Women in STEM Leadership Roles

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.

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

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

From Mechanical Engineer to Project Leader: Lessons from My Journey as a First-Generation Woman in STEM 💎 by Mary Seelam 💬 "Ten years ago, I landed in the U.S. with three overstuffed suitcases, a mechanical engineering degree, and a head full of dreams. I had no roadmap, no mentors, and no idea how I was going to make it all work — but I knew one thing: I wasn’t going back until I built something meaningful for myself. Starting Out: Small Steps, Big Courage: My 20s were messy. Between late nights with CAD models, struggling through office culture I barely understood, and navigating visa deadlines, I often questioned whether I belonged. I cried over designs, panicked in meetings I wasn’t ready for, and said “yes” to opportunities that terrified me. And yet… every small step mattered. Leading a team meeting by accident, figuring out a new system, surviving my first interview — it all added up. I realized that growth isn’t about perfection. It’s about showing up, trying, failing, learning, and trying again. Finding My Strength: Moving From Engineer to Leader Eventually, I discovered that my impact wasn’t limited to machines. My real strength was in connecting people, solving problems, and managing projects from start to finish. Transitioning from engineering to project leadership was like learning a new dance mid-performance: sometimes clumsy, often humbling, but endlessly rewarding. I went back to school, earned credentials in project management, and learned how to navigate not just technical challenges but people, budgets, and timelines. Every project taught me something about patience, resilience, and leadership — and about trusting myself, even when I didn’t have all the answers. Lessons I Want to Share With Fellow Women in STEM: Your journey is valid, even if it’s messy. There’s no “perfect path,” in STEM or in life. Trust your steps, no matter how small they feel. Ask for help, find mentors, and lean on your community. Even the strongest engineers need support, advice, and a cheering squad. Progress > Perfection. Don’t wait until you feel ready. The courage to start and keep going is what moves you forward. Redefining Success: I used to think “making it” meant titles, houses, or perfect skills. Now, I measure success in alignment with purpose, resilience through challenges, and the ability to keep learning while laughing along the way. And yes, I still sometimes microwave my tea three times before finishing it. Progress, not perfection. To Every Woman in STEM: If you’re building your career, navigating new challenges, or figuring out your next step, know this: you’re not alone. Your journey is worth it, your voice matters, and your steps, big or small, are meaningful. Keep showing up for yourself, take chances, and celebrate your growth along the way." https://lnkd.in/ehRRQkbh #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels

Real talk: when you’ve got a STEM background and you’re also either founding a company or in a senior leadership role, it’s a little too easy to wake up one day and realize that 90% of the folks you lean on for advice are men. To be clear, I’m exceptionally grateful for those supportive male advisors in my life - I wouldn’t be where I am today without the men who brought up my name for opportunities in rooms I wasn’t in. But reality is, sometimes you really value the advice of someone who’s lived the experience you’re going through before. I’m talking about: ➡️Stressing about when to tell the CEO or your team you’re pregnant ➡️Spending way too much time making sure you're communicating in a way that’s competent, but not aggressive. Likable, but not ineffective or passive. ➡️Returning from maternity leave, when you haven’t slept longer than three consecutive hours in three months. And so that’s why I’ve recently taken some deliberate steps to make my network of advisors more balanced, with both male and female voices from a range of backgrounds. I recently got back from the WILD for STEM program retreat. STEM women in Australia, you owe it to yourselves to check out this incredible program. STEM companies in Australia, you should also check this out because next year, there might be the opportunity to sponsor your senior leaders’ involvement. Here’s a smattering of reminders/take-aways from the week: ➡️ Take the risk. Back yourself. I’m grateful everyday for the opportunity I have to build a company focused on a problem I care a lot about. Seeing others who made a similar call 2-5 years ago, gave me renewed excitement that I am doing my best work right now. ➡️ The mental load decreases so much when you’re in a room of folks who have shared your lived experience. You’re not worrying “Will it hurt my career if I share this? Will people take it the wrong way if I don’t communicate this perfectly?” And this is important because sharing openly is where the magic happens - people can’t help you if they don’t know what you’re struggling with. On that note.... ➡️ People want to help you succeed. You don’t need to do it all on your own. I spend a lot of time mentoring others and I’m really grateful that I can do that. But folks want to help me too and it’s not wrong to take them up on those offers. ➡️ Never underestimate a good executive coach, a leadership training session, or some well-timed advice from a patent lawyer. I’m bringing home a much stronger toolkit for company-building. Grateful to the many, many folks I had conversations with last week and who have made this program possible.

Every year, June 23rd marks International Women in Engineering Day, a global celebration of women shaping the world’s future through innovation, problem-solving, and resilience. In India, this moment calls for introspection. Because while we’re making undeniable progress in STEM education, there remains a glaring gap where it matters most: representation in leadership across core engineering sectors like manufacturing, heavy industry, and infrastructure. I was recently reading an article by SWASTIKA CHATTERJEE DAS (She/Her), a chemical engineer and industry leader, and it left me thinking deeply about the state of women in engineering leadership in India. She laid out a clear picture: On the surface, the data gives reason for optimism. India now boasts the highest number of female STEM graduates in the world. Approximately 40%. Girls are enrolling in science and engineering programs at steadily rising rates. Yet, only 14% of these women enter the workforce. And in core engineering sectors like mechanical, civil, and electrical, which are pivotal to India’s industrial growth, female participation drops as low as 3%. This is not a pipeline issue. It’s a retention and representation issue. India is on the cusp of rapid industrial transformation, driven by digitalisation, automation, and sustainability goals, often grouped under Industry 4.0 and 5.0. To unlock the full potential of this transition, we need more diverse minds at the table. Research consistently shows that diverse leadership drives better innovation, decision-making, and financial performance. Women engineers bring fresh perspectives in design, systems thinking, operations, and sustainability. By creating space for more women in engineering, we’re not just fostering inclusion, we’re accelerating innovation and building a stronger, more balanced future. Read more of her powerful insights in the article below. https://shorturl.at/4limx

What’s stopping females from climbing the career ladder? How can we have more gender representation at all levels especially at senior levels? We discussed ideas in our Women in Experian meeting yesterday. As I reflect deeper on this topic, I think there are 2 categories of obstacles in my observation. 1) Self Self belief: the imposter syndrome is sometimes a stumbling block. The lack of role models also weakens the belief that it can be done. Self confidence: A woman won’t apply for a job unless they meet all listed requirements but a man would. Ambition: I have seldom hear females speak freely about their ambitions. Sometimes it’s due to lack of ambition but other times, it may be because culturally it may not be seen as a good trait for a female. 2) Society Education: In schools, certain subjects systematically attracts more men than women like STEM. This will create the gender gap in the workplace especially in these fields. Cultural norms: Many women pick up bulk of the caregiving duties, be it parents or children, on top of their work. As such, there’s less time relatively to build the career, and to network for example. Of course, I have had the good fortune of working with many women who have overcome the challenges and are excellent role models for female leadership. But for every one who has made it, there’s many others who didn’t. As such, I wanted to pen this post to explore what are other challenges women faced in ascending the career ladder, and how we as employers and society can provide that support. Welcome any thoughts or suggestions. #gender #genderequity #femaleadership #greatplacetowork #jenelim

Think of the most innovative tech companies you know. Now, picture the leadership teams behind them. Do you see a diverse and inclusive representation of women? The reality is, that women remain vastly underrepresented in the tech industry. Despite comprising half the global workforce, only 28% of tech professionals are women, according to a recent World Economic Forum report. This imbalance isn't just a missed opportunity for talented individuals, it has significant implications for the entire tech landscape. Here's why a more gender-balanced tech industry is a win-win for all: -Enhanced Innovation: Studies show that diverse teams are more innovative and generate a wider range of ideas. When women are missing from the table, the potential for groundbreaking solutions shrinks. -Closing the Talent Gap: The tech sector faces a global skills gap, and attracting more women can help fill the void with a vast pool of untapped talent. -Creating Products for Everyone: Women are powerful consumers whose unique perspectives are crucial in shaping the technology that impacts everyone. Underrepresentation in tech development can lead to products that miss the mark for a significant portion of the market. So, how do we bridge the gap? ✔ ️Encouraging girls to pursue STEM fields from a young age is crucial in building the pipeline for future generation. ✔️ Providing women in tech with access to mentors and role models can inspire them to pursue leadership positions and shatter glass ceilings. ✔ ️Creating inclusive workplaces within tech companies to ensure fair opportunities and empower women to thrive. Investing in women in tech isn't just the right thing to do, it's a catalyst to discover the power of human ingenuity. Imagine the groundbreaking innovations that could emerge when brilliance and diverse perspectives of women and men collaborate at the forefront of technology. Let's not just bridge the gap, let's shatter it and build a future where the only limit is our collective imagination. What do you say?

From science academic to female founder of a green hydrogen company. ♻️ I asked Dr Louise Brown, co-founder & CEO of HydGene Renewables, how she got out of her comfort zone and the security of a university setting to start her own business, raise over $5 million in capital, and employ a team of 17 people. Her advice? 🚀 Get foundational knowledge: She participated in CSIRO's accelerator program for researchers, the ON Program, which taught her the basics of commercialisation, foundational business skills, and the confidence to take her research "outside of the building." 🚀 Support network: She found herself a network of supporters who could provide informational, emotional, and practical assistance when she had questions or needed someone to bounce ideas off. Her support network was also her cheerleaders, who provided encouragement and motivation and kept her accountable. 🚀 Learn by doing: Even though Louise listened to many podcasts and read many books, she found that the best learning was by doing it herself. She made many mistakes and tried many things, but doing it yourself meant that these experiential learnings were more memorable and tangible, and she grew more confident in her ability to tackle future challenges. 🚀 Watch or listen to the full podcast episode in the comments section below What are your tips or advice when transitioning your career or starting a new business? Where were the biggest learnings you found that you could use in two different roles? #career #femalefounder #womeninSTEM #renewableenergy 👉 Follow Lucy Lin and Emerging Tech Unpacked for more career, women in STEM and renewable energy insights

Women in STEM jobs earn $15,000 less per year on average than their male counterparts. In my instances, I have been the “first” or the “only” woman (or woman of colour) in production floors, engineering teams, and leadership meetings. Here are some lesser-known stats about women's participation in the STEM workforce in the USA: ❌ 1 in 3 women in STEM consider leaving after becoming a mother due to workplace challenges. ❌ Women earn 53% of STEM-related college degrees but hold only 28% of STEM jobs in the workforce. ❌ 50% of women in STEM careers leave their jobs by mid-career due to toxic workplace culture, bias, and lack of opportunities. ❌ Women hold only 16.5% of engineering jobs and 26% of computing jobs. ❌ Female STEM entrepreneurs receive less than 3% of VC funding despite outperforming male-led startups in revenue generation per dollar invested. The only exception is that participation of women in STEM roles grew by 31% from 2011 to 2021, outpacing men, whose growth rate was 15%. But it is too small for growth. Spark Careers is committed to empowering women and minorities to advance in their careers. The talent pipeline is broken, and we have to fix it. Forget the glass ceiling; I think we need to focus on the cracked “glass foundation.” Here are the challenges: 👉 Leadership gaps: Executive roles remain overwhelmingly male-dominated. 👉 Visibility in research: In fields like orthopaedic science, 86% of first-author credits still go to men. 👉 Retention struggles: Women enter STEM but face systemic barriers that push them out. Unless we address gender bias, funding gaps, and workplace culture, we cannot bring millions of talented women back into STEM. Here's how this issue can be solved: ✅ Mentorship & sponsorship: Women need more than encouragement; they need exceptional mentors and sponsors who will support them all the way. ✅ Fair hiring & promotions: Getting women into STEM isn’t enough; we must create pathways for them to lead. ✅ Representation matters: Elevating female voices in research and leadership changes the game for future generations. Women in STEM aren’t only filling seats; they’re shaping the future. But real equity requires deliberate action. Who’s a woman in STEM who’s inspired you? Tag and celebrate them in the comments. P.S.- DM or email me at hello@sparkcareers.us now for any type of assistance. #Women #STEM #Leadership #Diversity #womenempowerment #USA