to developing AI as a force for good - must harness all talent. Gender diversity expands and extends the talent pool and is essential as today’s technologies demand different ‘Power’ skills: ▪️Emotional Intelligence: to manage emotions and navigate interpersonal relationships effectively, enhancing teamwork and leadership in STEM ▪️ Collaboration: fostering effective teamwork, with a focus on joint problem-solving ▪️ Adaptability: STEM is moving fast, I see that every day, being able to quickly learn and adjust to is indispensable ▪️ Empathy: drives solutions that truly resonate with human needs ▪️ Creativity: Brings unique perspectives that fuel innovation ▪️ Ethics: development is responsible and beneficial for society However ▫️Women are given smaller research grants and, while 33.3% of all researchers, only 12% of STEM academics are women ▫️In cutting edge fields such as AI, only 1 in five (22%) is a woman ▫️Despite a shortage of skills driving the Fourth Industrial Revolution, women still account for only 28% of engineering and 40% of computer science graduates ▫️Female researchers have shorter, less well-paid careers. Their work is underrepresented in high-profile journals and they are more often passed over for promotion ▫️Although STEM fields are widely regarded as critical to economies, so far most countries have not achieved gender equality in STEM So what? Not only is this unethical, unfair it’s also misinformed, I mean stupid: ▪️The crash test dummy is a classic case. Initially, modelled on the average male body. Women were 47% more likely to be seriously injured and 17% to die in car crashes. Despite efforts, the gap in safety due to a lack of diverse testing persists ▪️Cardiovascular research has long been skewed towards men. Women are 50% more likely to be misdiagnosed with heart attacks and treatment is less effective ▪️Trials for medications did not sufficiently account for gender in pharmacokinetics so dosages were based on male biology, women experience adverse drug reactions nearly 1.7 times more often ▪️Medical devices have focused on male anatomy, for example, women are 20% more likely to have a stroke or die within 30 days of being treated with stents for artery disease ▪️Voice recognition technologies were developed using data from men leading to error rates for women’s voices up to 70% higher ▪️Famously Amazon discovered that its AI-based screening was biased against women favoring male candidates by a significant margin ▪️Facial recognition has error rates of up to 34.7% for dark-skinned women, vs 0.8% for light-skinned men So, should you need it, today is a reminder that women play a critical role in STEMs and that our participation must be strengthened #iwd2024 #BeEqual #GenderEquality #DEI

What if the cure for cancer, the next energy breakthrough, or a revolutionary tech innovation was never discovered—because the mind behind it wasn’t given the chance? Today is the International Day of Women and Girls in Science, a moment to celebrate the brilliance of women in STEM. But it’s also a stark reminder of the barriers that still hold many back. Women remain vastly underrepresented in science and technology fields, not because of a lack of talent or ambition, but due to deeply ingrained biases, systemic barriers, and a lack of visible role models. In fact: 🔬 Women make up less than 30% of researchers globally 💻 Just 35% of STEM graduates are women, and this number has remained stagnant for the past DECADE 🚀 Women receive less research funding, lower pay and fewer opportunities to publish their work These numbers aren’t just statistics—they represent lost potential, untapped innovation, and the silencing of groundbreaking ideas. So, how do we change this? It starts with: ✅ Challenging biases early: stereotypes about "boys' subjects" and "girls' subjects" start in childhood ✅ Increasing representation: young women need to see role models who reflect their aspirations ✅ Fixing systemic barriers: equal pay, fair funding, and workplace cultures that value diversity When we remove these barriers, we don’t just support women, we unlock the full potential of science, technology, and humanity as a whole. 💡 Imagine a world where every brilliant mind, regardless of gender, gets the chance to change the world. That’s a future worth fighting for. Who are the women in STEM that inspire you? Let’s celebrate them today. Drop their names in the comments! ⬇️ #WomenInScience #GenderEquity #STEM #RepresentationMatters #ShapeTalent

Over the last decade, something important has been changing in the Engineering, Procurement, and Construction sector. More women are entering project management roles, site leadership and technical functions that were once seen as out of bounds or not prefered. India today is among the global leaders in women graduating in STEM, with several studies showing women account for over 40 percent of STEM graduates, one of the highest proportions worldwide. At the same time, the EPC sector is expected to generate nearly 25 million jobs by 2030. These two realities were always meant to converge. At Tata Projects, I have seen what happens when they do. A few years ago in Santacruz, Mumbai, a Ginger Hotel was constructed entirely by an all-women project team. Engineers, planners, safety officers, site leaders. Not as a statement. Not as an experiment. Simply because capability met opportunity. What stood out was not that the team was all women. It was the quality of execution. The discipline on site. The attention to safety. The confidence with which decisions were taken. It quietly challenged many assumptions we still carry. Closing the gender gap in STEM is no longer about entry points alone. It is about ecosystems. Individuals must call out bias when they see it and mentor without prejudice. Companies must design sites, shifts, safety norms and career paths that assume diversity, not treat it as an exception. Policy, academia and industry must ensure that girls who study STEM get exciting career opportunities leveraging their strengths. From vision to impact is a journey. One that becomes real when women are not just welcomed into the room, but trusted to build it. On this International Day of Women and Girls in Science, I feel proud. And more importantly, convinced that the future of infrastructure will be stronger because it is being built by many more hands, many more minds, and many more perspectives. #SheLeads #WomenInSTEM #WomenInConstruction #Mentorship #DiversityInTech #TataProjects

As a recruiter, one challenge I face time and again is finding female candidates for technical and sales roles. It’s surprising — so many women graduate with Computer Science or IT degrees, yet only a small fraction build careers in core tech fields. Many transition into roles with limited coding or leave the tech industry altogether. In Bangladesh, the numbers tell the story: 📊 Around 25% of students in Computer Science or ICT are female, but only 13–14% of them go on to work in technical positions. 📊 Women make up just 12–15% of the total IT workforce. (Source: The Business Post, UN Women reports) There are many factors behind this — from societal expectations and family pressures to workplace biases that still exist today. Some organizations remain hesitant to hire married women or those with children, fearing “continuity issues.” Others lack flexible structures that could actually help women thrive. A similar picture exists in sales roles, where fieldwork or extensive client travel often discourages female candidates. The job nature itself can feel unwelcoming when workplaces aren’t designed with inclusivity and safety in mind. As recruiters, we’re on the front line of this reality. But we can also be part of the solution: 💡 Encouraging companies to adopt inclusive policies and flexible work options. 💡 Ensuring our hiring criteria focus on skills and potential, not assumptions. 💡 Creating visibility for women role models in tech and sales. 💡 Partnering with universities and women-in-STEM programs to build stronger talent pipelines. Bangladesh has made progress, but we still have a long way to go. Diversity isn’t just a social goal — it’s a business advantage. Tech-driven and fast-growing companies need different perspectives to innovate, adapt, and lead. Let’s build a future where more women not only enter the industry but also grow, lead, and inspire the next generation. 🌿 #WomenInTech #WomenInSales #RecruiterPerspective #DiversityAndInclusion #Bangladesh #EqualOpportunity #EmployerBranding #WomenEmpowerment

Be a STEMinist: Advocate for Women in STEM Careers and Leadership I identify as a STEMinist: ↳This means that I advocate for women and girls to have access to education, mentorship, and leadership in the fields of science, technology, engineering, math and medicine. Why do I speak loudly today? The World Economic Forum shares devastating statistics: - Women represent 49.3% of employment in non-STEM fields but only 29.2% of the STEM workforce. - Early career attrition is significant, with many women leaving STEM roles within one year of graduating. - The leadership gap in STEM is bleak: women make up 29.4% of entry-level roles but just 12.4% of C-Suite executives. As a female brain doctor and advocate for women in STEM and leadership, I’m passionate about breaking barriers and building pathways for the next generation of #WomenInSTEM  Here are key insights and actionable steps to empower women in STEM: 1. Start Early: ↳Gender stereotypes in STEM begin young. By age six, many girls associate intelligence with boys. ↳Early education must challenge these biases with messages like "STEM is for everyone." ↳Representation in media, like strong girl STEM characters, can inspire lifelong curiosity. 2. Inspiration & Mentorship Matter: ↳Companies and institutions should create mentorship programs connecting young women with STEM professionals. ↳Role models who’ve overcome challenges can ignite passion and confidence in pursuing STEM careers. 3. Hands-On Experience is Key: ↳Practical opportunities—internships, workshops, and site visits—help solidify STEM interests. ↳Collaboration between businesses and schools to align curricula with industry trends ensures graduates are career-ready. 4. Inclusive Cultures Retain Talent: ↳ Retention is as necessary as recruitment. Inclusive workplaces, free from bias and visible diversity in leadership, foster an environment where women thrive. 5. Digital Accessibility: ↳In emerging economies, unequal access to digital tools and training holds girls back. Bridging this gap is essential for a truly diverse global STEM workforce. 6. Leverage Online Learning: ↳Flexible, credentialed programs allow women to balance education with caregiving and other responsibilities. ↳Women are enrolling in online STEM courses at higher rates and developing skills faster than ever. 7. Embrace Remote Work: ↳Hybrid models and skills-based hiring create new opportunities for women to excel in STEM careers and leadership. Closing gender gaps in STEM is not just about equity and equality; it’s about building a better future for innovation, engagement, and workplace cultures. How are you advocating for gender equity in STEM? Share your thoughts below! 👇 #WomenInSTEM #Leadership #DiversityInTech #WomenLeaders #STEMinist