More women should pursue careers in science and maths

When it comes to science and maths, globally we have seen that the ranks of women in these fields have climbed sharply since the early 1980s. However, there is much work to be done. Consider these statistics from the Anita Borg Institute: Women earn 18 per cent of computer science degrees in the European Union, 23 per cent in India, and below 10 per cent in Japan.

In Thailand, the study “Reform Education, Reform Your Country” by Gerald W Fry presented at the 6th Annual Thailand POD National Conference in July 2011, reported that we have too many students in social sciences but too few in the important science, technology, engineering, and mathematics (STEM) fields as a result there is a serious shortage of professors in engineering/mechanics. 

Why is science, technology, engineering, and mathematics (STEM) so important? 

While the global economy has flattened the world in terms of skills and technology, a new workforce of problem-solvers, innovators, and inventors who are self-reliant and able to think logically is one of the critical foundations that drive a state economy’s innovation capacity.

STEM education creates critical thinkers, increases science literacy, and enables the next generation of innovators. Innovation leads to new products and processes that sustain our economy and it is clear that most jobs of the future will require a basic understanding of maths and science.

Not surprisingly, education and government initiatives around the world will help increase STEM students and secure further gains in jobs for STEM degree holders. But the key to attracting female students to maths, science and engineering – and keeping them there – can have more to do with relationships than with research grants. 

The lack of strong female role models has discouraged many young women from entering the technology and science fields. The US Commerce Department report says there are many reasons women may be avoiding the field. According to the report, STEM career paths may be less accommodating to people moving in and out of the workforce to raise a family – or it may be because there are relatively few female STEM role models. 

The importance of role models cannot be underestimated. According to a 30-year global study of 830 companies by the Anita Borg Institute, mentoring had the strongest effect on women in technical careers. 

There are a variety of initiatives that continue to make progress in offering girls with technical role models and mentors you may consider to focus in your organization.

More than 10,000 girls from around the world have participated in EXITE camps (Exploring Interests in Technology and Engineering) since the programme was launched in 1999. IBM employees – male and female – participate in the camps as volunteers, helping girls gain a deeper understanding about what science can do. Campers learn about science, technology and engineering through hands-on activities such as exploring green architecture, examining climate change, developing websites, robotics and recycling exercises, and investigating how pollution affects their communities.

Another worldwide program is MentorPlace, where volunteers mentor students around STEM subjects in almost 40 countries. This comprehensive, structured online mentoring initiative capitalises on the knowledge, dedication and enthusiasm of teachers and students, and the expertise and experience of IBM employees. 

Once women are in the workforce, especially working mothers, flexible work options can go a long way to help with retention. The global economy never stops working, and working mothers struggle with balancing professional and personal responsibilities. More companies are providing employees with flexibility work options as a way to juggle the needs of clients and individual employees. Such flexibility can include a range of options such as varied work times, part-time work, job-sharing, and the ability to work from home.

From programmes that encourage girls to study maths and science, to work-life balance initiatives that attract and retain female employees, there is still much work to be done. IBM has long understood the importance of creating a diverse and vibrant workforce and a strong pipeline of women from entry to executive level. From first hiring women in the 1930s, to the naming of Fran Allen as the first female IBM Fellow in 1989, IBM has demonstrated that a diverse workforce benefits innovation.

While IBM is proud of what it has achieved so far, however, the company’s dedication to attracting and retaining women employees, and building a strong pipeline for the future, remains undiminished.

 

Parnsiree Amatayakul is managing director of IBM Thailand. Her article is published every third Friday of the month